Due to increased work load, I’ve been on a big hiring spree lately. I read somewhere that hiring employees is a c**p shoot. You never really know how well somebody will perform until they actually go the job. Resumes and experiences can be padded and well… people lie (sadly).
Thank God I have yet to have major differences with people whom I hire. Miscommunication happens but to date, nothing drastic. Everyone I’ve worked with have been super and professional. Recently, I came across someone whom I not only find very qualified, but someone who has the potential to
be a good associate.
At this point in time, I’m content with knowing limited information about this person. Thinking back, I’ve hired several people on limited information. When I say limited information, I mean
- I don’t know this person’s telephone number
- I don’t know their age (which is irrelevant I know)
- At times, I don’t even know what their address is, not even a mailing address
Wow, now that’s it’s written down, I sound terribly irresponsible 🙁 Yet, given today’s loose work environment – almost everyone I hire is a freelancer
- When does it become intrusive?
- When do you say, you shouldn’t ask that because it is private or discriminatory?
I know there are some things an employer cannot ask or take into account because of equal employment opportunity. In all honesty I want to know not to add or take away brownie points from this person.
But… I’m not hiring an employee per se. Does this all apply to hiring independent contractors too? Gosh, I am showing my naiveté in this area aren’t I?
If you know, or have an opinion, please enlighten me.
Photo credit: Spekulator
