Quote:
Originally Posted by WishfulThinker66
It depends entirely on your laws pertaining to employment. In Canada for instance, most provinces do not allow a former employer to discuss a person's work and performance. In Alberta, by example, all I was legally permitted to do when called for a reference was confirm the individual was under my employ for X amount of time. I could not comment on that employment. You cannot say whether the person left on their own request or was let go. I could neither recommend the past employee nor advise the potential employer seeking reference that the person was a poor candidate for hire. It is the law. Similarly, during interview, you cannot ask the candidate if they have ever been fired. This is why it is so very important for a potential employer to contact personal references. You would be surprised how many people would not recommend their acquaintance be hired.
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I would have to look up the laws by state, but in some states here in the US (Ruby is US, if I recall) you can be asked if you've ever been fired. Employers can state the dates of your employment and your position. I think it depends on which state whether or not the employer can say if you were fired or resigned. Regardless, the hiring employer can ask why you left a certain job. And I suspect that may be where Ruby is getting tripped up. They will also ask about holes in employment history.
I have also done plenty of hiring, so I'm not unfamiliar with the process on the employer side. Again, it depends on the state as to the restrictions on questions. If they see, for example, that she worked somewhere for 5 years, then left, and has been looking for a position every since, that would be a red flag to me. Why did you leave the old job if you were still wanting to be employed? There are safe ways to answer this, but unless Ruby prepped, she could get tripped up to saying more than she should.
Again, I think an interview coach would be helpful for her.