How much should I listen to bad "gossip" about a job candidate?
June 13, 2013 1:31 PM Subscribe
I am sitting-in on job interviews for a new position in our department. I can ask additional questions our boss doesn’t pose and I’m being asked for my input. This is a great opportunity, but there is one problem. One job candidate is an acquaintance and former co-worker of a former colleague of mine. Over the years, I have heard a good deal of third-party gossip about this individual regarding his integrity, his chauvinistic attitudes and several other very negative attributes.
I have let my boss know that I have heard some third-party information about the candidate, but that I have never met him myself so I do not have a personal opinion about him. My boss is still OK with my participation and input.
I don’t want to let gossip affect my professional input, but at the same time…what if these accusations are true? I want to go about this the right way and the fair way, but I also want to make sure we find a candidate who is the best fit for our company.
Where do you draw the line at listening to a bad personal reference? Or, how do you determine if the gossip is accurate when you only have a short interview to determine the truth? (I don’t think that’s even possible.)
I have let my boss know that I have heard some third-party information about the candidate, but that I have never met him myself so I do not have a personal opinion about him. My boss is still OK with my participation and input.
I don’t want to let gossip affect my professional input, but at the same time…what if these accusations are true? I want to go about this the right way and the fair way, but I also want to make sure we find a candidate who is the best fit for our company.
Where do you draw the line at listening to a bad personal reference? Or, how do you determine if the gossip is accurate when you only have a short interview to determine the truth? (I don’t think that’s even possible.)
Personally, if I heard from a trusted source over a period of years that a person was "bad" in circumstances unrelated to the job application (i.e., it's irrefutable that the gossip was not just fabricated to sink a person's interviews) I would have no problem taking it into account in the hiring process.
However, I think it's difficult to convey that in a written evaluation of an applicant ("Was good in the interview, but I had heard from Mary that he is a jerk").
But if it's a more tenuous source, just ignore it.
posted by Admiral Haddock at 1:37 PM on June 13, 2013 [3 favorites]
However, I think it's difficult to convey that in a written evaluation of an applicant ("Was good in the interview, but I had heard from Mary that he is a jerk").
But if it's a more tenuous source, just ignore it.
posted by Admiral Haddock at 1:37 PM on June 13, 2013 [3 favorites]
I agree with Sara C.
Maybe you could give a hypothetical situation during the interview and see how they respond. ("How would you handle it if...")
posted by chickenmagazine at 1:38 PM on June 13, 2013
Maybe you could give a hypothetical situation during the interview and see how they respond. ("How would you handle it if...")
posted by chickenmagazine at 1:38 PM on June 13, 2013
Best answer: Thinking back to my own work experiences, I can't recall a time where a negative recommendation like this wasn't right on the money. I guess the question is: is this former colleague of yours somebody whose judgement you normally value and trust? How about the others from whom you have heard third-party gossip about this person?
posted by futureisunwritten at 1:39 PM on June 13, 2013 [17 favorites]
posted by futureisunwritten at 1:39 PM on June 13, 2013 [17 favorites]
"Candidate, we have a corporate culture here at Acme Products that values everyone equally regardless of gender or any other differences. How would you feel about reporting to a female project manager or [other negative attribute-related situation]?" Come up with scenarios that you are concerned about and ask him how he would respond.
posted by headnsouth at 1:41 PM on June 13, 2013 [3 favorites]
posted by headnsouth at 1:41 PM on June 13, 2013 [3 favorites]
I would completely take this information into account, unless you have some indication the gossip-er has some sort of personal vendetta against the candidate. I wouldn't make my entire hiring decisions, but I'd let it factor in like anything else.
posted by craven_morhead at 1:44 PM on June 13, 2013 [1 favorite]
posted by craven_morhead at 1:44 PM on June 13, 2013 [1 favorite]
If there's a significant chance the accusations are true, do you really want to have to work with the guy? At a minimum he's rubbed some people very much the wrong way.
posted by musofire at 1:46 PM on June 13, 2013 [1 favorite]
posted by musofire at 1:46 PM on June 13, 2013 [1 favorite]
It's really not right to discourage this potential candidate from the powers that be based on hearsay. However, you CAN ask pointed questions that may tease out the behavior in question, and then the powers that be can make up their own minds. You never know how the candidate's personality may fit in with YOUR company - he may have struggled elsewhere with the right concoction of other personalities.
FWIW, I interviewed and took my current position knowing that my past colleagues worked with my now peer co-worker. They had nothing but nasty, negative things to say about my co-worker, which made me really hesitant to take the job. I'm so glad I did though because it's my dream job and me and my co-worker in question get along just fine. Back when she was working with them, she was going through a nasty divorce and other life upsets, whereas now, the dust has settled for her.
