Video: Privileged Access Management It’s for Applications too 2024, May
For over 10 years, there are various relevant databases of unwanted employers, which reflect the claims of employees (mostly former). Such lists are regularly updated and are very useful for applicants. They are able to undermine the company's reputation, but the significance of negative reviews is less, the larger the organization. Moreover, it is known that many such reviews are written to order, so it is difficult to trust them.
Not so long ago, it turned out that employers could give an answer: blacklisted applicants began to function. This is evidenced by statements and angry reviews on the Internet in various forums. Many are skeptical about the existence of lists of “black” job seekers, despite the fact that a negative response to a particular person affects their fate more strongly than similar sanctions against the employer. This material understands this aspect of recruiting and all its nuances.
Is there a blacklist of job seekers?
This is really not a myth at all - they exist and are formed at different levels: from intra-corporate (those that companies create based on hiring experience and use only within their own system) to international ones. Employers believe that such lists help in sorting unwanted candidates for a particular position. And also the base of unscrupulous job seekers allows you to share experiences and warn colleagues.
Indeed, if an employee steals in production, this is clearly his negative quality, which I would like to know about in advance. On the other hand, publicizing this on the Internet looks like lynching. But there is nothing more to do: in order to dismiss a person under the article, an irrefutable evidence base, compiled acts of fixing violations and a lot of legal work that most often cannot be done by a company are necessary. Official methods for filing violations in the work book and characteristics can lead to litigation, therefore, most often in such cases, companies do not leave information about the real reason for dismissal, but write angry reviews about the candidate on specialized services. The latter, in turn, even divorced several types.
Reasons to be blacklisted
As you know, the black list can significantly spoil the candidate’s labor history, therefore the application of such a sanction should be justified and applied only as a last resort. This is exactly what serious employers use lists. If it became known about theft, abuse of alcohol, abuse of authority or financial fraud, then in this case such an employee has a chance of getting into the base.
But there are incompetent managers who can “mark” the employee’s name in black based on personal hostility. For example, there are reviews of rudeness and hostility. This is a subjective assessment, and it should not serve as an argument in refusing a specialist.
Blacklist Types
After answering the question of whether there is a black list of applicants, we can proceed to the analysis of their activities. Many employers' associations and simply active companies have accepted the idea of creating blacklists as a mission to protect organizations from dishonest and dangerous workers. And this led to the formation of lists of several types:
- Public blacklist of job seekers.
- Limited list.
- Closed Lists.
- Offline base.
The separation is carried out in relation to the services confidentiality and reliability of the information left, which is understandable - there are different professional principles for companies of different sizes.
Public List of Black Job Seekers
The public list is a large database with the personal data of applicants in the public domain, into which anyone can not only see, but also enter the necessary data.
In this regard, such lists are not only potentially dangerous for employers to use (obtaining confidential information without the consent of the subject), but in most cases are useless, as they may contain untrue comments purchased on special services.
It is necessary to understand that an employer can add an excellent specialist to such a black list, which the manager did not like by nature (or any other subjective parameters). Even the possibility of refutation provided by the service does not really change the situation: not every employee knows that he is on the list.
However, public lists are convenient and easy to use: you only need to enter the data of the candidate in the search, and all information about him will become available. This does not imply the use of the contact details of the organization leaving the complaint, which means that it is almost impossible to confirm the accuracy of the data.
Public List Reviews
Black lists are used by both small and large business representatives, while they give different comments about them.
So, for example, when applying for a job in a large trading company, all candidates undergo a serious selection process, which takes place on the basis of more than 7 parameters (from the questionnaire to the trial period). One of the parameters is labor history. Her company is trying to clearly study in order to give an objective assessment of this criterion. Rarely (almost never) is the basis for refusal data from public blacklists. They are used only for superficial acquaintance, basically without causing trust to comments. Moreover, such unfounded and non-constructive accusations such as irresponsibility, a tendency to intrigue and increased nervousness are often found - this is not what characterizes the employee.
Relevant Review:
Our company does not often listen to the data left on such services. The evidence base is important for us and we strive to maintain a reputation, therefore, the open use of confidential data is unacceptable to us. Open blacklists (work-info.org) are very rarely useful for a large organization recruiter
We rate such services 2.5 out of 5 points.
Any applicant sending his resume to a small regional trading network is checked for availability on a public list. By studying information about him, recruiters form questions for interviews in order to learn more about the situation, the team and the conflict at the previous place of work.
