In these cases, the question will not be rais for discriminatory purposes, but rather for a diversity and inclusion action. Therefore, it is important to know how to identify when the question being ask is discriminatory or not. Banner of the job interview course in practice How to identify discriminatory questions? Maybe some other question about sensitive information that we don’t mention here could be against the law, but then what can you do to identify it.
Steps to implement gamified training
It is very likely that any questioning of a discriminatory nature falls into this category and cannot be ask during the interview. So, pay Tanzania B2B List attention to the questions that don’t help to outline your professional and behavioral profile, that make you uncomfortable in some way, or even that don’t make sense for the vacancy in question. When there is legal support, reason or specific purpose for asking a certain question that involves discriminatory information or sensitive data, it is the duty.
Fluid learning Union of employees
The recruiter to explain the reasons for this question, even before you answer. What to do with these questions? Fac with these BM Leads situations, if you feel comfortable, you can take a position and question the recruiter about the reasons for the question, warning that this type of question can hurt the LGPD and in addition to being consider discriminatory. This more direct feback is important for the person who is interviewing you to rethink their position and the ne for what they are asking.
