Anonymous wrote:I've been asked if I plan to have kids at many interviews over the last 20 years (34yo female with 2 kids)

B*llshit.

Anonymous wrote:How would I know that someone just got married and plans to have kids soon? I wouldn't ask. If they voluntarily told me this, of course I don't want to hire someone that will soon need to take 3 months or more off, but that's why it's illegal to ask.

How do you tell if someone is 35? I mean I had kids when I was 28. I have friends that had kids at 42.

Anonymous wrote:

Anonymous wrote:My big boss has to sign off on new hires and will not allow face/tongue piercings other than ears. I once had an awesome candidate with an eyebrow piercing get denied. I always wondered if I had asked her if she would consider removing it what would have happened. But once the boss saw, it was an automatic "no."

That would be an automatic no for me, too.

I would be fine with a small stud or ring on the side of the nose. Eyebrow would be fine, too.
Septum or tongue - ew, no.
Ear piercings can also be different. Stretched lobe piercings are disgusting.

Anonymous wrote:When you are interviewing applicants do you take into consideration things that you’re not technically allowed to consider? Like for example the fact that a woman just got married at 35 and is probably going to have children soon and therefore either taking maternity leave or quitting to stay home? Or someone highly qualified has dyed pink hair and therefore may turn off your conservative clients? Just examples. Anonymous forum here so curious about what decision makers are really thinking, especially small business owners where the one hiring is also the one most invested in the success of the company.

Yes, I generally don't like to hire female big law refugees who are looking to come be government lawyers and have their babies. I have no problem with government attorneys who have already put their time in and want to have children but I've experienced too many women in their mid 30's/early 40's escape to the government and then be on the fast track to motherhood because they feel like they are running out of time. I understand it though.

Anonymous wrote:My big boss has to sign off on new hires and will not allow face/tongue piercings other than ears. I once had an awesome candidate with an eyebrow piercing get denied. I always wondered if I had asked her if she would consider removing it what would have happened. But once the boss saw, it was an automatic "no."

SMH. And yet people scream and scream about even suggesting not wanting to hire someone who's about to go out on months of leave, who is interviewing for a spot that needed to be filled yesterday.

Anonymous wrote:

Anonymous wrote:My big boss has to sign off on new hires and will not allow face/tongue piercings other than ears. I once had an awesome candidate with an eyebrow piercing get denied. I always wondered if I had asked her if she would consider removing it what would have happened. But once the boss saw, it was an automatic "no."

That would be an automatic no for me, too.

Is that illegal?

Anonymous wrote:My big boss has to sign off on new hires and will not allow face/tongue piercings other than ears. I once had an awesome candidate with an eyebrow piercing get denied. I always wondered if I had asked her if she would consider removing it what would have happened. But once the boss saw, it was an automatic "no."

That would be an automatic no for me, too.

How about mental health issues? Google brings that up, too. Sometimes people are open about it. I have searched an applicant’s social media to find posts about their borderline personality disorder, depression, etc.

Anonymous wrote:No - I hire pretty much all military spouses that other employers have given up on. They are literally the best employees ever.

Same. I hire as many trailing military spouses as possible in my niche.

My big boss has to sign off on new hires and will not allow face/tongue piercings other than ears. I once had an awesome candidate with an eyebrow piercing get denied. I always wondered if I had asked her if she would consider removing it what would have happened. But once the boss saw, it was an automatic "no."

OP. I am actually biased in favor of women and I am a woman. But I do think about the stuff I mentioned. Doesn’t mean I will base a hiring decision on it. Just that as I am meeting applicants and considering the future and the success of my small business, this stuff is crossing my mind.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:When you are interviewing applicants do you take into consideration things that you’re not technically allowed to consider? Like for example the fact that a woman just got married at 35 and is probably going to have children soon and therefore either taking maternity leave or quitting to stay home? Or someone highly qualified has dyed pink hair and therefore may turn off your conservative clients? Just examples. Anonymous forum here so curious about what decision makers are really thinking, especially small business owners where the one hiring is also the one most invested in the success of the company.

Tell me you’re a boomer without telling me…

Wrong.

And Google brings up a lot of stuff, including the applicant’s Knot wedding page.

Well thank god this board is anonymous bc basing a hiring decision on this, is f’ing illegal. But. You already know that don’t you OP.

That doesn’t mean people don’t Google job applicants.

No one is stopping you from google. Go Google until your fingers fall off. But Basing a hiring decision on a wedding date and making HUGE assumptions about pregnancy are ILLEGAL. You have no idea what the applicant’s plans are for starting a family, or if she even wants one. If she does start a family, you have no idea about how quickly she might want to return to the office, maybe she has an incredibly supportive family surrounding her and child care will not be an issue, maybe her spouse works from home or has the option to. If you’re not a boomer, you are literally the most ignorant gen x or millennial around, literally the poster child of what is Still wrong with business in America. But whatever people like you aren’t actually going to listen to reason or law, you simply wanted validation for your biases, didn’t you OP, so go hire your mini me 30 year Caucasian white male even if the female talent pool can run circles around him (and you know this too cuz you wouldn’t have posted if you didn’t have that lingering in the back of your mind)

Nope. I don't care about marital status or kid status or hair/tattoos. Presentable at interview, articulate helps (fewer uums and "likes" helps). I do look if your commute (we are all in person) is very far and you're telling me "oh its no big deal" because it will impact your quality of life and you are less likely to stay. If you've had other positions with similar length commmutes then at least you know whats going on. I also care if you have changed jobs every year or less and will ask about that. One short stint is one thing, a continuous 1 year max at each job for 6 years is a red flag for me.

I’m a fat woman and I know people assume I’m lazy and unintelligent and on the verge of a health crisis all the time.

One of my coworkers is Jewish and she seems to be always excluded from the rest of the group at work. She’s so nice too. I often wonder why she’s never really included.

Anonymous wrote:What about being conventionally attractive and/or well dressed? I don’t mean a model walking in with runway designs, but like an 7-8 wearing Veronica Beard.

Doesn't Veronica Beard make bibs for grown-ups?