Limited blacklists
Of course, the big spamming and excessive availability of data confuses even employers. After all, their task is not to tell the whole Internet about a bad employee, but to organize a communication channel to warn colleagues. That is why the principle of restricting access was invented. Use the site’s capabilities is permitted only by this organization, which confirmed the existence through the TIN and office contact phone number.
In general, in addition to restrictions on access to the application, such lists are not very different from the previous ones. With one caveat: using the phone number, the employer can learn more about the applicant from the previous organization.
It turns out that limited blacklists give more guarantees of reliability (although in general they remain insignificant) and are considered more reliable, but they are illegal, since they involve the transfer of personal data without consent.
Limited List Feedback
Limited lists are used mainly by representatives of medium and large businesses, since the opinion of colleagues is important for them, which certainly does not mix with the reviews purchased.
Such an organization, being large and influential in the field, needs competent professionals, therefore it is very important for it to conduct a thorough examination of a candidate for professional suitability. Including using blacklists of applicants. The company itself, realizing the illegality of such lists, does not publish data on employees on the Internet, but in case of violations, it conducts an internal investigation to make a decision. Most often, the results of the investigation fall into the characterization and work book - in this way she manages to protect herself and allow other organizations to legally refuse. Nevertheless, they check in limited lists, because they are convenient for the ease of obtaining information and make it possible to contact the candidate’s previous job.
Such a response was given by a representative of a business in the service sector:
When recruiting employees for vacancies, we always conduct interviews to identify unscrupulous candidates, evaluating them using special questionnaires and tests. If the applicant is interviewed, we check it on a limited list in order to receive information from the same serious organizations, but this is not always justified. Inadequate or unreasonable accusations from companies that do not answer calls are often found.
Closed Blacklists
This is the most reliable and confidential service available on the Internet. It operates as follows: an organization that wants to express its dissatisfaction with a candidate submits an application, where it reports this and leaves contact information. Service moderators contact her and get information about the candidate and the so-called status (yellow, red or black), which corresponds to the degree of dissatisfaction. Then, the organization to which the given employee submitted the resume leaves a request for verification and contacts the moderator. The moderator checks the availability of the candidate in the list and reports his status, as well as the contact details of the company that left the review. Now the personnel departments communicate with each other and receive a recommendation.
Such a list in itself remains illegal, but the likelihood of getting caught is very small - candidates can’t verify their candidacy on the black list of job seekers.
Closed List Feedback
Influential and large firms are interested in closed blacklisting services.
They choose such services because of their security and secrecy. It is important for them that the information obtained from here is useful in 75% of cases, as it is left by large organizations. Thanks to this, it is possible to efficiently sort candidates and quickly find employees.
So commented on this issue in an international logistics company:
We hire employees around the world, so, of course, they are tested for reputation in special lists. We do not pay attention to public lists - they are too clogged, but services with a closed base are priority and help very well in this matter. The only negative is the lack of an automated system (a long wait for a response from the administration).
Offline bases
This type of blacklist does not use the Internet and is most protected from unjustified entries by candidates. Such bases are compiled at meetings of various boards or associations of employers of the same field, and they are also used only in this field. Coverage is small, but credibility and confidentiality are at a high level. The issue of listing a name is raised at a general meeting where evidence must be presented. Sometimes, even the hearings of both the employee and the employer can be held to reach a verdict.
Interrogation of integrity during the interview
First of all, you should not look for the name of the candidate in the lists in his presence - so you expose yourself and the previous employer to a blow.
At the interview, you need to pay attention to the following factors.
The candidate is not too eager to name the previous job.
This behavior may indicate that you can easily contact the previous employer and find out what the employee would like to hide.
Inappropriate behavior.
This factor refers to too high a degree of interest in contact with a recruiter. Applicants try to get the employer's attention by doing abnormal things: by chasing the employer, telling stories unrelated to the topic of conversation, getting physical contact and the like.
The candidate asks to delete his resume.
This should seriously alert - the job seeker is unprofessional. He spent the time of the recruiter aimlessly and acted generally rashly, submitting a resume if he eventually abandoned him. And sometimes it can be caused by the fear of exposure.
Summary
The emergence of blacklists of applicants facilitated the selection process for candidates for vacancies, which is why they are successfully functioning, despite their illegality. It is important to understand that not all information in these lists can be reliable, and that, first of all, a person needs to be assessed in person. Judging by the reviews, the lists maintained by associations and unions of employers are the most reliable and reliable, but if you need information about an employee who has come from another field, it is better to use a closed black list.
