Best way to answer the interview question, "How's your attendance?"
November 11, 2014 9:35 AM Subscribe
So I've been studying up on the interview protocol/got questions and answers from one of the leading temp companies --but I am stumped on this. I have several chronic conditions that need tricky monitoring (usually no more than every 3-6 months, and I try to get as many of them in one day as I can). Most of my docs do not grant appointments outside of business hours. I do have plenty of sick days.
Likewise, I don't believe in being a martyr and going in and infecting the whole office when I'm really sick. It seems so many people see it as a badge of honor/loyalty to drag themselves in to work when really sick. Also, I had an accident/fall (not at work) a few months ago requiring loads of physical therapy, so I went the intermittent FMLA route rather than use up sick days on a one- to two-hour appointment. What is the best way to answer interviewers who ask about my attendance?
Likewise, I don't believe in being a martyr and going in and infecting the whole office when I'm really sick. It seems so many people see it as a badge of honor/loyalty to drag themselves in to work when really sick. Also, I had an accident/fall (not at work) a few months ago requiring loads of physical therapy, so I went the intermittent FMLA route rather than use up sick days on a one- to two-hour appointment. What is the best way to answer interviewers who ask about my attendance?
I haven't been asked about attendance in decades. But bbqturtle has a great way to answer if for some reason you are.
posted by Ruthless Bunny at 9:39 AM on November 11, 2014
posted by Ruthless Bunny at 9:39 AM on November 11, 2014
I agree with bbq turtle. Answer as vaguely as possible and talk about your flexibility when something is necessary.
I should note that this:
It's actually illegal for them to do anything other than clarify your title and time of employment
Is completely false. Many companies have that as policy, but it is not a law, and they are legally allowed to say anything true about you that they want.
posted by brainmouse at 9:40 AM on November 11, 2014 [29 favorites]
I should note that this:
It's actually illegal for them to do anything other than clarify your title and time of employment
Is completely false. Many companies have that as policy, but it is not a law, and they are legally allowed to say anything true about you that they want.
posted by brainmouse at 9:40 AM on November 11, 2014 [29 favorites]
It sounds like you're saying you expect to miss a day or two every 3-6 months for planned medical appointments. I wouldn't even bother mentioning this if the question comes up, as it is completely within the norms of reasonable work/life balance.
And I also wouldn't mention that you expect to take sick days when you're sick. That's a given.
posted by BurntHombre at 9:40 AM on November 11, 2014 [2 favorites]
And I also wouldn't mention that you expect to take sick days when you're sick. That's a given.
posted by BurntHombre at 9:40 AM on November 11, 2014 [2 favorites]
I agree with bbqturtle's answer (but, be aware that previous employers are NOT prevented by law to give a negative review).
posted by HuronBob at 9:41 AM on November 11, 2014 [1 favorite]
posted by HuronBob at 9:41 AM on November 11, 2014 [1 favorite]
Regardless, when verifying your employment history, depending on the size of the last job, the call usually goes to a Human Resources person that doesn't have access/doesn't know anything about your performance.
posted by bbqturtle at 9:44 AM on November 11, 2014
posted by bbqturtle at 9:44 AM on November 11, 2014
the call usually goes to a Human Resources person that doesn't have access/doesn't know anything about your performance.
This is not true either.
posted by grouse at 9:50 AM on November 11, 2014 [8 favorites]
This is not true either.
posted by grouse at 9:50 AM on November 11, 2014 [8 favorites]
Response by poster: To clarify: In at least four of the six (in-house) interviews I've had this year, the question came up. And I promise not to thread-sit!
posted by intrepid_simpleton at 9:50 AM on November 11, 2014
posted by intrepid_simpleton at 9:50 AM on November 11, 2014
Many companies have that as policy, but it is not a law, and they are legally allowed to say anything true about you that they want.
Pretty sure they are not legally allowed to discuss the OP's medical problems.
posted by poffin boffin at 10:09 AM on November 11, 2014 [2 favorites]
Pretty sure they are not legally allowed to discuss the OP's medical problems.
posted by poffin boffin at 10:09 AM on November 11, 2014 [2 favorites]
Pretty sure they are not legally allowed to discuss the OP's medical problems.
