Do you find it difficult as an employer to get your employees to attend training sessions? Struggling with low attendance or constant grumbling by what your workers view as “a waste of time”. If you are, then take comfort in the knowledge that you are not alone. So what can you do? Create a training program that takes into the consideration the diversity of your work staff while still adding value to your organization. Consider:
- Allowing employees to lead training sessions – generates excitement from within the ranks.
- Diversify training. Design new and creative training options for employees, so they are not provided with the “same old thing.”
- Survey. Ask employees for their opinions on training. This is also one way to generate new ideas that can strengthen your current training program.
There’s a right way to do something and the wrong way to do something. Unfortunately, sometimes doing something the wrong way can end up costing you big time. This is definitely true when it comes to interviewing potential candidates for a job. Violate federal law in terms of asking questions that may be considered discriminatory and find yourself on the receiving end of a lawsuit.
Ira S Wolfe with Success Performance Solutions provides some assistance in the interview process:
Interviewers should ask themselves two questions before interviewing a job applicant:
1) Is the question relevant to the particular job for which the candidate is applying? Should interview questions be used to prove discrimination against you in court, the EEOC will evaluate the merit of the charges based on “business necessity.” But just because it is a business necessity, it might not be legal. And even if it is legal, it might not be deemed a business necessity. Asking questions that aren’t legal or aren’t necessary or appropriate could get you into a whole heap of trouble.
2) Am I asking all applicants for this job the same questions? If you need to ask a
candidate a question about race or religion, for example, out of “business necessity,” make sure you ask those questions to anyone else who applies for that particular position.
Which job interview questions are illegal? Here are a few examples of illegal job interview questions.
Wrong: What is the color of your skin?
Wrong: What religion are you? Do you believe in God? How often do you attend worship services? What are your religious denomination and/or affiliations?
Wrong: You’ve got a strong accent; did you just cross the Mexican border? Where were you/your parents born? What’s your citizenship status? What’s your maiden name? What’s your first language? How did you learn to speak ____?
Wrong: How old are you? Are you planning to retire?
Wrong: What’s your marital status? Are you pregnant? Do you plan on having a family anytime soon? How many kids do you have? What are your childcare arrangements?
Wrong: List all the clubs and social organizations to which you belong.
Wrong: How tall are you? How much do you weigh? Why do you wear your hair like that? What kind of music do you listen to?
Wrong: Do you have a particular disability? How severe is it? Do you have any diseases? Fill out this medical history for you and your family.