Not sure why this was flagged before, but vouched for it. It is an amusing anedocte that illustrates a broken piece of tech recruiting.
Not particularly deep or enlightening, but not worth being flagged also IMO
Not particularly deep or enlightening, but not worth being flagged also IMO
The guy didn't list the employer on his resume:
> The resume I passed doesn't have my old job listed by name, but it's a copy paste of the job listing.
How was the recruiter supposed to know this person had been fired from the position if he didn't list provide a complete and accurate list of his previous jobs?
It might be common for companies to not know that, but I don’t think it makes it less broken.
Should I be blocked from everywhere that has fired someone with the same name?
Feels like an edge case that it's not worth fixing. How often is this going to happen? Do you really want to collect tons of personal data from your candidates before they even show to an interview? Is it worth it to keep personal data of your ex-employees just because of this and is it even legal? (might not be in EU)
That said, sharing it with a recruiter is very likely a big no go. Even sharing it with HR might be sketchy if you are allowed to keep it only for other purposes.
As for collecting data from your candidates, I am pretty sure that you can gather enough to make them uniquely identifiable (name, birthdate, etc.) without any troubles.
I was always told to only provide relevant and accurate previous jobs (which evidently Firr didn't do, either) and that, ideally, each CV should be tailored specifically to the job you're applying to. Same with qualifications - don't lie, but there's no need to say you did a music GCSE if you're applying for a job at a datacentre.