Be honest - would you be put off hiring someone with a young child?

[mynextjob]

Asking because I will be interviewing for a new role and I’m wondering whether it’s in my best interest to disclose that I have a 1 year old…

I don’t want to be discriminated against but similarly I don’t want to work for someone who would discriminate! Because realistically I may want to work somewhere that can be flexible eg school pick up and log back in after, decent amount of work from home, compressed hours…etc

any thoughts please?

Don't bring up your child in the interview. It isn't relevant and it isn't professional. If you want to ask about opportunities for flexible working within this employer generically you can ask that; if you want to ask about putting in place a contractual flexible working agreement for you specifically you can do that after you're offered the job.

I wouldn't. There's always the potential for discrimination but also having a child doesn't impact my ability to do my job.

I would never mention my child at interview, it’s so unprofessional. Can’t you see before you apply for a job what kind of flexibility might be on offer? Otherwise apply for the job and then ask about it.
if you just came into interview saying you had a child, needed flexi time, compressed hours etc, yes it would put me off

It depends what youre applying for. I work for a very open and family friendly organisation where connecting with people is central to what we do. We are also a team of predominantly women so ‘get it’. Even our policies acknowledge this and use it as a strength. Turnover is very low and people tend to stay with the company. I certainly want too.

It wouldn’t even come up in an interview where I work. In fact we are not allowed to ask you such a question.

sorry to add more context, I was made redundant on maternity leave, so I’m wondering when they ask why I left my previous company if I mention the full story (that I was on maternity leave, as they may be wondering why there’s such a big gap since my last role)

No, of course not, but a candidate might want to bring it up. I've done so (because I wouldn't have been able to pursue the application if the flexibility wasn't there), and was immediately and sincerely reassured... And got the job. Each employer and job is different and a candidate should play it by ear, but I wouldn't want to work anywhere where I felt I would be disadvantaged by this. Some will say to wait for the offer stage, but I'd rather be upfront and confident about it.

Where I work now, wouldnt cross my mind.

In my last workplace...well let's just say in the senior PA roles I recruited for, I was once specifically told by the person who needed a new PA (as they'd basically broken the last one) "'don't get me someone who'll be expecting to leave the office on time every day, someone older who doesn't need days off to look after sick kids or go to sports days would be better". If I'm honest, I used to go OTT in the interview about the demands and expectations of the role to put off all but the toughest most determined applicants, it wasn't a role for anyone that needed any kind of flexibility or recognition of a personal life!

Oh, and it wouldn't put me off hiring someone... God knows I've worked with enough people who don't even have a child yet are still unreliable for no good reason. I look for the right attitude, and sometimes being a mum can give you that fire in your belly. That said, I don't recruit for "always on", client-facing type roles - flexibility is fine in my line of work.

Yes exactly that’s what I’m wondering - it is the reason there is a gap since my last role (mat leave and made redundant) and I’m thinking it might be of benefit to just be upfront

Remember that you were still employed during your mat leave and right up until the end of employment when you were made redundant, don't list your role as ending when you went on mat leave if the redundancy came later.

I would not mention my child in an interview. Ever. It's not a relevant topic at interview stage, and I'm not going to put it in everyone's minds and invoke bias against myself by bringing it up. Everyone has the right to request flexibility in working for any reason. I might ask a generic question about how the organisation supports flexibility and work/life balance, and I'd carefully scope out what is said on Glassdoor on the topic.

Being on maternity leave is irrelevant. You were employed until the date you were made redundant and the only gap on your CV should be from redundancy moving forward.

I wouldn’t mention your child and I also wouldn’t ask about the prospect of doing school runs or flexibility re children at this stage.

I wouldn’t ask and I wouldn’t care either way if someone told me at interview they had a child, but I have found my company to be very family friendly overall and I’m a family friendly boss.

Yes! Love Glassdoor! @DreadPirateRobots

Knowing that you had a small child wouldn't bother me in the slightest. It certainly wouldn't stop you from getting the job.

I'm generally very happy to accommodate flexible working as well, as long as I'm confident that the job will get done to the standard that we need.

Absolutely not and from experience I wouldn't answer any questions or comments relating to family life.
I've never had an interview for a job in my professional role where the interviewer hasn't asked me about boyfriends/ children etc so am much more clued up about this now.

Not at all. Every one in my team (myself included) works part time and flexibly. Some have young kids, some older, some none. I’m more interested in how someone comes across in terms of fit, and the experience they have. I’m a firm believer that the right person will make things work and the business we deliver doesn’t need rigid hours and office working all the time.

Wow. Don't think I've ever been asked about my personal life once!

Is it the sector that you work in, do you think, or just bad luck that you've been exposed to so many interviewers asking inappropriate questions?

Sorry to say it probably happens. My ex line manager had a child herself and used to take advantage massively but would always suspect others of trying to do the same

No, it would not put me off. Yes, it would put some other employers off, but would you then want to work for such employer? Will they be family-friendly and flexible, if they prefer to hire childless people only?

I would not mention it, but I wouldn't go to any lengths to hide it either. I read somewhere once that good employers should recognise that parents are a real asset to the workforce and are committed as they need to provide for their family. You can ask about flexibility etc once you get the job offered before accepting. Good luck!

I brought it up that I was a carer to my child with complex needs as it was really important to me that I was going to be employed for a company that understood what my commitments were outwith work. It actually worked in my favour as they valued my honesty and transparency and I got the job. I think it it comes up, you are better to be honest as like you have said, you don't want to work somewhere if it isn't going to fit the needs of you and your family