Interview question

32 Comments

1. AnonymousNovember 15,2023 at 5:20PM UTC

   They most likely will ask if the OP is rehireable.

2. AnonymousNovember 16,2023 at 1:35PM UTC

   I would hope not. I worked for a company that would mark someone not eligible for rehire if they accepted a severance package. Regardless of they were let go due no fault of their own e.g. restructuring or fault e.g performance related

3. AnonymousNovember 16,2023 at 10:53PM UTC

   Places like this are exactly why I got an email from HR specifically stating I'm eligible for rehire from the place that laid me off in 2020.

4. Mary ColeNovember 15,2023 at 9:51PM UTC

   They can still ask if this person is eligible for re-hire.

5. Joan Williams, Senior Talent Acquisition SpecialistNovember 16,2023 at 5:01AM UTC

   Is this on an application or background check form? If so, just check no.

6. AnonymousNovember 16,2023 at 1:34PM UTC

   I only say yes if they are being used as a reference. I did a residency in 2008, and I still use that supervisor and company (a hospital) as a reference, and I always say no to the rest. Former employers may or may not even remember you specifically if you have been gone for more than a year. If you've been gone more than two years, your former boss(es) may no longer be there. I can't even remember some of their names, so I doubt they remember mine. They can contact HR to verify employment information even if you say no.

7. Ronda EricksonNovember 16,2023 at 1:44PM UTC

   I usually say No. they will ask you to verify employment another way. Paystubs or W2. Its never made a difference.

8. AnonymousNovember 16,2023 at 1:53PM UTC

   I'd always say yes. Most likely, they are fishing for a response of some negative kind but if they do call the employer, the employer will likely give dates of employment, role, salary, and "if you are eligible for rehire". Most will not talk ill of former employees for fear of legal trouble. I'd take a chance on it.

9. AnonymousNovember 16,2023 at 2:21PM UTC

   It is not universally true that “legally they cannot.” It is true that many companies choose not to offer references (while still requiring that they be provided by candidates) beyond these basics for fear of legal consequences. But a blanket statement that “they can’t” is just not accurate, especially in a multi-state and international group like this one.

10. AnonymousNovember 16,2023 at 3:00PM UTC

    That depends on your definition of “bad terms.” If you have nothing to hide and it was simply a difference of opinion, work style, etc., then be forthright.

    If it was due to an emotionally fueled misstep, then you have a little more to consider, but realize that your demeanor when asked is an indicator they will queue into.

11. AnonymousNovember 16,2023 at 3:34PM UTC

    I say "yes" regardless because they are usually just looking for your response plus if they do need to verify, they will usually simply call or email HR just to confirm that you were a former employee. I have never seen someone dig for more information outside of confirmation unless it was a reference check.

12. KathrynNovember 16,2023 at 3:36PM UTC

    Just say yes. They contact HR who verifies you worked there and that is it.

13. AnonymousNovember 19,2023 at 5:03AM UTC

    Usually bosses are really tight with HR and they will just find out anyway

14. Audrey KirschNovember 16,2023 at 7:10PM UTC

    All they are supposed to say is if you worked there and when. They're not supposed to give an opinion about you or your performance so I'd say yes. However, if you don't want the ex-employer to know where you are looking for a new job, say I'd rather you didn't and explain why.

15. AnonymousNovember 17,2023 at 12:57PM UTC

    If you answered why are you looking to leave your prior employer for this opportunity in a good light then say yes. Legally they can only confirm, position, length at company and last day worked. Understand the apprehension as smaller companies may lack knowing legally that's all they can share. Now, 'can we contact'? It goes back to what I first mentioned. Say yes. This prospective employer may or may not reach out to them.

16. Katherine Metres Akbar, Interview Coach & Resume ExpertNovember 17,2023 at 1:15PM UTC

    "Legally that's all they can share"? I don't think that's a thing. Many lawyers recommend not saying more out of an abundance of caution, if that's what you mean. The law just says that you cannot defame someone, which would require false statements.

17. Evelyn LivantNovember 17,2023 at 1:46PM UTC

    Thank you for this discussion. I learned about this while researching this. Yes, that is definitely a thing. Former employers of mine have followed that policy and many companies follow that policy. However, it's company policy and not Federal Law. I've included references for articles on the subject. Most companies in Massachusetts & Rhode Island only confirm dates of work and position. I would look up labor law in your state.

    I once left a role on poor terms, but I knew it was going badly in advance and managed to secure the personal reference of a manager I worked with. I used him instead of my direct supervrsor.

    However, if you're worried, have a friend call the company pretending to be an employer and ask about your references.

    https://harver.com/blog/the-legal-issues-of-reference-checking/

    https://www.nolo.com/legal-encyclopedia/free-books/employee-rights-book/chapter9-6.html

18. AnonymousNovember 17,2023 at 2:34PM UTC

    Yes, look into this. It's very minimal what they can share. It is NOT an opinion based response they can give as they cannot inhibit them from getting hired.

