Being on the other end of the coin (at a previous company we hired someone we shouldn't have, and a proper background check would have clued us in) it comes down to the applicant setting the expection on the part of the employer. Obviously since we do not have the details of whatever potential incident occured we can only speak hypothetically, but I would think the applicant could always work it into the interview "as something I've learned from." Employers, potential or not, are amazingly tolerant of a wide array of behavior and outcomes. The only thing that really freaks out employers is being blind-sided. I run a small operation here, and the only thing I am not able to deal with in my capacity as a manager, are events I am not already aware of. There is nothing more terrifying than that. -geoff Jon St Arnaud wrote: > > A friend of mine asked: > > "Have you talked with any experts in this field on how to deal with > reputation destruction for whistle blowing and about finding the next job > after?" > > Well I haven't blown any whistle nor do intend to (or should I) but the > destruction of my reputation from a company I worked for is pretty clear. > Any possible employer checking my work history that contacts them stops > calling or returning phone calls or emails... > > So has anyone ever dealt with this? > > _____________________________________________ > Free email with personality! Over 200 domains! > http://www.MyOwnEmail.com -- ----------------------------------------------------------------------- Geoff Galitz | "If we treat each other like animals, Research Computing, UC Berkeley | is it easier to forgive?" galitzat_private | Hark Tsui and Koan Hui - Tide and Time -----------------------------------------------------------------------
This archive was generated by hypermail 2b30 : Thu Jul 12 2001 - 12:25:39 PDT