Different situations can lead to different behaviors from people. Take this into account, but don't let it be a decision maker.
posted by floweredfish at 1:51 PM on June 13, 2013 [3 favorites]
FWIW, I interviewed and took my current position knowing that my past colleagues worked with my now peer co-worker. They had nothing but nasty, negative things to say about my co-worker, which made me really hesitant to take the job. I'm so glad I did though because it's my dream job and me and my co-worker in question get along just fine. Back when she was working with them, she was going through a nasty divorce and other life upsets, whereas now, the dust has settled for her.
Different situations can lead to different behaviors from people. Take this into account, but don't let it be a decision maker.
posted by floweredfish at 1:51 PM on June 13, 2013 [3 favorites]
Best answer: If the people you've heard this from are former colleagues or managers of his, encourage the hiring committee to include those people in the reference check. You're not limited to the references a candidate supplies.
posted by KathrynT at 1:58 PM on June 13, 2013 [9 favorites]
posted by KathrynT at 1:58 PM on June 13, 2013 [9 favorites]
I would actually be much more careful about anything you haven't heard from a first-hand source. It really depends on what is being said and how far from the source it is.
I say this as someone who knows I've had gossip spread about me and things said about me that were demonstrably, factually incorrect. Whisper campaigns do happen.
On the other hand, it would be naive to simply act as if the smoke didn't signify fire.
I think your best choice is to ask some proactive questions and see how he reacts.
posted by tel3path at 2:01 PM on June 13, 2013 [1 favorite]
I say this as someone who knows I've had gossip spread about me and things said about me that were demonstrably, factually incorrect. Whisper campaigns do happen.
On the other hand, it would be naive to simply act as if the smoke didn't signify fire.
I think your best choice is to ask some proactive questions and see how he reacts.
posted by tel3path at 2:01 PM on June 13, 2013 [1 favorite]
I too would be curious about if their "bad" behavior was workplace based, or personal time based. Some people act completely differently in an office than they do out in the world. I think you need to give them the benefit of the doubt.
However, do you check things like online profiles prior to hiring? What is the hiring process? Will you have multiple interviews?
I think the more you can check up on them by having multiple interviews, the more you will get to know how they act in an office environment. You also said that you have heard this information "over the years." This person could have easily changed, or they may not be like that all the time and it's just gathered up.
Personally I wouldn't want my non-work behaviors influencing how people see me in the office, as I am very professional in the office but in my personal life I may do things that aren't office-friendly. (Don't well all do that?)
1) Give him the benefit of the doubt
2) Really examine his work behavior and work attitude
3) Try to ask some questions that may reflect how he might act in the work environment
Finally, you should be doing all those steps regardless of what you have heard about a candidate. You should be doing those steps if you heard nothing, or heard glowing recommendations. Either way they will still need to be a fit for your company and for the position you are offering.
posted by Crystalinne at 2:09 PM on June 13, 2013
However, do you check things like online profiles prior to hiring? What is the hiring process? Will you have multiple interviews?
I think the more you can check up on them by having multiple interviews, the more you will get to know how they act in an office environment. You also said that you have heard this information "over the years." This person could have easily changed, or they may not be like that all the time and it's just gathered up.
Personally I wouldn't want my non-work behaviors influencing how people see me in the office, as I am very professional in the office but in my personal life I may do things that aren't office-friendly. (Don't well all do that?)
1) Give him the benefit of the doubt
2) Really examine his work behavior and work attitude
3) Try to ask some questions that may reflect how he might act in the work environment
Finally, you should be doing all those steps regardless of what you have heard about a candidate. You should be doing those steps if you heard nothing, or heard glowing recommendations. Either way they will still need to be a fit for your company and for the position you are offering.
posted by Crystalinne at 2:09 PM on June 13, 2013
Agree that you should take this seriously if you think your friend has decent judgement about such things, but you need to confirm the info if you can. A combination of scenario-based questions and reference checks should help you do this.
During the reference checks, I would suggest something along the lines of "We are a very diverse organization and it is likely that X will be working with someone of a different gender/race. Do you have any reason to think he would have difficulty in such an environment?"
posted by rpfields at 2:54 PM on June 13, 2013
During the reference checks, I would suggest something along the lines of "We are a very diverse organization and it is likely that X will be working with someone of a different gender/race. Do you have any reason to think he would have difficulty in such an environment?"
posted by rpfields at 2:54 PM on June 13, 2013
Best answer: A combination of scenario-based questions and reference checks should help you do this.
Except that, as a practical matter, they probably won't. It strikes me as highly unlikely that the candidate will say "You know, I think I would have problems working with women"--he'll say, "I find that I can work in any environment, it's one of my strengths, etc." And, for the most part, the references selected by the candidate will confirm he's a swell guy, or--as may be more common in the current litigation landscape--simply confirm his tenure at the company rather than risk the liability inherent in giving a frank assessment (even if true).
