A reader writes:
The final time I used to be trying to find jobs was pre-Covid, and whereas the job market and world have modified in some ways, one of many methods I’m most involved about in my present search is the rise of worker monitoring applied sciences. I work in a subject that has been primarily distant since nicely earlier than the pandemic and has not been subjected my latest waves of return-to-office for that cause. I additionally reside with various severe however very well-managed psychological well being points that may shortly spiral out of “very well-managed” below the stress of surveillance applied sciences. This isn’t only a desire to not work in an surroundings that makes use of these applied sciences however moderately an actual threat of triggering a psychotic episode. The mixture of extremely obsessive efficiency anxiousness and the paranoia of surveillance is untenable for me given my explicit slate of psychological well being circumstances.
I’ve been and can stay within the common care of a psychological well being group that I’m assured would offer no matter I have to get lodging in place if it got here to that, however I’d favor to not be in an surroundings the place lodging are even wanted for this explicit wrestle. Is there a strategy to ask about whether or not or not a company makes use of worker monitoring expertise throughout an interview with out both disclosing psychological well being circumstances that I might moderately not disclose or flagging myself as a possible slacker who doesn’t need supervisors catching on by monitoring software program?
To be clear, I do NOT consider that individuals who don’t need to work below surveillance are “slackers,” however I fear that emphasizing the purpose too strongly in interviews would possibly give hiring committees that impression and harm my possibilities. I typically don’t suppose employers ought to monitor their staff to the extent that present expertise permits for, however I additionally perceive why making an enormous deal of that time may not look nice to potential employers. However I fear, too, that dealing with this through lodging would power me to disclose greater than I would really like about my psychological well being within the office.
Is there a sleek strategy to elevate the query in interviews? Wouldn’t it be higher raised on the stage of a suggestion being made? Or is that this one thing that I’d be greatest served simply ready out after which getting lodging in place if the necessity arises? I welcome any recommendation that you just or your readers may need for the way to deal with this!
Yeah, it is a tough factor to lift in an interview with out coming throughout unusually.
In idea, it shouldn’t be that approach! There are a great deal of causes for individuals to not be all for corporations that surveil their each keystroke — akin to believing that it displays a tradition and administration fashion not aligned with how they need to work — however it’s nonetheless going to be very troublesome to lift it in an interview with out seeming oddly and inordinately targeted on it. The identical goes for asking about issues like drug testing; there are many good causes to not need to work someplace that drug assessments, even in case you’re not a drug consumer your self, however asking about it within the interview will Create An Impression.
You ought to be capable of ask in an interview about something that’s essential to you with out worrying about what subtext interviewers will learn into it … however in actuality, you’ll be able to’t.
After all, the reverse is true, too — there are questions an interviewer might ask that may actually flip off candidates — however the energy dynamics are so totally different that it’s not the identical factor.
You may after all ask what they’ve discovered efficient in managing a distant group and the place the challenges have been, and that might result in an attention-grabbing dialogue that reveals one thing related about their philosophy … however it’s not possible that they’ll announce, “Oh, and we use keystroke loggers and take screenshots of your monitor each 10 minutes.”
So sadly, the most effective time to lift it’s after you’ve a job supply — once they’ve already determined they need to rent you and have prolonged you a suggestion, as a result of at that time the hiring choice can’t be influenced by the query and they will’t pull your supply over you merely asking the query with out violating the People with Incapacity Act. Even then, I’m combating the way to phrase it, because it’s an uncommon request. It is perhaps helpful to speak together with your medical group about one of the simplest ways to border it so that you just don’t reveal greater than that you must. (And in the event that they’re no assist, an employment lawyer ought to be capable of advise on the proper strategy to phrase it.)