{"id":14250,"date":"2022-02-17T12:37:45","date_gmt":"2022-02-17T12:37:45","guid":{"rendered":"https:\/\/mailinvest.blog\/index.php\/2022\/02\/17\/employers-may-have-a-trove-of-details-on-job-candidates-heres-how-workers-can-control-the-narrative\/"},"modified":"2022-02-17T12:37:45","modified_gmt":"2022-02-17T12:37:45","slug":"employers-may-have-a-trove-of-details-on-job-candidates-heres-how-workers-can-control-the-narrative","status":"publish","type":"post","link":"https:\/\/mailinvest.blog\/index.php\/2022\/02\/17\/employers-may-have-a-trove-of-details-on-job-candidates-heres-how-workers-can-control-the-narrative\/","title":{"rendered":"Employers may have a trove of details on job candidates. Here\u2019s how workers can control the narrative."},"content":{"rendered":"

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But business and legal experts say job candidates are not entirely powerless. That\u2019s especially true during the \u201cGreat Resignation,\u201d when employees are increasingly job-hopping for better opportunities.<\/p>\n<\/div>\n

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\u201cThe pendulum has swung a lot more to employees having power in ways they didn\u2019t have before,\u201d says <\/b>Stacey B. Lee, an associate professor of law and ethics at Johns Hopkins Carey Business School.<\/p>\n<\/div>\n

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So what exactly can employers learn about a candidate, and what control do workers have in addressing any discrepancies or background information that was obtained behind the scenes? Here\u2019s what business experts had to say about some of your burning questions.<\/p>\n<\/div>\n

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What information can employers find on you?<\/p>\n<\/h3>\n<\/div>\n

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How much an employer can find on an employee is entirely dependent on the company, the services they use, the time they\u2019re investing and what they consider to be important. Assume employers know everything and be prepared to shape the narrative, business experts said.<\/p>\n<\/div>\n

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An employer might just double check to make sure a candidate worked at a company for a specific period of time and nothing more. Conversely, it could seek information on a person\u2019s role, responsibilities, work relationships and online presence, as well as publicly available information that could include criminal charges, information about a person\u2019s income, debt, financial troubles or property ownership.<\/p>\n<\/div>\n

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And of course, anything a candidate publicly posts on Facebook, Twitter, LinkedIn, blogs or other personal websites is fair game. That means an employer might discover a candidate\u2019s political views, whether the person has voiced controversial statements or the groups to which they belong.<\/p>\n<\/div>\n

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\u201cWe are living out loud,\u201d Lee said. Employers could know \u201canything.\u201d<\/p>\n<\/div>\n

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Beyond using verification services, employment databases and Internet search tools, employers may uncover additional details by calling a candidate\u2019s former employers. As a result, they may discover dirt about soured employment relationships, project failures, shortcomings or personality conflicts.<\/p>\n<\/div>\n

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What should candidates do if employers discover troubling information?<\/p>\n<\/h3>\n<\/div>\n

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Candidates don\u2019t have to settle for the narrative that employers may create during their research, business experts said.<\/p>\n<\/div>\n

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Workers can drive the conversation by showing proof of their successes to combat previous failures. They can refer to good work relationships to explain how a conflict may have been an isolated incident. Most importantly, they can focus on the growth they\u2019ve had from any previous blips.<\/p>\n<\/div>\n

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\u201cIt\u2019s similar to when someone says \u2018what are your weaknesses?\u2019\u201d says <\/b>Katie Cassarly, senior associate director of career services at Carnegie Mellon University\u2019s Heinz College. \u201cYou want to focus the most on how you are improving and how that adds value to the company.\u201d<\/p>\n<\/div>\n

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In some cases, it may make sense to disclose concerns an employer could run into ahead of time, especially if the employer is calling former bosses, Lee said. Candidates can offer other references who can speak about skills directly related to the new job.<\/p>\n<\/div>\n

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\u201cYou can\u2019t prevent an employer from calling someone,\u201d Lee said. Instead, \u201cI\u2019d say, \u2018If you want a real gauge on who I am as an employee and what I bring this [other reference] is your best bet.\u2019\u201d<\/p>\n<\/div>\n

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Diane Burton, a professor at Cornell University\u2019s School of Industrial and Labor Relations, said candidates should be conscientious about the networks they build and work to maintain those, as they could be valuable when applying for a new job.<\/p>\n<\/div>\n

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\u201cIt is incumbent on you, as a worker, to have references who can verify your skills and tasks even if they are no longer at the firm,\u201d she said. \u201cThis is networking 101.\u201d<\/p>\n<\/div>\n

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What can employers learn about your salary and how can you drive the conversation?<\/p>\n<\/h3>\n<\/div>\n

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The first thing to know is it is<\/i> legal in most states for employers to ask about current or previous salaries. In states such as New York and California, employers are restricted in what information they can request including salary history. But there are still ways they may be able to get those details.<\/p>\n<\/div>\n

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If a conversation leads the candidate to voluntarily offer that information, then it\u2019s fair game. And in some states, employers can ask about salary information at later points in the hiring process, said Mark Neuberger, of counsel at Wisconsin-based law firm Foley & Lardner LLP.<\/p>\n<\/div>\n

