"What A Person's History Can Tell You About Their Future"!
What do you really need to know about a person you're thinking about hiring? How can you find out what you really need to know? Do you really want to know?
By the time you finish reading this page you'll have access to information dealing with such issues as:
* Working relationships, former employers, past work history, employee screening, employment recruiting, work history, job history, work references, background research, workplace issues, personal references, job references, screening employees, background checks, pre-employment screening, employee attitudes, relationships with co-workers, small business, references, supervisors, business, human resources and MORE!
* Making use of your experience(s) as an employer
* Learning about an employee's Work History
* Deciding what you need from employees
* Being fair in using what you learn about an employee
Discover how successful people in business learn about an employee's past and what they do with this information!
A person's work experience can be different from their Work History. This person can give you the best work related references, for example, that they had the fastest time in completing a project. But - you can find out that they were often not at work when they were scheduled, arrived late when they did show up and caused a great deal of problems with their supervisors and co-workers.
This is why it's so important to know a person's Work History as well as their work experience.
It's a fact of life, not everyone is going to please or get along with everyone else.
In the world of work this is all the more clear. You have a group of people from all walks of life who are "bound" together, for the sole purpose of working, hours at a time, and some positions "demand" that these people work very closely in small spaces.
(At least in the world at large, you have the chance to choose to whom you get that close and for how long …)
As an employer, no doubt you've had a few unpleasant experiences with some employees. Hopefully you've accepted these as valuable lessons to help you deal better with people. Not as reasons why you won't hire certain people.
You can't ignore what you have learned, but you can't apply it to everyone either. There are employers who will not hire people of certain ages because of bad experiences. (These employers don't care that it's discrimination. There are ways for them to get around this …) What it comes down to is they base their hiring decisions on their bad experiences.
Every person is different. And every person has the right to be "judged" on their own.
So even if you have had a bad experience with, as an example, a person with red hair, don't let it keep you from hiring any people who have red hair.
Focus instead on what good things you've learned and use them every chance you get. For example, think about how after a red headed person gave you trouble, and you worked with her more closely, she became one of your best employees.
What you need to know ...
As an employer, you look at a person's work experience and work related references to tell you if that person can do the work. This is important. But - You also want to know if this person can work well for/with you and with others already working with you.
It's important for you to learn if a person you are thinking about hiring has a bad Work History. You need to know if they have a record or pattern of not showing up for work when scheduled. Of being late when they did show up.
It's also important to learn about their relationships with others. From their co-workers to their supervisors. You need to know if this person was able to follow the instructions of their supervisors. If they worked well with their co-workers.
In today's work world, there are new laws and guidelines about what you can and can't ask past employers about a person you're thinking about hiring.
Most states don't let past employers give any information other than beginning date of employment and rate of pay and ending date of employment and rate of pay.
But - Employers can be a pretty "tight" group in the work world. Because they're in the same position(s), they understand how hard it can be to deal with an employee who causes problems.
So, (right or wrong), they have their ways of letting each other know if/when a person has been a problem. They don't want another employer to have to go through what they did …
What to do with what you know ...
You can receive a not-so-good review or reference from a past employer and you'll need to think hard and long about this information.
Remember what was said earlier about how not everyone is going to please or get along with everyone else. And think about how things are not always what they seem.
Employers are people first, with their own problems ...
It's possible an employer just didn't like this person you're thinking about hiring. It's possible they believed this person was "too" good and they were going to take their position. (So they "encouraged" this person to leave …)
Remember - Everyone makes mistakes ... And people often learn the best lessons from their mistakes, which causes them to change. Everyone deserves another chance.
Treat each one of these people just as you want to be treated. With an open mind, justice and fairness.
More than once an employer has hired against a past employer's reference and ended up with a real "winner".
Don't always judge a book by it's cover, or by the "critic's reviews" ...
Make use of all your "acquired knowledge" to help you make better choices, but - Make sure you don't let your own bad experiences with employees or those of a past employer to completely color/shade your decision.
Copyright 1998/2005 Workplace Moxie