Comments on: New hire attacks employee: Was it HR’s fault? http://www.hrrecruitingalert.com/new-hire-attacks-employee-was-it-hrs-fault/ Headlines and advice for the practicing recruiter Mon, 20 Jun 2011 04:03:43 +0000 hourly 1 http://wordpress.org/?v=abc By: Pat S http://www.hrrecruitingalert.com/new-hire-attacks-employee-was-it-hrs-fault/comment-page-1/#comment-2073 Pat S Fri, 03 Oct 2008 18:05:44 +0000 http://www.hrrecruitingalert.com/?p=263#comment-2073 Let's all move to Ohio! Let’s all move to Ohio!

]]> By: Marc http://www.hrrecruitingalert.com/new-hire-attacks-employee-was-it-hrs-fault/comment-page-1/#comment-2072 Marc Fri, 03 Oct 2008 18:03:33 +0000 http://www.hrrecruitingalert.com/?p=263#comment-2072 Kim - Excellent question. This recommendation to our hiring authorities is relatively recent and I have not yet received feedback on its use. Of course, a basic issue is the extent to which any particular hiring authority (manager) feels assertive or empowered enough to utilize it. Overcoming fear of "confrontation" is one of the first steps we have to deal with. I can understand that it would take a healthy level of assertiveness to first attempt a "warning" about "secondary liability" with a front-line HR person, followed by a request to speak to a "supervisor" when the expected party line is given as a first response. In our hiring process training, we (HR) are encouraging the hiring managers to do this but are explicitly offering support and consultation if they would like assistance. Since it's still such a new strategy for us, we have not had time to assess its effectiveness. Another benefit for us is that we are located in Ohio, a state that holds employers harmless for sharing job performance data, as long as it's truthful and focused on the job-specific criteria, and especially if there were potential liability issues related to a former employee's behavior on the job. Hope this helps! :) Kim – Excellent question. This recommendation to our hiring authorities is relatively recent and I have not yet received feedback on its use. Of course, a basic issue is the extent to which any particular hiring authority (manager) feels assertive or empowered enough to utilize it. Overcoming fear of “confrontation” is one of the first steps we have to deal with. I can understand that it would take a healthy level of assertiveness to first attempt a “warning” about “secondary liability” with a front-line HR person, followed by a request to speak to a “supervisor” when the expected party line is given as a first response. In our hiring process training, we (HR) are encouraging the hiring managers to do this but are explicitly offering support and consultation if they would like assistance. Since it’s still such a new strategy for us, we have not had time to assess its effectiveness. Another benefit for us is that we are located in Ohio, a state that holds employers harmless for sharing job performance data, as long as it’s truthful and focused on the job-specific criteria, and especially if there were potential liability issues related to a former employee’s behavior on the job.

Hope this helps! :)

]]> By: Kim S http://www.hrrecruitingalert.com/new-hire-attacks-employee-was-it-hrs-fault/comment-page-1/#comment-2070 Kim S Fri, 03 Oct 2008 17:34:05 +0000 http://www.hrrecruitingalert.com/?p=263#comment-2070 This is a question in regards to the comment Marc left, what have your hiring authorities experienced using this technique? Have they been able to get more than the typical "safe" reference responses? This is a question in regards to the comment Marc left, what have your hiring authorities experienced using this technique? Have they been able to get more than the typical “safe” reference responses?

]]> By: Kay M http://www.hrrecruitingalert.com/new-hire-attacks-employee-was-it-hrs-fault/comment-page-1/#comment-2069 Kay M Fri, 03 Oct 2008 17:13:03 +0000 http://www.hrrecruitingalert.com/?p=263#comment-2069 I feel at times HR's hands are tied on what we can and cannot say when we terminate an employee for cuase. I feel at times HR’s hands are tied on what we can and cannot say when we terminate an employee for cuase.

]]> By: Pat S http://www.hrrecruitingalert.com/new-hire-attacks-employee-was-it-hrs-fault/comment-page-1/#comment-2065 Pat S Fri, 03 Oct 2008 16:15:25 +0000 http://www.hrrecruitingalert.com/?p=263#comment-2065 I wonder if the previous employer could be at fault for not revealing the groping incident. I wonder if the previous employer could be at fault for not revealing the groping incident.

]]> By: Marc http://www.hrrecruitingalert.com/new-hire-attacks-employee-was-it-hrs-fault/comment-page-1/#comment-2064 Marc Fri, 03 Oct 2008 16:10:00 +0000 http://www.hrrecruitingalert.com/?p=263#comment-2064 It is my understanding, however, that the victim would be able to go after the perpetrator's prior employer for providing what amounts to a "negligent reference." We are currently encouraging our hiring authorities to mention this to referees when they are faced with resistance in getting any detailed job performance information regarding a prospective employee. I'd welcome others' opinions on this matter. It is my understanding, however, that the victim would be able to go after the perpetrator’s prior employer for providing what amounts to a “negligent reference.” We are currently encouraging our hiring authorities to mention this to referees when they are faced with resistance in getting any detailed job performance information regarding a prospective employee. I’d welcome others’ opinions on this matter.

]]> By: Joe http://www.hrrecruitingalert.com/new-hire-attacks-employee-was-it-hrs-fault/comment-page-1/#comment-2061 Joe Fri, 03 Oct 2008 15:58:08 +0000 http://www.hrrecruitingalert.com/?p=263#comment-2061 Couldn't or shouldn't his previous employer be liable for negligent referencing? Couldn’t or shouldn’t his previous employer be liable for negligent referencing?

]]> By: Ray http://www.hrrecruitingalert.com/new-hire-attacks-employee-was-it-hrs-fault/comment-page-1/#comment-2058 Ray Fri, 03 Oct 2008 15:45:46 +0000 http://www.hrrecruitingalert.com/?p=263#comment-2058 I'm wondering what the follow-up question(s) were to the "dispute with a co-woker" red flag response. I’m wondering what the follow-up question(s) were to the “dispute with a co-woker” red flag response.

]]> By: Jackie T - SPHR http://www.hrrecruitingalert.com/new-hire-attacks-employee-was-it-hrs-fault/comment-page-1/#comment-2055 Jackie T - SPHR Fri, 03 Oct 2008 15:05:36 +0000 http://www.hrrecruitingalert.com/?p=263#comment-2055 Just shows that completing the due dilligence when hiring a new employees is valuable and will support your business should a situation like this occur. Just shows that completing the due dilligence when hiring a new employees is valuable and will support your business should a situation like this occur.

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