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HR Stew: Unprofessional Job Interview Sparks Concerns – Podcast Preview

 

Unprofessional Job Interview Sparks Concerns – Podcast Preview


Full Episode Here:


Angry man in yellow shirt with HR Stew by Vida HR Podcast Logo

In a recent HR Stew episode, the hosts shared a troubling job interview story involving a manager from a financial department.


The Story

The interviewee, a person from another country with a temporary work permit, spilled the beans on an interview that went off track. Instead of focusing on the job, the manager asked personal and politically charged questions.


The interviewee explained how the hiring manager didn't ask anything about the job itself but grilled them about immigration status and political views. Questions ranged from the interviewee's native language to family connections and reasons for wanting visa sponsorship. The situation got worse as the interviewer asked about opinions on the Biden administration's policies and the relationship between the U.S. and the interviewee's home country.


To top it off, an automated rejection email arrived just one hour after the interview, making the interviewee doubt the seriousness of the whole process.


What HR Can Do?

Our HR experts and the hosts of the HR Stew podcast: Regina Dyerly, SHRBP, PHR, Holly Nehls, SHRM-CP, and Shelby Evans, CDR expressed deep concern and strongly disapproved of the manager's behavior.


Holly pointed out that the interviewee probably dodged a bullet by not working for that company. Regina mentioned the possible illegality of the questions and recommended a quick investigation into the interviewer's actions, as it could result in a lawsuit. Holly proposed a thorough review of the interview process and training for interviewers to be professional and follow the law.


The HR experts agreed that such behavior could lead to firing or, at the least, a serious warning. The boldness of the interviewer, along with the instant rejection email, raised doubts about the manager's fitness for a leadership role.


Should the Interviewee Get Another Chance?

When asked about giving another, fairer, interview opportunity, the hosts were apprehensive. They expressed concerns about potential hostility and advised against putting the interviewee in that situation again, at the risk of the company and employee’s well-being. The only instance they recommended re-interviewing is if the offending manager were to be fired entirely.


Conclusion

This unsettling incident is a reminder of how important it is to act ethically and legally during the hiring process. HR has a role in maintaining the integrity of recruitment practices. The hosts concluded that reporting such incidents is vital, even if the outcome is uncertain, to prevent future problems and protect candidates from unprofessional conduct.






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