6 ms·

> It is an amusing anedocte that illustrates a broken piece of tech recruiting. The guy didn't list the employer on his resume: > The resume I passed doesn't

> It is an amusing anedocte that illustrates a broken piece of tech recruiting. 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?

soneca 5y ago
I believe the company should know by themselves from his name only, not to learn about it from his resume. It might be common for companies to not know that, but I don’t think it makes it less broken.
- davis_m 5y ago
  Names aren't unique. I have a pretty common name, I even have the same name as someone else at my current (not very large) company. Should I be blocked from everywhere that has fired someone with the same name?
  - jhgb 5y ago
    Do you also have the same age, e-mail address, phone number etc.?
- hollandia 5y ago
  The recruiter might not be from the same company and creating/sharing these kind of databases with everyone and their mother seems like a hell from the data protection/privacy standpoint. 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)
  - 7steps2much 5y ago
    You can definitely keep your ex-employee's names on file for a couple of years in the EU. Sometimes you might even be legally required to depending on what field you work in, or because you must document just exactly who did something. 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.
fundad 5y ago
I think they should be experienced enough to verify what people say. The world is full of bullshit because it works and experience teaches you to be aware.
dafoex 5y ago
> didn't list provide a complete and accurate list of his previous jobs 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.

soneca 5y ago

I believe the company should know by themselves from his name only, not to learn about it from his resume. It might be common for companies to not know that, but I don’t think it makes it less broken.

davis_m 5y ago
Names aren't unique. I have a pretty common name, I even have the same name as someone else at my current (not very large) company. Should I be blocked from everywhere that has fired someone with the same name?
- jhgb 5y ago
  Do you also have the same age, e-mail address, phone number etc.?
hollandia 5y ago
The recruiter might not be from the same company and creating/sharing these kind of databases with everyone and their mother seems like a hell from the data protection/privacy standpoint. 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)
- 7steps2much 5y ago
  You can definitely keep your ex-employee's names on file for a couple of years in the EU. Sometimes you might even be legally required to depending on what field you work in, or because you must document just exactly who did something. 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.

fundad 5y ago

I think they should be experienced enough to verify what people say. The world is full of bullshit because it works and experience teaches you to be aware.

dafoex 5y ago

> didn't list provide a complete and accurate list of his previous jobs 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.