No. Do not do this.
This is the most unbelievable thing that I read in 2013. These parents are nuts.
My initial reaction to this was.. “wow, that’s quite a story!” However, it did get me thinking quite a lot. And the anecdote at the beginning of the article aside; the overall point is a valid one. There are a lot of factors that go into a person’s decision making process when evaluating a company. It would be foolish to overlook the fact that, for some people, a parent’s opinion carries weight in that process. How much of a impact it has obviously varies among different age groups & cultural backgrounds.
In the past, I’ve had an interview candidate decline an offer because their parent thought it wouldn’t be wise to leave their current job so soon after starting it – even though that candidate was excited about the new job offer.
Consider the idea that building a company environment that appeals to one’s parent is probably not that different from an environment that appeals to a spouse, child, friends, etc. How often do people consider a job because it allows them to be closer to home? Because it offers child-care? Because it provides healthcare benefits to a partner? … How radical is it to consider that one’s parents are worth the attention too?
It’s not radical to consider parents as part of the recruiting pipeline, but the recommedations in the article go far past consideration. I can understand “Take Your Parents to Work Day”, but holding separate mentoring workshops crosses a line.
The reason that colleges bring parents into the recruitment process is to calm their fears, as this is the first time their children have left home. I think that treating jobs the same as acceptance into a four-year college is unfair to new hires.
The reason that colleges bring parents into the recruitment process
Also, because sometimes the parents are paying part of the bill.
It’s a fair point that the article’s specific recommendations may go pretty far, and I don’t mean to say we should treat employees like children who aren’t capable of making their own decisions. Or companies should cater to a parents wishes. But I still think that the higher-level message is not that far off the mark. I don’t necessarily see the value in solely parent-specific content/processes, but I think that paying attention to family, in general, is an important part of having a healthy work environment for both recruiting and retaining employees.
In general I do believe that how people live and work is changing; the decisions we make today as a workforce are different from those a generation ago. I would like to see more research and data before dismissing the value of parents in the process.