Interviewing, what am I allowed to ask now?

[Imissmyboy]

I have been tasked with finding an assistant so that I can go part time in future.
It's over 16 years since I last interviewed anyone. The job will attract mainly young women between 17 and 25 I would think. I know there are certain things you can't ask these days about children, plans for children childcare options etc. Where is the best place for me to check what I can and can't ask?
(I remember being asked at interviews at that age if I was planning on having any children, but it was a long time ago!)

It would STILL BE DISCRIMINATORY because it relates to one of the protected characteristics and is irrelevant to the job role. Maybe educate yourself before you sarcastically wink at me

By the way, I'm a HR practitioner and level 7 CIPD qualified. I know what I'm talking about

So am I.

Parenthood is not a protected characteristic.

If you’re interviewing alone you might find it helpful to draw up a matrix to weight and score the questions. You can score as you go then you’re not left at the end trying to go on ‘feel’.

I said it wouldn't be wise. I covered off the sex discrimination. You're picking at straws.

I didn't say parenthood was a protected characteristic. Gender is.
I would be very surprised if you're a HR practitioner. Unless you work for Ryanair

I'm a senior HR Business Partner. I also have a ltd company that I consult through with a number of companies that have me on a retainer. Keeping people out of ETs is my bread and butter work.

okay

I'm Peter Cheese

I never said asking was a good idea.

But how would asking everyone the same question breach anti-discrimination laws?

Of course asking implies it will be used for decision making, so would cause more problems than it saves, but it would not be discriminatory to ask, provided everyone was asked.

You can't go far wrong with competency based questions based on the job role.

You can ask about childcare and children. It wouldn't be wise to, but as long as you asked everyone it wouldn't be discriminatory.

But why would you? What has someone else's children got to do with you?

I'm a senior HR Business Partner. I also have a ltd company that I consult through with a number of companies that have me on a retainer.

I had to support someone in a disciplinary last year, where I met someone like you. I had to explain the basics to them and stop the meeting as they had broken rules before we even stepped in the room.

I ask both male and female candidates:

Do you have any commitments outside of work that may impact on your ability to work the full rotation of shift patterns?

Response I have got to this have included:
Football league at weekends so can’t work every other Saturday.
Caring commitments so can’t work after 5.15pm or weekends
TA so will need time off when expercises are on. Could be called up.
Child’s gymnastics and dance classes twice a week, childminder won’t take them to class so I have too leave at 3pm wed and fri.
Judo competition every summer need specific 2 weeks off during our peak period.

And so on. Ask reasonable questions from every candidate.

I had to support someone in a disciplinary last year, where I met someone like you. I had to explain the basics to them and stop the meeting as they had broken rules before we even stepped in the room.

Wow. A true psychic. You can get 15 years of professional skills and experience from, what, 5 posts?

Back to the Op's question: get trainees in interviewing skills quickly and do not interview on your own! You are clearly not competent and could be open to challenge. Get someone from HR who is skilled to draft the questions with you and sit in on the interview as an equal partner. Then you'll be fine. Also shortlist without names, ages, sex etc then you are not biased!

How about just focus on their ability to do the job? Would you ask a man what childcare he had in place?

Rofl at the who's-the-most-qualified competing on this thread. As if being qualified and experienced means being always right anyway...!

And Rofl at MrsDc7 being Peter Cheese.

There is no list of questions anywhere that by law employers are 'not allowed' to ask. But I think arguing the semantics of that isn't especially helpful. Practical advice on what to do is more helpful.

It is unlawful to discriminate, but perhaps more importantly, commercially (which is what I focus on with my clients ), it's completely stupid to ask that question.

Because even if you do tick the box of asking all candidates, and if you completely ignore the answer, so you wouldn't be discriminating, you'd still be giving the impression of discriminating, and whether technically you're breaking a law or not, who wants to have to deal with accusations of discrimination?!

And if you have to ignore the response, and are risking challenge, there's no value in asking it at all. Asking whether someone has any commitments which will impact their ability to fulfil the role is perfectly fine. There are always ways of getting the information you need.

And in response to the OP, questions should be completely based on a person's ability to do the job. If you have a person specification, that's a good starting point. That's the list of what skills/experience/knowledge/attributes you need from the person, so use questions that ask for evidence of those things.