Comments on: Tina Hamilton on Front Page of Yahoo! http://www.hirevisiongroup.com/press/tina-hamilton-on-front-page-of-yahoo/ Blogging the HR evolution as it unfolds Wed, 04 Jan 2012 03:38:41 +0000 hourly 1 http://wordpress.org/?v=3.3.1 By: Lisa Sanders http://www.hirevisiongroup.com/press/tina-hamilton-on-front-page-of-yahoo/comment-page-1/#comment-62 Lisa Sanders Sun, 23 Aug 2009 01:58:00 +0000 http://www.hirevisiongroup.com/?p=463#comment-62 Employers should also be aware that this "technique" of looking inside a candidate's car is illegal. Much can be gleaned about an individual by looking inside their car outside of how neat and diligent they are. For example, a baby seat would indicate that the candidate has a child, a church newsletter could indicate their religion, an AARP pamphlet the candiate's age, etc. Since it is illegal to ask a potential candidate his or her age, religion, or parental status, an employer is taking a very big risk indeed by using this unconventional screening method. Even though the information is obtained incidentally, an average person would agree that many pieces of out-of-bounds personal data would easily be obtained in the course of an "auto screening" and easily passed on to a hiring manager by, say, a receptionist. Therefore, lack of intent would not be a defense in a discrimination action. Yes, it is a highly competitive job market, but it is also a highly competitive market for the employer's themselves, and an employer would have to be a fool to risk a lawsuit in such a precarious economy. Employers should also be aware that this “technique” of looking inside a candidate’s car is illegal. Much can be gleaned about an individual by looking inside their car outside of how neat and diligent they are. For example, a baby seat would indicate that the candidate has a child, a church newsletter could indicate their religion, an AARP pamphlet the candiate’s age, etc. Since it is illegal to ask a potential candidate his or her age, religion, or parental status, an employer is taking a very big risk indeed by using this unconventional screening method. Even though the information is obtained incidentally, an average person would agree that many pieces of out-of-bounds personal data would easily be obtained in the course of an “auto screening” and easily passed on to a hiring manager by, say, a receptionist. Therefore, lack of intent would not be a defense in a discrimination action.

Yes, it is a highly competitive job market, but it is also a highly competitive market for the employer’s themselves, and an employer would have to be a fool to risk a lawsuit in such a precarious economy.

]]>