The Integrity News
"objective risk management news"
Vol. XVIII No. 3
October 29, 2009
October 26, 2009
Employers have only a scarce number of
open positions. They want to hire new
employees who will best help increase the
"bottom line". This has led some hiring
managers to the use of aggressive new
hiring tactics. The message in this issue
is to BE CAREFUL. If you decide to
become more aggressive, we advise you
to first check your plans with the legal
counsel for your organization.
Organizations "are worried about being sued if
they bad-mouth a former employee." This has led
to the traditional factual employment verification
of Start Date, End Date, and Last Job Title.
Yet, organizations know that candidates stack their
reference lists with people who will only say glowing
things about them. They also know that candidates
will omit employers from their resume who may make
negative comments about them. And, candidates will
stretch the Start and End dates on their resume for
any number of reasons --- because they feel odd
about having been out of work, because they want to
hide a bad short employment period, or maybe they
were in jail for a period.
In fact, "some organizations are now asking candidates
for PROOF that they were doing what they said they
were doing during any time gaps on their resume."
"During tough economic times, employers want to
make sure that every hire is the right one, and this
makes reference checks more important than ever."
Now, some more aggressive hiring managers use
social networking websites such as LinkedIn and
Facebook "to dig up dirt". Some analyze a candidate's
online information, find individuals who may have
worked with the candidate, and they call those "new
references" that they have "found". Still others will
"grill past employers in the hopes of getting them to
"Some organizations that have decided to really
be aggressive are even asking candidates to sign
Waivers promising not to sue a former boss if he
or she says bad things about them."
In an even more aggressive stance, they will turn
down a candidate if that candidate is not strong
enough to convince their former boss to talk to the
new hiring manager.
If you decide to become more aggressive in your
reference checking, we urge you to be careful, and
ask your legal counsel for guidance if there is
any question in your mind.
Remember, you can always call
The Integrity Center, Inc.
to discuss topics anytime at (972) 484-6140.
Helping you with your Risk Management and HR Automation is what we do.