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This isn't a personal story, I write fiction and I'm working on a story that involves sexual harassment.
My question for managers and HR professionals:
You interview a candidate and ask why they left their last job. The candidates answer is either:
1 - I was being sexually harassed by my supervisor. I didn't file a complaint, I just left. I don't want you to think I left for no good reason. But I can't say more.
2 - I filed a complaint against a supervisor over sexual harassment. I've signed an agreement and that is all I can tell you.
You call the previous employer, they refuse to confirm or deny anything.
How do you take that? Tend to believe them? Not believe them?
Suppose the candidate worked for say, a finance company. The candidate says they want a career in finance. You ask the logical question: why did you leave your last job then?
The candidate has to say something. If they don't give a clear answer, it sounds like they got fired.
It would be a difficult situation, and I doubt there's a perfect answer.
Last edited by IamReady2Move; 05-17-2021 at 11:48 AM..
Reason: clarity
The manager's best move is to not hire them. There's no way to really know what happened. Maybe they really were harassed; maybe not. Why take a chance? If there's at least one other candidate who is just as qualified, hire that person.
This isn't a personal story, I write fiction and I'm working on a story that involves sexual harassment.
My question for managers and HR professionals:
You interview a candidate and ask why they left their last job. The candidates answer is either:
1 - I was being sexually harassed by my supervisor. I didn't file a complaint, I just left. I don't want you to think I left for no good reason. But I can't say more.
2 - I filed a complaint against a supervisor over sexual harassment. I've signed an agreement and that is all I can tell you.
You call the previous employer, they refuse to confirm or deny anything.
How do you take that? Tend to believe them? Not believe them?
In the real world...
If a candidate says 1 or 2, game over, they're rejected.
Sexual harassment, or any kind of lawsuit claims (for ANY reason) make a candidate radioactive.
There's a rule in interviewing: NEVER bash a former employer. 1) and 2) count as bashing.
A candidate who left without filing a complaint can just say "I left because of personal reasons, and those personal reasons were resolved and I'm ready to work and be a good addition to your team."
A candidate who left without filing a complaint can just say "I left because of personal reasons, and those personal reasons were resolved and I'm ready to work and be a good addition to your team."
In the real world, saying 'personal reasons' won't cut it. Sounds like they were fired. Or can't balance work and their personal life.
Prospective employees don't say, "I quit my job because my boss is an *******." They talk about the lack of opportunity for growth, not being challenged enough at work, etc., etc. Most former employers will do little more than confirm job title and dates of employment. If the name is connected to a sexual harassment complaint, expect the bare minimum.
Prospective employees don't say, "I quit my job because my boss is an *******." They talk about the lack of opportunity for growth, not being challenged enough at work, etc., etc. Most former employers will do little more than confirm job title and dates of employment. If the name is connected to a sexual harassment complaint, expect the bare minimum.
Now the candidate sounds like they have an attitude about their work. Sounds like they'll jump ship the minute they're dissatisfied. They don't sound like a team player.
The candidate is forced to lie. Maybe they did feel challenged and saw opportunity for growth. Maybe they were doing great, but they left because a manager sexually harassed them.
Any decent interviewer is going to detect the candidate isn't being totally honest.
Even if they never say the word 'harassment', they are getting penalized.
Of course the former employer won't say anything. It doesn't matter. The candidate just doesn't have a good answer to a basic question.
When I'm being interviewed, I definitely google '<company name> lawsuit'. If something gets to the filing lawsuit phase, there's a public record anyway.
In those two scenarios where the candidate has not personal or professional connections they will simply rule out for future consideration thus making your work of fiction no more than a short story.
Last edited by Sockeye66; 05-18-2021 at 12:30 PM..
Now the candidate sounds like they have an attitude about their work. Sounds like they'll jump ship the minute they're dissatisfied. They don't sound like a team player.
The candidate is forced to lie. Maybe they did feel challenged and saw opportunity for growth. Maybe they were doing great, but they left because a manager sexually harassed them.
Any decent interviewer is going to detect the candidate isn't being totally honest.
Even if they never say the word 'harassment', they are getting penalized.
Of course the former employer won't say anything. It doesn't matter. The candidate just doesn't have a good answer to a basic question.
When I'm being interviewed, I definitely google '<company name> lawsuit'. If something gets to the filing lawsuit phase, there's a public record anyway.
I don't agree with your first sentence. Nothing implies that they will leave in short order or that they are not a team player. A history of short term jobs is an indication of concern.
Yes, they are being forced to lie because the truth will penalize them.
You are writing a work of fiction, and you are overthinking the process.
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