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\u201cEven the states that restrict it, a lot of them don\u2019t completely ban it,\u201d he said. The laws are \u201ckind of all over the place.\u201d<\/p>\n<\/div>\n

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Neuberger said that before candidates begin interviewing, they should familiarize themselves with local laws, especially as remote workers look to other states for employment. Most employment laws can be found on state governments\u2019 websites.<\/p>\n<\/div>\n

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Employers may also be able to find salary information via third-party verification services. Equifax said information it provides employers could include income and salary. But the service said only 1 percent of the verifications it performs include salary or income details and some jurisdiction laws prevent prospective employers or background screeners from requesting that information. Consumers can access their employment data reports via the Equifax website, the company said. The report details the data Equifax has obtained and specifies which entities have requested any piece of information.<\/p>\n<\/div>\n

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But candidates can still drive salary negotiations even if their prospective employer has their salary history, business experts said. The key is focusing on the job, the value an employee brings, the market rate for the role and the job\u2019s other benefits.<\/p>\n<\/div>\n

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\u201cIf [the salary for the role] is not posted, the first question is what is the salary range that is budgeted?\u201d Burton said. \u201cSo, flip the question.\u201d<\/p>\n<\/div>\n

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Candidates who have been underpaid in their previous jobs may find salary negotiations even tougher if their employer knows their pay history. But Lee said candidates should remember the value they bring and focus on what the employer stands to gain. Come equipped with references and proof to back up any claims made during the interview, she said. And if salary history continues to come up, they can redirect.<\/p>\n<\/div>\n

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\u201cI would say, \u2018We can talk about the value I made before or about the value I\u2019m bringing,\u2019 \u201d she said. \u201c\u2019I believe I\u2019m worth X amount.\u2019 Then I\u2019m going to slap a serene look on my face, look totally confident and not say another word.\u201d<\/p>\n<\/div>\n

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Cassarly said the best way to be prepared for uncomfortable salary questions is to do the research, craft answers beforehand and even role-play with friends or colleagues to help simulate a real interview.<\/p>\n<\/div>\n

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But experts agree on two things: Candidates don\u2019t have to give up their salary histories. And they should be prepared to respond to salary information employers may have already obtained.<\/p>\n<\/div>\n

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What if a candidate\u2019s information doesn\u2019t match data from a verification service?<\/p>\n<\/h3>\n<\/div>\n

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Sometimes potential employers may find a discrepancy in a candidate\u2019s history, due to simple human error or because the employer stores data differently with third-parties.<\/p>\n<\/div>\n

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If this happens, one option is for candidates to try to find out the official title their employer submits externally and use that verbiage on their resume. Candidates can explain their actual title or responsibilities in the description of their job and potentially avoid slowing down a background check, Cassarly said.<\/p>\n<\/div>\n

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Alternatively, Cassarly says workers should keep a file with offer letters of their former jobs. If any discrepancy occurs, they have documentation to prove that they actually held the title they claim. If employees are on good terms when exiting, they could ask their former human resources department or supervisor for written confirmation of their role.<\/p>\n<\/div>\n

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Lee said candidates can also turn to external sources for verification. For example, did candidates present at a conference that documented their titles? Take screenshots if your name and title is listed on the company\u2019s website.<\/p>\n<\/div>\n

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If employees have no way to verify their titles, they can point to open source repositories, portfolios of work or even suggest ways to demonstrate their skills.<\/p>\n<\/div>\n

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What should we keep in mind as companies research us?<\/p>\n<\/h3>\n<\/div>\n

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There are some easy things we can do to make sure we don\u2019t run into trouble when applying for a job.<\/p>\n<\/div>\n

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Experts say we should do a simple Google search on ourselves. Is there information we don\u2019t want out there? Can we control that? Similarly, what does our social media say about ourselves? Are there any current or years-long problematic posts? Is there a website showing off our latest work?<\/p>\n<\/div>\n

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\u201cYou have more control about what information that\u2019s out there about you than you realize,\u201d Burton said.<\/p>\n<\/div>\n

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Candidates can also pull their details from third-party services that offer the capability to see what story it tells, Lee said. Do they have a good credit rating? Do they have gaps in their employment? How do they intend to respond to those issues should they come up?<\/p>\n<\/div>\n

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\u201cThe best way to be prepared is to know what is discoverable by other folks,\u201d Lee said. \u201cIf there\u2019s something [negative] out there, how do I reframe the narrative?\u201d<\/p>\n<\/div>\n

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And though the employer will be looking for potential red flags, candidates should do the same, Lee said. While candidates may not want to confront an employer when they are asking a question against their local laws or digging into details that feel irrelevant, they should use that knowledge when considering whether they want the job.<\/p>\n<\/div>\n

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Finally, candidates should try to avoid putting all their eggs in one basket.<\/p>\n<\/div>\n

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\u201cAre you willing to walk away?\u201d Cassarly said. \u201cIf so, you may have a little more negotiating power.\u201d<\/p>\n<\/div>\n<\/div>\n