When you’re starting to drown between employee concerns, payroll duties and helping your CEO -- HR Insider is there to help get the logistical work out of the way.
Need a policy because of a recent regulatory change? We’ve got it for you. Need some quick training on a specific HR topic? We’ve got it for you. HR Insider provides the resources you need to craft, implement and monitor policies with confidence. Our team of experts (which includes lawyers, analysts and HR professionals) keep track of complex legislation, pending changes, new interpretations and evolving case law to provide you with the policies and procedures to keep you ahead of problems. FIND OUT MORE...
hri_Admin asked 6 years ago
We are having an internal staff competition for a job. We have a set list of questions that will be asked to each candidate. But since we personally know each person, can we bring up past job performance in the interview? Like if we know of a "bad" habit that they do, can we ask them about that and how they plan on correcting it? Can we ask them about past reprimands?
1 Answers
Glenn Demby answered 6 years ago
Performance review is not only permitted but essential to maximize productivity and get the best from your employee. To be sure, there’s always the remote risk that a disappointed applicant will claim your review was a pretext for discrimination. But that shouldn’t be a problem as long as your performance criteria are clear, non-discriminatory and consistently applied to all similar employees/applicants regardless of race, sex, etc.
Sounds like you got the consistency part covered since you’re asking all applicants the same Qs. Just watch out for Qs that may come across as discriminatory even though they’re neutral on their face. Check out the recent story on Discriminatory Job Advertisements for some red flags to watch out for.
Hope this helps,
Glenn Demby 203 354-4532
Please login or Register to submit your answer
