Should my personal experience affect someone getting a job?

Jestified

… I would hate it if she made someone else feel uncomfortable as she did me and that person feel unhappy as a result, knowing I could’ve have had some influence in preventing it.

Scorpio33

I would mention something only when asked. It would be out of turn (IMO) if you said something without being asked.

I would also state what you feel, but that it was years ago. Don't say why or go into stories about how you come to your perception unless asked.

At the end of the day, you are not the one hiring, it is up to the hiring manager. So don't say if you would hire or not - it is their call to hire or not, not yours.

The other thing is that it is possible that they would still hire her and therefore you may see her on a daily basis. In this case, you would need to try and avoid her if possible, but if not, be professional about it.

TBagpuss

the one-off incident doesn't sem too egregious to me. You had both ben drinking, she asked you a question which you chose to answer, and she was open in saying that she has been misinformed. Why assume it was she ho lied about what the manager told her, rather than considering whether he lied to or misled her? (also, you mentioned that you havd both ben drinking - are you 100% confident asa to exactly what she said, and whether she specifcally mentiond being told a figure or whether it was more general or vague?

It sems to me that in that scenario and issuesyou might would be with your linemanager, for having (possibly) discussed your salary with her (and bear in mind that the options are not 'he told her or she lied about it', they may also include 'he gave her general information (e.g that you were near the top of your band / had been good at negotiating your wage) and she misinterpreted it.

Her asking you was not a beach of confidence and her naming the line manager was not necessarily a breach, if he chose to talk to her about other employeessalaries that if unprofessional of him, but not necessarily of her.

Also, both you and she were, at that time, relatively new both to the specic firm and to the workplace more generally.

I don't think it is unreasonable to suppose that you have both matured and both have a better understanding of workplace ettiquette these days.

If there are other specifc incidents you are aware of then by all means let your collegaues know, but do bear in mind:

- unless they have similar insight into the other candidate, this doesn't make the person you knew the waeker or stronger candidate, just someone they know a little bit more about
- Are you judging her fairly against other emplyees / collegues (I mention this becuase you specifcally mention 'gossip' and 'stirring' - obviously those are not good traits in an employee, but they are also accustions which are far more commonly made against women than men, it's a bit like the isue of 'bossy' vs. 'assertive' - looking inot whether you are being underpaid compared with a more junior collegue isn't stirring or gossiping, it's a way of addressing a valid concern.

So do think about any specifc examples you *personally* witnessed. Consider mentioned them to your collegues so they can judge for themselves.

e.g. "It's ben 8 years and we didn't work closly together. I recall one incident when she asked me about my pay as she was concered she was being underpaid. We'd both ben drinking but my impression was that she had been given information about my pay by our line manager. I felt that she had been indiscreet to tell me that he had shared than information with her. "

However, I would be very reluctant to make comments which are likely to mean that she won't be offered the job unless you have something solid .

Be honest, but stick to what you know.

In terms of the gossip you could say (if it is accurate) something like
"I knew her 8 years ago when we were both fairly fresh out of university. As I recall, she had a bit of a reputation as a gossip but she was good at her job" (and think about what she gossiped about - did she kep things confidential if required to do so? There is a huge diference between someone who talks about their coworkers and someone who doesn't keep confidential business information confidentail when required to do s.

shortcrust

I can't really see what this woman did wrong, especially as it was in the pub after a few drinks.

gettingtheresometime

I think the incident that the OP describes could have been put down to too many drinks being enjoyed.


However as the OP has, in later posts, gone on to say that this was a character trait that the woman displayed when sober would put me on guard of - effectively - giving her the casting vote.


I'm not sure what industry the OP works in but in OH's industry, employers do ask other people's opinions of candidates and whether they are likely to fit in to their organisation.....in fact OP do you think this is the subliminal question you are being asked?

bugslet

Not that I'm suggesting the Op would be anything but unprofessional in her dealings were this person to be hired, but as a manager, if ( and I realise it's a completely different job), I have two truck drivers to choose from and one of my current drivers says I used to work with him at Jims Trucks Ltd and he was difficult/stirrer/whatev, that's fine by me saying that. I don't want to find out after I've taken someone on that there is history between two employees, it's not worth the hassle unless one driver was particularly outstanding.

I take the view that you actually never know what someone is like until they are taken on, information is useful and it may turn out the marginally less preferred candidate turns out better than expected.

lincroft1710

If when asked a question you answer to the best of your ability and as truthful and as unbiased as you can be, then nobody can accuse you of trying to influence or persuade the questioner to do something which impacts on another person's career prospects.

dcouponzzzz

I've worked with two people in the past who qualify as gossips, and its a thoroughly uncomfortable experience. In my first week I was told that my manager and most of the team go out on nights out and take all kinds of drugs, and various other caveats about their personal lives including affairs.

That kind of thing has no place in business. Despite how farfetched a rumour might seem, it still niggles at you when you interact with the subject of the conversation.

Personally, I'd provide a comment along the line of 'they're perfectly capable of performing in the role in question, however during my time working with said person the line between professional and personal questions and information shared about other personnel was blurred. This may not be an inhibiting factor in the hiring process, in which case I would recommend her for the role.'

sangie595

So... An interview panel breaches confidentiality to discuss the interview and potential appointing of a candidate with somebody who is not involved in the interview process at all. They ask for gossip about her. You are considering giving them gossip about her. Gossip that is eight years old. What was it you said you don't like about her? She gossips? Sounds like she might fit right in! Rumour and gossip should not play a part in the interview process. If she does not fit into the culture or work ethic of the organisation, then that is something for her manager to resolve during her probation. That is what probationary periods are for. It is clear that you personally dislike her. Whether or not that is justified is not relevant - you are allowing your opinion of her to color your judgement.

I would personally decline to answer such a question. "I recall her vaguely being competent, but to be honest it was a long time ago, and we were colleagues - I didn't manage her. I'd say that you need to rely on your opinion of her interview and references rather than a decade old memory".

-taff

sangie595 wrote: »

So... An interview panel breaches confidentiality to discuss the interview and potential appointing of a candidate with somebody who is not involved in the interview process at all.

I've been asked before what my opinion of ex-colleagues were when smeone I knew [ I work in an industry that is quite small] was interviewing for a position. I told them how I'd perceived them.
The same has been asked of me, when I was being interviewed.

The questions were usually involved around would the person fit well in a team, nothing about thir abilities to perform the role.

I don't see that as a probem at all. You ask a question of the person best placed to answer it.