Current employer sabotaging job search
Jim Walters was blacklisted. His former boss tried to ruin his career. When prospective employers contacted Jim, they asked for references. They all backed out after contacting his references. Looking for your next role? The SitePoint Remote job board helps you find the best remote jobs in tech.
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Content:
- How to Keep a Bad Reference from Ruining Your Career
- A recruiter is sabotaging my son’s job search
- Can an Employer Sue an Employee?
- Sabotaging job searches?
- These Resume Mistakes Are Sabotaging Your Job Search — How to Avoid Them?
- Reference Checking Services
- Should you tell your boss you're looking for a new job?
- Here’s How Your Former Employer Can Make It Impossible to Find a New Job
How to Keep a Bad Reference from Ruining Your Career
As I'm currently shopping my resume, I'm assuming that they are being contacted by recruiters to verify employment and dig for any issues. It would explain some of the recent resentment I'm experiencing at work and some non sequiter comments from the people who made recommendations. This leads me to question the value of a recruiter contacting people at my current employer.
If I want to get rid of a problem employee and a recruiter calls me looking for dirt I give them a glowing recommendation. Having a problem employee quit to go to another job is much easier than firing them. But if I have a stellar employee and will be unlikely to be able to quickly and cheaply find a replacement , I say as little as possible.
Falling back on a line like "our corporate policy is to refer employment verification requests to HR" works well enough that I'm not burning a bridge with a recruiter I may one day use. I don't bad mouth them I do believe in karma , but I will withhold any information that could result in my stellar employee finding it easier to get out Then I'll help them in any way I can.
How much are "informal" reference checks used by recruiters? How much credence are they afforded? Does anyone take into consideration that the easiest way to retain an employee is to bad-mouth them to recruiters or the converse, the easiest way to get rid of a problem child is to give them a glowing review? Oh, so you think you're not burning any bridges with recruiters? Well, illusions are often more pleasant than reality, so dream away. You see, a good recruiter either in house or a professional headhunter makes their living based on their ability to match candidates to jobs.
They can't do that? They don't get paid headhunters or keep their jobs in house recruiters. So, when you give a glowing recommendation about Stella and the headhunter send her to an interview and she horrors! And do you know who the headhunter blames? That's right. We don't forget. It's a big deal, especially for a contract headhunter. They have to maintain their contacts and make good placements or the company won't ask them to search for the next candidate.
And, so they do not like it when people lie to get rid of their problem employees. I do know this happens, and so do other people. I've been the victim of it one time--not as a headhunter or a hiring manager, but as a coworker. The new employee was actually an internal transfer whose boss had spoken glowingly about him. Oh boy. I have never, in all my days including when I worked fast food , worked with someone so dumb.
My boss tried to send him back to whence he came, but the old department didn't have any "available headcount. He was terminated, but it took a year before everyone was willing to sign off on the termination.
When you attempt to undermine employees career progression by spouting the line about "company policy" blah, blah, blah for your good employees, it gets back to them. Oh, not immediately, but it does get back to them. Instead of undermining your good employees and lying about your bad ones, how about you work to develop your bad employees so that they can take the place of your good employees?
And, if you stopped tolerating bad employees either by fixing or firing your good employees wouldn't be itching to leave so often. Good people do not like to work with slackers. It's annoying. If the headhunter is calling you and saying, "I'm looking for someone to do X, do you know anyone that might be interested? Recommending someone who would do a lousy job will come back to bite you. Always be nice to the headhunters, as one day you will need them.
So, how important are these "informal" checks? Well, it's part of the reason why I recommend networking rather than blindly applying for jobs.
Personally, I think most reference checks are a waste of time. If I don't know the candidate and I don't know the person providing the reference, how can I possibly judge the validity of any statement? You've just said you'll lie to stack things in your favor. You're not alone. But, before a recruiter or headhunter presents a candidate, they want to know who they are recruiting.
And they use tools like LinkedIn to do that. So, it matters who you are connected to. For this reason, among others, I don't accept LinkedIn invitations from people who I haven't actually had a relationship with , be it business or friendship. I don't want a headhunter contacting me asking about John Doe and the only thing I can say is, "Well, he reads my blog. Or at least he said he did when he sent the request. It's okay to ask the recruiter if they plan to do any reference checks prior to a job offer being forthcoming.
Most will say no, but some will go ahead and do the informal checks of which you speak. Your job is to be honest, no matter what. And as for companies that have those policies of merely confirming dates of service and titles, well bully for you. Most managers are ignoring that bit of advice anyway, and those that are obedient and do follow that advice look like they are trying to give a bad reference without giving one.
It helps no one in the long run. And be careful who you ask to write references on LinkedIn. I wouldn't ask a current supervisor to write one. I would assume that these people would be the first ones contacted for a "soft" reference check. If I'm not comfortable with letting that person know I'm looking for a new job, I'm not going to have that person write a reference.
