What Job Recruiters Can (And Can’t) Ask You - Page 7

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They say the best time to look for a job is when you already have one. Perhaps that’s because if you’re already employed then you have nothing to lose, meaning you approach job interviews calmly and with more confidence. And when you enter job interviews like that, you are more willing to stand your ground. You pay attention. You’re curious, but you’re not desperate.

When searching for a job when you really need one, you may be more likely to just do and say whatever you think you have to to get the job –even if it doesn’t feel right. Even if you know what’s being asked of you is wrong, you just want to come off as agreeable, amenable, and flexible. You don’t want to give any pushback. But you should know what hiring parties can and can’t ask you during the recruiting process. Keep in mind that if a hiring party is willing to push some boundaries during the hiring process, they’ll likely continue to do so during your employment there, so you aren’t losing out by being sharp and asserting your rights. It’s also important to know what questions you should ask to make sure this is the right opportunity for you. We spoke with Keirsten Greggs, founder of TRAP Recruitment, about questions recruiters and applicants, can, can’t, should, and shouldn’t ask.

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Your pay history

The fear when a hiring party asks what you were paid at your last job,= is that they will think, “Well, then that’s what we’ll pay you here.” However, Greggs urges hiring parties to “Remember some are looking for jobs because the last job didn’t pay enough.” Another reason could be that getting a salary increase within one’s company is very difficult, says Greggs, so sometimes moving to another one is the only hope for increased pay. Luckily, many states and localities have passed laws prohibiting hiring parties to ask this question. Check this list to see if that applies to your area.

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Ask the salary range

Because Greggs works in talent recruitment, she tries to hold recruiters accountable for making the hiring process smooth and easy for applicants. So while she does advise applicants to ask what the salary is – or at least the salary range – before getting far in the recruitment process, she also encourages recruiters to list that information on the job posting. It’s a smart way to make the best use of everyone’s time so only those okay with the pay range take interviews.

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What about references?

In some cases, providing references is part of the job-seeking process. Greggs does, however, remind recruiters that the applicant gets to decide who they list and it’s very unlikely they’ll list anyone who gives them anything less than a raving review. Typically, they notify those references in advance that a call may be coming, and prepare them to say complimentary things.

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When references really matter

Sometimes an applicant gets to the point in the recruitment process when an offer has been made, and their employment is just contingent on them passing a background check. At that point, if the hiring party finds something in their background check that was not disclosed, and pertains to a previous job, the hiring party can call the appropriate parties at the previous company and ask about the incident. That is a time when they may call a reference the applicant didn’t list.

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You can explain yourself

In the case of something coming up on a background check, Greggs says “Most background screening companies will provide the report to the candidate, and the candidate is able to reply with what was and wasn’t correct. They can give a rebuttal.” Candidates can and should also check the report for any discrepancies, like incorrect dates, or if the name of the company they worked for has changed.

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Does the offense violate company policy?

Just because your background check report doesn’t come back spotless doesn’t mean you’re out of the job. “Unless the crime that came up on the record violates company policy, that’s not reason to exclude you from employment,” says Greggs. “The company sets standards for their screening. They’ll tell the screening company ‘We don’t want someone who was fired for stealing. Or fired from doing drugs on the job.’”

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What is their commitment to inclusion?

“What about diversity and inclusion? Equity and a feeling of belonging? Is that a deal-breaker for you?” asks Greggs. “The company may have a statement [on their values], but you’ve done some research and you’ve found the company has an issue with ageism or sexism.” Greggs says it’s okay to bring up those concerns, and “If they’re transparent and they acknowledge them and say ‘Yes, these are the steps we’re taking to correct these things, we’re fostering a better environment’” then maybe it’s okay to work there. “But if they say ‘That’s not a big issue’ or ‘We don’t spend a lot of money on that [fixing that]’ then that may not be the best place for you.”

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Easy on the TMI

“Sometimes job seekers volunteer too much information,” says Greggs, adding that she may not have a bias against that info, but others might. “It can be little things. Don’t say ‘I have a hard stop at 4:30 to pick up my child from the bus.’ That can make the manager think ‘What if I need them at 4:45?’ Don’t feed them things that they can worry about. But you can ask questions like ‘Do I have a flexible schedule? What are the core hours?’”

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Recruiters cannot ask you this

There are some pieces of information recruiters simply aren’t allowed to ask you. These include your age, medical information, your gender or sexual orientation, your religion, or your marital status. Greggs advises hiring parties, “Don’t ask questions that relate to those things. Tricky questions like ‘How reliable is your childcare?’” Asking indirect questions, that get the information they aren’t allowed to ask for, is also not okay.