Dismissal and reference

ChasingtheWelshdream

I have read this thread with interest, as I am responsible for vetting new employees for a large public sector organisation. These checks are generally completed after someone has been successful at interview, and the offer of appointment is conditional on satisfactory pre-employment checks - of which references play a large part.

For the OP's benefit, this is what would happen should an applicant with the same background apply to us. This is not simply my opinion, but my bread and butter from a HR perspective. 

We expect a full employment history and referee details of the most recent employer - sometimes many more employers depending on the role and required security clearance. If this is information is not supplied on the application form, we request it. Any gaps in employment must have a satisfactory reason provided in writing. If an employee is subsequently found to have lied (eg to hide a previous job), they can, and would most likely be, dismissed for gross misconduct. 

On the same line, it has happened that applicants take on a couple of short-term temp jobs so that they do not have to include their most recent employer. This does not stop us asking for additional references if we deem a previous job relevant to the role.

Should the applicant not be forthcoming with the referee information, we are instantly alerted to a potential issue. We would not approach a previous employer without permission, but we would also not proceed with the job offer until we are satisfied. This includes ensuring the referee is suitable (eg not just a 'work mate') and that our specific questions have been answered - including reason for leaving.

This reference is then cross-referenced against the application form. I can say - from experience - that if an applicant has put 'resignation' and the reference says 'dismissal', the job offer would be withdrawn for dishonesty.

If however, the applicant had already stated they were dismissed, this would have been discussed at interview, flagged up and we are far more likely to continue with the job offer.

Many companies do provide simply a factual reference, which may - or may not - be taken at face value. Much of that depends on the job on offer, the applicant's employment history and the type of company that supplied the reference. We always attempt a follow up conversation to gauge if there is any cause for concern. It's often easy to tell, even if not explicitly disclosed.......

Dismissal on it's own does not preclude working for us. Everyone deserves a second chance and each case is taken on merit. 'Bad' references are always looked at in depth, with further referee and applicant discussion. Many people have had dodgy references and gone on to have successful careers with us (safeguarding concerns not withstanding).

What does make a difference, is how honest the applicant is. Any hint of dishonesty/hiding/economical with the truth means we would not employ.

As employers, we are not looking to catch people out. But we do expect all employees to be truthful and act with integrity.

OP, depending on how far down the line your partner is, he really should be upfront before it gets too far.

I hope that helps a little, it's not meant to preach but shows what happens in many organisations. 

Whatever happens, good luck. :-)