View all articles by Suzanne Lucas on CBS MoneyWatch» Suzanne Lucas spent 10 years in corporate human resources, where she hired, fired, managed the numbers and double-checked with the lawyers. Suzanne Lucas. Please enter email address to continue. Please enter valid email address to continue. Chrome Safari Continue. Be the first to know. Get browser notifications for breaking news, live events, and exclusive reporting.
A recruiter is sabotaging my son’s job search
Navigating the sometimes choppy waters of the job market can be tough for anyone, but it is especially frustrating when a former employer is speaking negatively about your performance. If you have been searching for a job and find things are going well until potential employers contact your references, you might be a victim of retaliatory job references. The good news is you have rights and you can take legal action. Relationships with former employers never completely end. You might have retirement savings tied up in the company or be responsible for protecting intellectual property and trade secrets.
Can an Employer Sue an Employee?
The job interview is one of the most important, and nerve-wracking, components of the job search process, and it needs preparation beforehand. You know all of the interview prep basics -- from developing questions to ask your interviewer, to bringing multiple copies of your resume. But are you forgetting basics that are invaluable to your interview prep? It is the day of your interview and you have the directions ready to go, but your car breaks down or your bus is late. What do you do? Although arriving late for an interview may not always be your fault, it can still make a bad impression. Remember, a good rule of thumb is to arrive minutes early to an interview to have time to relax and compose yourself beforehand.
Sabotaging job searches?
I did not want to stay in academia anymore. It was clear that my advisor did not like me and my career was not advancing. I started to look for other jobs during lunch breaks and quickly realized I was wasting my time because I did not have a job search strategy. That was it — I was going to be stuck in academia forever. Before I gave up hope completely, I met with a close friend who was already working in industry and asked him how he managed to transition.
These Resume Mistakes Are Sabotaging Your Job Search — How to Avoid Them?
Where shall we send your critique? Now, we just need to know where to send it! Our review will help you with tips on the design, structure and content of your CV. While you wait, we have plenty of expert career advice on our blog. Once you've landed an interview, you're well on your way to getting your dream job.
Reference Checking Services
According to the Bureau of Labor Statistics , many people hold over 10 jobs in their lifetime. With job transitions and flexibility in the employment marketplace greater than ever before, you may wonder: can an employer sue an employee? The short answer is yes, and these are the most common reasons an employer can sue an employee successfully. While it is more difficult for an employer to sue an employee than vice versa, there are many valid legal reasons that an employer may bring a cause of action against an employee or ex-employee and win. Are you having a dispute with an employee? Typically, an employee is not held liable for ordinary carelessness or negligence in the performance of their duties. However, if an employee acts outside the scope of reasonableness, causing damage or injury to either property or persons, an employer may be able to sue an employee for negligence. Depending on the circumstances of the case, extreme negligence of an employee, acting outside the normal scope of reasonableness or outside the duties of their job, could allow an employer to sue an employee on the legal basis of negligence.
Should you tell your boss you're looking for a new job?
Recruitment has bounced back in too with changing company structures, more cross-border hiring and lots of movement. For those job hunting or looking to hire, events have always been a cornerstone of networking. Pencil in some diary dates from our list below and get ready to hand out those business cards! Recently, I was invited to speak at an industry masterclass on culture and leadership, being asked to draw on my own experiences and share them with the audience.
Here’s How Your Former Employer Can Make It Impossible to Find a New Job
RELATED VIDEO: Hide your job search from the boss!!The Workplace Stack Exchange is a question and answer site for members of the workforce navigating the professional setting. It only takes a minute to sign up. Connect and share knowledge within a single location that is structured and easy to search. I am listed as a reference for a former colleague let's call him Bob. When working together at a past job small company that had some financial troubles , Bob was unexpectedly let go for reasons that were unclear. In the months after, Bob struggled to receive his contractually due redundancy pay and even had to take the employer to court over it.
When consumed by a job hunt, it is easy to exhaust your attention to detail on the obvious job search tools, such as your resume, cover letter, and preparing for interview questions. However, one thing that is commonly overlooked that could mean the difference between an employer even reading your resume or inviting you in for an interview is your emails and correspondence with them. With so much focus placed on the other items, emails are often times riddled with costly mistakes that jeopardized your job chances from the beginning of your communication with prospective employers. You comb through your resume making sure it portrays you in the most professional light possible, so it is important you take the same care in your emails! Sharing an email account with a spouse.
You can only have so many doctor appointments, family emergencies, sick days, long lunches, and various other excuses in a few weeks before your office or boss might start to notice. Or do you fib and white lie your way through interview season? Before you even start looking for other jobs, it may be worth having an honest conversation with your boss or team. What is making you unhappy?
in more detail, pliz. What's the mistake?