19. AnonymousNovember 19,2023 at 5:01AM UTC

    Oh I know sometimes they say way more. I have actually overheard a boss say way too much.

20. Sylvia VerrecchiaNovember 17,2023 at 1:43PM UTC

    You choose which former employer they can contact. It doesn't have to be from the "bad job". We all have jobs where we leave on bad terms - few miss this in life. Is there someone from that workplace that can speak to the work you did - a colleague? When you're asked this question, answer with "Certainly, I'm happy to provide you the contact details if I'm considered for the role".

21. AnonymousNovember 17,2023 at 2:43PM UTC

    Contrary to what others are saying, there are no Federal rules dictating what a former employer can say or do. They can say anything as long as it doesn't disclose a protected status. Larger companies generally don't disclose much, but smaller businesses often do. Here is a really good article from Monster on the topic, it might help a lot: https://www.monster.com/career-advice/article/what-can-employers-legally-say. Generally, though, businesses don't want to get sued so they keep it simple. Personally, I choose which employer they can talk to.

22. AnonymousNovember 17,2023 at 4:48PM UTC

    There are often state laws that dictate what they can and can't say, when there aren't federal laws that do so. In my case I actually have a legal document that my former employer signed that says they can get in big legal trouble if they tell them anything other than 3 things, which are: date of hire, last day I worked there, and that I worked there; anything else and I can sue them or they have to pay me a specific amount for violating the legal agreement that was worked out between myself and my former employer with the help of the EEOC for wrongful termination due to being disabled.

    Also, under the laws in my state they legally aren't allowed to tell them anything other than yes or no that someone worked there previously, and the first and last day that they worked there if they did work there.

23. Alice StokerDecember 1,2023 at 3:46AM UTC

    That link isn't valid..... It gives me a 404 error.

24. KellyW43November 17,2023 at 2:49PM UTC

    I've answered the question with a no. I told them I didn't want my job to know I was looking for another one.

    They asked for a check stub as proof of working there.

    I still got the job. I don't know if what they did is legal, but it worked out for me.

25. AnonymousNovember 17,2023 at 7:07PM UTC

    “that is not allowed anymore.”

    this is another thing that varies a lot by state and country. It is increasingly less common but it is certainly still “allowed” in many places.

26. Joan Williams, Senior Talent Acquisition SpecialistNovember 17,2023 at 7:12PM UTC

    Candidates are free to use a pay stub as proof of employment - just white out the confidential information such as compensation and SSN.

27. Joan Williams, Senior Talent Acquisition SpecialistNovember 17,2023 at 7:14PM UTC

    Depending on where you live, that is not true.

28. AnonymousNovember 20,2023 at 12:27PM UTC

    You all are living in the grey with your 'answers' defamation cases grow from these issues, and that is where it lies in the illegal. If you're looking a law called 'Don't complain about your prior employee to a prospective new employer' law, then you're correct other than that it is lives in the area of setting them up for a law suit. A broader view of this would help many for understanding. Companies putting themselves in a possible law suit is always a place to avoid.

29. Joan Williams, Senior Talent Acquisition SpecialistNovember 20,2023 at 5:50PM UTC

    And it appears that you are living in the area where employers do not ask or answer illegal or inappropriate questions.

    Depending on where the candidate lives, it may not be illegal to ask and or answer those questions. Just like depending on where they live, it may or may not be illegal to ask what they're currently making.

    I don't think you're doing anyone a favor by not telling them that these questions could be asked of their potential future employer.

30. AnonymousNovember 20,2023 at 6:12PM UTC

    I don't think anyone said it was illegal to ask. The poster asked, keep that in mind. Definitely should be handled by professionals for guidance.

31. Joan Williams, Senior Talent Acquisition SpecialistNovember 20,2023 at 7:08PM UTC

    You are correct - the poster I responded to said "Your former employer cannot disclose anything other than start/end dates."

    They can disclose information other than start/end dates. And do.

32. The Williams WeddingNovember 17,2023 at 9:27PM UTC

    If it's an employer I currently work for, I would say No and explain the risk of them finding out you are leaving esp.
    if a written offer, etc. hasn't been received by the potential company. Anything (out of your control) can happen that may cause the new company to take a different route or get rid of the position altogether -- even if a written offer was received/signed. Most recruiters would understand you not wanting to risk your job if things don't pan out with the new one.

    If it's a company you no longer work for, I would say Yes without hesitation (even if you left on bad terms). It looks like you have nothing to hide and the majority of times, they won't even bother reaching out because it is a hassle. I honestly don't know one person who has gone for a new job and had the new company reach out to the former company. Now, they may ask for recommendations. I think they are just looking to see what you will say and if there is cause for pause, they may reach out to HR.