When checking with a previous employer's human resources
department, what questions can a potential employer legally ask? What
information can a human resources department legally release?
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If an
individual was terminated from his or her previous job, can/does the
human resources department provide the specific reason for termination?
Finally, if a potential hire received unemployment compensation from
his or her previous employer, does this send any kind of "message" to a
potential employer? Any advice you can provide would be helpful.
Leigh
The burden you're alluding to is on ex-employers. Giving
references can be a real danger zone for them. Basically, they don't
want to say anything negative that can get them sued for wrecking
someone's chances to get a job.
To keep themselves out of trouble, many companies have a policy that
forbids managers from giving anything other than employment stop and
start dates.
This policy is not always helpful to job seekers. Think of the person
who did a good job, but can't get anyone to say anything favorable
about them.
Some employers might be squirrelly about hiring someone who collected
unemployment, but their feelings could change depending on the reason
why that happened. I'd be surprised if another employer tells anyone
that you collected it, and I would drop my teeth if he or she told them why.
The biggest challenge for you, I think, will be handing the inevitable questions about why you left that job.
Coming Thursday: This journalist has decided to get a master's in urban planning and wonders how and when to bring that up in a job interview.