They are allowed to say that an employee missed a lot of time at work. They are probably allowed to say that an employee took a lot of sick days. Many of them won't because of liability issues but if it's showing up a lot in your interviews and you suspect that places checked references, then it's worth thinking that this may not be a coincidence. That said, if you're taking days you are legally entitled to and haven't gone over that, it's fine to just say that your attendance is fine.
posted by jessamyn at 10:28 AM on November 11, 2014 [7 favorites]
They are allowed to say that an employee missed a lot of time at work. They are probably allowed to say that an employee took a lot of sick days. Many of them won't because of liability issues but if it's showing up a lot in your interviews and you suspect that places checked references, then it's worth thinking that this may not be a coincidence. That said, if you're taking days you are legally entitled to and haven't gone over that, it's fine to just say that your attendance is fine.
posted by jessamyn at 10:28 AM on November 11, 2014 [7 favorites]
It does sound as if one of your references might be saying something. Has your attendance come up in reviews at your current job? Is it a question of the number of days you have taken off, or do they think you are unpredictable? (I.e. not letting them know you are sick until after you are supposed to be there, or in other ways keeping them hanging?)
Also, I had an accident/fall (not at work) a few months ago requiring loads of physical therapy, so I went the intermittent FMLA route rather than use up sick days on a one- to two-hour appointment.
There may be a situation where your FMLA entitles you to flexibility and your employer did/does not completely understand that. If you suspect there are indeed red flags coming up, maybe you should allude to having had this specific injury, covered by FMLA, and that it's now taken care of, and everything else is fine. Which it should be if your sick days are in the ballpark of normal.
posted by BibiRose at 11:02 AM on November 11, 2014
Also, I had an accident/fall (not at work) a few months ago requiring loads of physical therapy, so I went the intermittent FMLA route rather than use up sick days on a one- to two-hour appointment.
There may be a situation where your FMLA entitles you to flexibility and your employer did/does not completely understand that. If you suspect there are indeed red flags coming up, maybe you should allude to having had this specific injury, covered by FMLA, and that it's now taken care of, and everything else is fine. Which it should be if your sick days are in the ballpark of normal.
posted by BibiRose at 11:02 AM on November 11, 2014
Former HR here - best to phrase it in terms of 'unexcused absences', as those are what could be potential red flags.
And to be clear - they can (and some will) ask you absolutely anything. It's only illegal if they make their decisions on things they can't by law.
posted by Twicketface at 11:16 AM on November 11, 2014 [3 favorites]
And to be clear - they can (and some will) ask you absolutely anything. It's only illegal if they make their decisions on things they can't by law.
posted by Twicketface at 11:16 AM on November 11, 2014 [3 favorites]
In my experience (which is substantial, but not omniscient) this question has never come up. Between the way that you wrote about the topic and the frequency that it has come up with your interviews, it might be you that is inadvertently signaling them to bring it up. I would ignore whatever hangups you have about this sensitive topic and just give them a candid "I am happy to be here when scheduled, have you had attendance problems for people in this role in the past?" In such a way as to turn the topic around and suggest that it might be their hangup (when they will happily change the subject).
The other option that the answerers might be missing (myself included) is whether or not this is an odd shift, fluctuating schedule situation, or in an industry where being there on the dot is a necessity. If that is the case, they are just asking because it is on their question sheet (and the only red flag is if you give an answer that isn't "I have not had attendance problems in the past and I do not expect that to change". If you answer that simple question with a "well there was a time when this and this, and also there is this medical thing, and also I have a thing about being sick at work, and also...." then you have just shot yourself in the foot needlessly.
Just sayin'
posted by milqman at 11:59 AM on November 11, 2014 [5 favorites]
The other option that the answerers might be missing (myself included) is whether or not this is an odd shift, fluctuating schedule situation, or in an industry where being there on the dot is a necessity. If that is the case, they are just asking because it is on their question sheet (and the only red flag is if you give an answer that isn't "I have not had attendance problems in the past and I do not expect that to change". If you answer that simple question with a "well there was a time when this and this, and also there is this medical thing, and also I have a thing about being sick at work, and also...." then you have just shot yourself in the foot needlessly.
Just sayin'
posted by milqman at 11:59 AM on November 11, 2014 [5 favorites]
"I have never had an unexcused absence. I am always on time, and barring serious unforeseen circumstances such as an injury or medical emergency, I use sick days sparingly and only when I'm truly ill. I have in the past used flex time/work-from-home/made up hours to make sure my work is done in a timely manner when I've had to miss work. A few years ago, I used some intermittent FMLA time to do physical therapy for an injury from a bad fall, but I always worked out acceptable arrangements with my employer beforehand."
