First off is this before or after the bad reference has been released? From a cover your @#^% point of view:
Has the person asking for the reference obtained the consent of applicant to make inquires about their past employment history? For HR people doing background checks nothing is attempted until a signed wavier of liability is obtained. This is usually given by the applicant when filling out a job application. Do not hesitate to ask for a copy of that waiver. Don't release any information until you get a copy. Keep a copy of what you say in the personnel file and who you released it to.
As many have stated. It is wise to stick to the basics
A. Where the person worked,
B. How long they worked,
C. When or how long they worked for the company
D. Job title and the duties of the job. (Not how they performed) Is the job comparable to what you are expecting this person to do for you?.
E. Compensation (Some firms are reluctant to answer this item)
F. Suitable for rehire? A question that does not bring out specifics. It requires a simple yes or no answer. The details of the decision is not communicated. We are supposed to draw our own conclusions. Still some firms are reluctant to answer this sampler question.
Make sure the material you give out is verifiable and factual to the best of your knowledge. As others have pointed out lawsuits for defamation of character and slander can be expensive.
Re: very serious question
Member #: 318
Registered: 1996-2001
Posted:
172
Name:
Rich Gillard
Name:
Rich Gillard
Company:
R. A GILLARD & ASSOCIATES
Location:
San Antonio, Texas
There is 1 reply to this message
