professionalmedicaljobinterviews.com

It’s no longer enough to go to a job interview with your CV. A growing number of employers are checking a candidate’s credit history before making an offer. While your credit history may not be the determining factor, employers use it to fill out the picture for many candidates – and not just in the finance field.

42 per cent of US employers, In the year 2006 said that they performed a credit check on employees, a jump from 35 per cent in 2004, according to the Society for Human Resource Management’s Weapons in the Workplace Report, which also looks at companies that do criminal background checks on their employees.

They would want to hire people that are efficient enough and would become more economical for them to have an output rather than giving a person a paid maternity leave instead. So, When an employer asks a woman on her plans in giving birth in the near future, this too is a major no-no.

First of all, it is down right discriminatory since it is an essential part or role of a female being, and would entail her freedom over her own body; and secondly, on the basis of disability, like what I have previously posted: there is an assumption (on the minds of these HR People) that disabled people cannot give output as what their capable counterparts can offer. They can be sued for doing such acts.

Let us delve further on the general scope of incapacitation. Sure an employer can ask questions on what you are incapacitated of, and your special requirements for you to function better, but they cannot ask any other questions regarding that matter.

Questions pertaining to these matters involve such discrimination on to these incapacitated people. And would mean that they aren’t fit for the job that they are applying for. Although it is logical that some cannot do physical jobs due to their condition, other jobs, requiring technical skills doesn’t limit incapacitated people from doing their best and producing quality output.

That can be used in courts, right?

A big no no in interviewing an applicat is when your employer asks about your religion and your thoughts on several occasions such as Eid’l Fitr or Good Friday, the HR person should never answer such queries. Because these employers would seek employees that won’t go to such occasions, thus they want people who can work even on such special occasions. Even if the issue is not necessarily on the religion of the applicant, it boils down to whether or not a person is willing to sacrifice his personal life for the sake of working for an extra day. When the HR person asks you about it, tell them that it is an inappropriate question, and tell them to ask him or her to carry on with other questions instead.

You’re a registered medical nurse, nutritionist, doctor or what have you. But you’re still stuck at searching for the right place to practice what you’ve learned in Med School. Here’s the article for you. The U.S. of A has been clear in its fight to stop discrimination and the like, but there are still a number of employers who prefer people based on their religion, race, or even gender and sex.

For the series of posts for this month, we will tackle several questions an employer should not ask an applicant on issues such as gender, and other factors such as disability and religion. America has been always regarded as the land of the free and has the highest tolerance to other people. But in the workplace, it seems to be a little different from what they are preaching, most especially these human resource developers – seeking efficiency more than other traits in a person, but the said traits/issues should not factor in according to several laws and also in the Amendments of the United States of America.