Of course, only say that if it's actually true.
posted by erst at 12:10 PM on November 11, 2014 [6 favorites]
Of course, only say that if it's actually true.
posted by erst at 12:10 PM on November 11, 2014 [6 favorites]
Forgot to mention, I wouldn't bring up the fact that you've used FMLA in the past, regardless of the reason. This is unfortunately a red flag for some hiring managers and they will hold it against you if you offer it up.
posted by Twicketface at 12:22 PM on November 11, 2014 [5 favorites]
posted by Twicketface at 12:22 PM on November 11, 2014 [5 favorites]
"Just about perfect." Next question.
posted by LonnieK at 12:37 PM on November 11, 2014 [1 favorite]
posted by LonnieK at 12:37 PM on November 11, 2014 [1 favorite]
I think you're trying to answer this too literally by going into how many absences you expect to have. What they really want to know is - are you going to get your work done and will your colleagues be able to reach you reasonably effectively during normal business hours.
posted by joan_holloway at 1:38 PM on November 11, 2014
posted by joan_holloway at 1:38 PM on November 11, 2014
Best answer: That's not something I've ever been asked, nor has it ever been asked in any job interview I have sat in on. In your shoes I would be wondering what is triggering this (reference? something you are asking?) and hopefully find a way to curtail it from happening again.
If asked, I'd be inclined to give a low-key answer like "Oh, I've never used up all of my sick days" or something else that communicates that you won't be gone a lot without at all discussing any details about your conditions and expected medical days.
posted by Dip Flash at 3:57 PM on November 11, 2014
If asked, I'd be inclined to give a low-key answer like "Oh, I've never used up all of my sick days" or something else that communicates that you won't be gone a lot without at all discussing any details about your conditions and expected medical days.
posted by Dip Flash at 3:57 PM on November 11, 2014
Response by poster: I don't know why I'm being asked either. It is the same business, different departments, and I've been with this company 14 years or so.
posted by intrepid_simpleton at 9:06 PM on November 11, 2014
posted by intrepid_simpleton at 9:06 PM on November 11, 2014
If it's in the same company, they're probably asking because they know they can get an answer and most likely, the time you missed has been mentioned. When it's an internal hire, a lot more information is available.
I was going to say all those paragraph-length answers above would send huge red flags; but since this is an internal hire and they can actually speak to your manager, a little more detail is good. Quick and to the point is still best: My attendance is great. I have no unexcused absences. Like everyone, I occasionally have doctor's visits, but those are always scheduled ahead of time.
Oh, and I know it's been stated before, but the "title and dates" thing is absolutely not a law. HR Departments can not exist, be incompetent, or not be called directly. People know people in other companies. Bad recommendations can and do happen all the time.
posted by spaltavian at 11:40 AM on November 12, 2014
I was going to say all those paragraph-length answers above would send huge red flags; but since this is an internal hire and they can actually speak to your manager, a little more detail is good. Quick and to the point is still best: My attendance is great. I have no unexcused absences. Like everyone, I occasionally have doctor's visits, but those are always scheduled ahead of time.
Oh, and I know it's been stated before, but the "title and dates" thing is absolutely not a law. HR Departments can not exist, be incompetent, or not be called directly. People know people in other companies. Bad recommendations can and do happen all the time.
posted by spaltavian at 11:40 AM on November 12, 2014
Response by poster: My former manager wrote me a stellar final evaluation--and she approved all time, so I am guessing no one mentioned it (Just a hunch.) The new one hasn't had time to write an approval, which isn't due for a year anyway. Also, I'm pretty low on the food chain for anyone to be badmouthing me AND I make a point to be minimally civil (at the least) to everyone.
posted by intrepid_simpleton at 7:52 PM on November 12, 2014
posted by intrepid_simpleton at 7:52 PM on November 12, 2014
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If they were to ask this, it's more about showing up on time/family things (like children) than actual attendance issues.
Also, don't worry about your previous employer ratting you out. It's actually illegal for them to do anything other than clarify your title and time of employment.
posted by bbqturtle at 9:38 AM on November 11, 2014 [12 favorites]