[BC] Termination

[Dave Cooper]

Our policy is simply to provide confirmation of previous employment and
dates concerned.  It can be difficult if one liked or conversely disliked a
former employee not to make other comments but if the caller presses for
more information, we apologize and simply repeat the above information.  

Lots of times during an interview, I've already decided in short order what
type of individual I am dealing with.  It's easy to tell a BS'er from
someone who has experience.  I get a pretty good "feel" for the basic
integrity of the person in most cases.  Of course, mistakes in hiring are
going to happen.

References are so difficult to gauge from company to company that they're
only good information when they support each other.



-----Original Message-----
From: broadcast-bounces at radiolists.net
[mailto:broadcast-bounces at radiolists.net] On Behalf Of Douglas B. Pritchett
Sent: Wednesday, April 25, 2007 5:31 PM
To: Broadcasters' Mailing List
Subject: Re: [BC] Termination

In this litigious society, that can also be problematic. For instance, 
should the individual turn out to be inept, crooked, or otherwise 
unqualified, the new employer may have a claim against his former 
employer for the embelished reference. Dates of hire and departure and 
position held are legally defensible and easy to provide.

-- 
Douglas B. Pritchett
Fort Wayne, IN (really, don't laugh)
wbzq1300 at verizon.net


Alan Alsobrook wrote:

> If the person in question is still employed and just happens to be 
> looking to get away before the axe falls, look out for glowing 
> recommendations from a current employer. :)

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