Invasive Interview Questions: It's Your Wallet! - RecruitingBlogs2024-03-28T12:51:08Zhttps://recruitingblogs.com/forum/topics/invasive-interview-questions?commentId=502551%3AComment%3A1858463&feed=yes&xn_auth=noThere is nothing wrong with t…tag:recruitingblogs.com,2015-01-21:502551:Comment:18587742015-01-21T01:21:44.056ZNicholas Meylerhttps://recruitingblogs.com/profile/NicholasMeyler
<p>There is nothing wrong with tracking employees to prevent fraud, etc., as far as I am concerned. However SSN and partial DOB are completely unnecessary to request to accomplish that. If they are 'former employees' being tracked, then the company should already have their SSN, anyway. It doesn't really make any legitimate sense to require that information.</p>
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<p>There is nothing wrong with tracking employees to prevent fraud, etc., as far as I am concerned. However SSN and partial DOB are completely unnecessary to request to accomplish that. If they are 'former employees' being tracked, then the company should already have their SSN, anyway. It doesn't really make any legitimate sense to require that information.</p>
<p></p> Actually, companies that DO t…tag:recruitingblogs.com,2015-01-20:502551:Comment:18584632015-01-20T12:36:43.056ZLinda Ferrantehttps://recruitingblogs.com/profile/LindaLoCicero
<p>Actually, companies that DO track employees/former employees/candidates are trying to protect themselves against fraud. People who worked there in the past and perhaps stole, damaged product, violence in the workplace, etc.</p>
<p>If you don't like it, don't work there. I think it's unfair to pick on Detroit as a whole, especially with such a negative view. </p>
<p>Actually, companies that DO track employees/former employees/candidates are trying to protect themselves against fraud. People who worked there in the past and perhaps stole, damaged product, violence in the workplace, etc.</p>
<p>If you don't like it, don't work there. I think it's unfair to pick on Detroit as a whole, especially with such a negative view. </p> Definitely illegal in Califor…tag:recruitingblogs.com,2015-01-20:502551:Comment:18583792015-01-20T04:46:29.175ZNicholas Meylerhttps://recruitingblogs.com/profile/NicholasMeyler
<p>Definitely illegal in California, but maybe not so in Detroit. However, given the many bankruptcies of Detroit companies, and the need for a federal bail-out of the city, I would question the judgment of anyone providing crucial identity data to said bankrupt companies, who might (Enron-like) be out to leverage the assets of hopeful employees to their own benefit. </p>
<p>I think a stronger policy would be to teach the candidates 'backbone', and have them deny the companies such data on the…</p>
<p>Definitely illegal in California, but maybe not so in Detroit. However, given the many bankruptcies of Detroit companies, and the need for a federal bail-out of the city, I would question the judgment of anyone providing crucial identity data to said bankrupt companies, who might (Enron-like) be out to leverage the assets of hopeful employees to their own benefit. </p>
<p>I think a stronger policy would be to teach the candidates 'backbone', and have them deny the companies such data on the first round. </p>
<p>Otherwise, I think Detroit is setting itself up for a grand slap in the face (such as GM recently received) in a class-action lawsuit. I can only imagine how many hungry litigation attorneys are already salivating at the thought of suing such instances of 'privacy invasion' for the maximum penalty allowed by law.</p>
<p>IF a company truly 'needs' to track candidate submittals, why don't they ask for "last place you went on vacation", "favorite color", and "favorite celebrity"? That list of questions should be sufficiently unique, and far less invasive of people's private data. </p>
<p>In an era when identity theft is rife, and hacking and cyber-espionage are so common, who can afford not to be cautious?</p> The caveat to that would be c…tag:recruitingblogs.com,2015-01-19:502551:Comment:18585172015-01-19T21:48:12.816ZLinda Ferrantehttps://recruitingblogs.com/profile/LindaLoCicero
<p>The caveat to that would be companies that track candidate submittals/former employees using the last four of the social security number. There are some large automotive companies here in Michigan that track their employees this way. If a contract house submits a candidate, they have to use the last four for tracking purposes. The client can check their database for rehire eligibililty. It was the case many years ago, I assume it still is, although it could have changed I suppose.</p>
<p>The caveat to that would be companies that track candidate submittals/former employees using the last four of the social security number. There are some large automotive companies here in Michigan that track their employees this way. If a contract house submits a candidate, they have to use the last four for tracking purposes. The client can check their database for rehire eligibililty. It was the case many years ago, I assume it still is, although it could have changed I suppose.</p>