Dear People,
Exploring a candidate's capabilities through calling references is a real mixed bag. I am checking references for an individual who was asked to resign from his former position. No one who will talk to me knows why. One had a speculation. The most important reference sent me to his HR department. When I asked him what HR would tell me above and beyond the fact that the man had been employed there for "x" years, I was told they would likely tell me nothing.
Today, I talked to the person's former boss - not on his list of references - hoping for some closure. Was told they would not rehire him and to call HR for anything else I need to know. At least he was polite. I am tempted to send him a letter stating that if he failed to tell me anything that could result in injury to my client's business, my client, or our employees, that I reserve the right to sue him later. In this day and age, when the employer can be held liable for the actions of a violent employee whose records were not checked, doesn't this seem fair to you?
See my policy samples and procedures.
Reference Checking Procedure.
Warmly,
Susan
1:25:11 AM
Can I Sue for Failure to Disclose? 
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