Advice on employee please

Uncertain

Savvy_Sue wrote: »

Oh yes, I get that, but I'd call it more of a character reference. I'm just thinking how you respond to specific requests including "why did this person leave, would you employ them again?" I know you send the agreed reference, but it just seems to me that if you don't flag up the issues wrt actually doing the job / following instructions / learning how to do things, then there's a danger of this cycle being repeated, UNLESS the person self-regulates what they apply for fairly carefully. Which isn't always possible.

I just remember having someone on a kind of apprenticeship: it became apparent that they had learning difficulties, and despite the best efforts of several of us they were never going to become competent enough for our company.

The problem with any agreed reference is that the employee has either to trust their former employer or the CA needs to be tied down (as many are) so that they cannot provide any information at all beyond the agreed form of words without the employee's specific permission.

To some extent this all depends on who has the stronger hand when the CA is being negotiated. Some employers will agree to virtually anything as long as it doesn't cost them money whereas others will be more principled!