Skip to main content

Timeline for Blacklisting resumé liars

Current License: CC BY-SA 3.0

10 events
when toggle format what by license comment
S Aug 20, 2015 at 13:22 history suggested Appulus CC BY-SA 3.0
Fixed grammar
Aug 20, 2015 at 12:11 review Suggested edits
S Aug 20, 2015 at 13:22
S Apr 11, 2015 at 18:53 history suggested Mark Rogers CC BY-SA 3.0
textified links
Apr 11, 2015 at 14:43 review Suggested edits
S Apr 11, 2015 at 18:53
Mar 31, 2014 at 7:15 comment added Erran Morad Yakshemash ! It might be fair that companies can face legal action if they make disclosures about such candidates. But is the candidate also open to litigation for resume fraud ? I guess that would make it even. Perhaps, before the interview, candidates can be asked to read a copy of their resume and confirm (with signature) if its correct or not. If you have proof of faking resume and their signature, then you could take legal action against them. Would this be practical ? It could at least serve as an extra deterrence if not as a legal instrument. Chenqui.
Oct 23, 2013 at 20:50 comment added IDrinkandIKnowThings @JohnP - I have known people who were given bad references beyond no we would not hire them again including describing behavior that lead to their not being able to be rehired. I have several employers that give my sterling references. It may be dangerous but there is no law saying that is all that you can say. That is just the standard response.
Oct 22, 2013 at 22:11 history edited Simon O'Doherty CC BY-SA 3.0
Keeping people happy.
Oct 22, 2013 at 20:36 comment added JohnP Here in the US, if a person was not eligible for rehire, that's all we are allowed to say, at least as far as I have been informed by HR. And since we have gone to a bigger company (Got bought out), we are not even allowed to address it, it ALL has to go through corporate HR.
Oct 22, 2013 at 14:47 comment added user10483 You're right. And I'm thankful I seek feedback on stuff like this before I act.
Oct 22, 2013 at 14:41 history answered Simon O'Doherty CC BY-SA 3.0