but asking if "you are a fan of a direct commercial competitor" might be.. if it ends up you don't get offered the job Any questions in that scenario should relate to football and not club affiliation or you leave the door open for trouble
Why the **** would anyone want a job at that stinking wooden ****hole? The only reason for going to the interview would be to rip the piss
Its illegal to use how old someone is or what ethnic origin when selecting someone for a job but both are always on a application form, its just a sheet that is separated before the interviewer(s) see them. Basically the same thing, asking the question isn't illegal, using it to make a decision on who to employ is the illegal part.
I'd work at most clubs tbh, even Man Utd if the money was right. Doesn't mean I'd support the ****s! I wouldn't work for Chelsea though #****s
You could ask them can you put Stones and Barkley in the LHC, you might get a decent player if you smash them together at near the speed of light
I believe this is what gets people in trouble. it is not a friendly situation. it is a formal process so if the person interviewed decides its an opportunity no matter how innocent or friendly they can sue for discrimination when they don't get the job. I think the law requires proof of no discrimination so in this case if everton ask someone are you a reds fan or are you a toffee... those affected can sue.... then everton must prove that the hiring process has none... without a formal question set and evidence the hire that did succeed was not hired on the basis of their support .... well they would have to pay. In short you just don't go there and i wish you guys would stop disbelieving and get back on having fun with this. page has shwon some actual evidence... if you can prove only everton fans need apply you don't even need an interview to report them just proof you applied.
And I think you're the perfect example of people being **** scared of employment law resulting in taking things to far. All the employer has to do is have evidence to back up their decision. Simply put, don't record that you asked that question and certainly don't record the answer. Employment law is easy to work around when recruiting though. If that question was asked and they didn't like the answer, the panel could just mark their interview answering down a few marks to ensure they don't get a job.
Good luck with the tribunal based on; "I didn't get the job coz I'm a kopite" tact If the case was being heard in Liverpool the judge would be a Blue anyway, so you'd be ****ed
I wouldn't work for United... Means you'd prob have to live in that ****hole of a place they call the North
Martinez favourite party trick on away trips is to hold a malteser close to barkley and release it into orbit
If their recruiting process records showed they used that info in making a decision then they'd be paying out then they'd be paying out. That info can be requested from any company/corporation. No personal biases should be present in interview questions, and that question is certainly only useful for excluding candidates. The problem would be that they asked in the first place(it's like asking your sexual preference), tribunals will wonder why they ask such a question at an interview, interviewing at IBM, they won't ask you if you love HP. Apple won't ask you if you love Microsoft. It would be good if they asked that cos then they'd be over a barrel. If they asked you that and then hired someone less qualified and competent but answered blue, you would have a decent case.
Like gerrez says its so easy to get round. You just don't record it on the interview notes then they have no proof that it was used to make te decision. Even if if it is recorded, the company would get the managers to complete a new set and remove that note so as not to get in trouble.
But even then it could be manipulated by scoring the actual interview higher to favour the blue. Only people that know how the interview went are the people involved, no written record will prove one to be better than the other, only a scoring system that is produced by the employers.