As said at the beginning of the thread, I think if you respect the judgment of the person who gave the information, there's nothing wrong in considering that in your assessment. It's just more input into the process.
posted by Admiral Haddock at 3:38 PM on June 13, 2013 [6 favorites]
Except that, as a practical matter, they probably won't. It strikes me as highly unlikely that the candidate will say "You know, I think I would have problems working with women"--he'll say, "I find that I can work in any environment, it's one of my strengths, etc." And, for the most part, the references selected by the candidate will confirm he's a swell guy, or--as may be more common in the current litigation landscape--simply confirm his tenure at the company rather than risk the liability inherent in giving a frank assessment (even if true).
As said at the beginning of the thread, I think if you respect the judgment of the person who gave the information, there's nothing wrong in considering that in your assessment. It's just more input into the process.
posted by Admiral Haddock at 3:38 PM on June 13, 2013 [6 favorites]
I would take it seriously and confirm it independently. If someone is a problem employee, then you'll will hear the same thing from several sources. You want to confirm that the problematic behavior exists in the workplace and you do that by asking employers and peers. Call the references provided and call a few people not on the interviewee's list. You're in the same industry; your boss should be able to find a few independent sources.
If you can't get anyone to confirm that it's a problem, then let it go. A qualified candidate shouldn't be discarded based on an unconfirmed, second-hand report.
posted by 26.2 at 5:48 PM on June 13, 2013 [1 favorite]
If you can't get anyone to confirm that it's a problem, then let it go. A qualified candidate shouldn't be discarded based on an unconfirmed, second-hand report.
posted by 26.2 at 5:48 PM on June 13, 2013 [1 favorite]
Best answer: These reports you've heard are ENORMOUS red flags. It's not unprofessional to take them into account. There's a reason networking is so important in the business world. Whenever a coworker has told me "Oh, I worked with so-and-so at a previous job..." their impressions are always right on the money. If somebody told you candidate X was great, would you treat that as "unsubstantiated gossip" and feel the need to hunt for corroboration?
Also, it's not like "gossip" about how the candidate has bad taste in clothes or something irrelevant. If he has chauvinist attitudes and lacks integrity, well, that is bad. That is going to affect his work performance. You really don't want to work with someone like that. It's like a poison in the department.
I know you want to be fair and keep an open mind, but you don't need to keep your mind so open that people can throw any old garbage in it! If you've heard bad reports from trusted sources, I would take them very seriously.
posted by selfmedicating at 6:13 PM on June 13, 2013 [6 favorites]
Also, it's not like "gossip" about how the candidate has bad taste in clothes or something irrelevant. If he has chauvinist attitudes and lacks integrity, well, that is bad. That is going to affect his work performance. You really don't want to work with someone like that. It's like a poison in the department.
I know you want to be fair and keep an open mind, but you don't need to keep your mind so open that people can throw any old garbage in it! If you've heard bad reports from trusted sources, I would take them very seriously.
posted by selfmedicating at 6:13 PM on June 13, 2013 [6 favorites]
I've run a department and handled hiring in the past. You are very lucky to have this information from a former co-worker of a potential bad employee. The long-term damage from hiring someone like this is immense. I advise you to work to get this individual out of the running as soon as possible. Be truthful with your boss about the situation and everything you've heard, get more information from your friend, connect your boss with your friend so that he can hear the information about the candidate first hand.
You are being entrusted with helping with the hiring process - the most important thing that managers have to do. Use all the knowledge and resources at your disposal to help your boss make the right decision and not bring a bad employee on board.
posted by yoz420 at 8:02 PM on June 13, 2013 [1 favorite]
You are being entrusted with helping with the hiring process - the most important thing that managers have to do. Use all the knowledge and resources at your disposal to help your boss make the right decision and not bring a bad employee on board.
posted by yoz420 at 8:02 PM on June 13, 2013 [1 favorite]
I don't know the circumstances where you got the information, but if you trust the source I would definitely consider it. I'd give it extra weight if the feedback was reluctant - most above board professionals don't like to give bad references so a tepid negative review is usually indicative of a very bad experience.
I was once called by a friend who is a recruiter and got a resume from a former coworker who was among the worst of the worst I've encountered. Rather than relishing an opportunity to drag her through the mud, I suggested he talk to her and assess for himself but that I couldn't personally recommend her. He screened her and she hung herself with her own rope.
posted by amycup at 8:51 PM on June 13, 2013 [2 favorites]
I was once called by a friend who is a recruiter and got a resume from a former coworker who was among the worst of the worst I've encountered. Rather than relishing an opportunity to drag her through the mud, I suggested he talk to her and assess for himself but that I couldn't personally recommend her. He screened her and she hung herself with her own rope.
posted by amycup at 8:51 PM on June 13, 2013 [2 favorites]
If possible, have the first interview with the candidate be with a lower-ranking member of the department who is female and see what they say.
When I was younger I worked the front desk at a tech headhunter. I'm sure many people wondered why they weren't accepted as clients, not knowing that the way they treated me was the beginning of the interview process.
posted by winna at 8:53 PM on June 13, 2013 [4 favorites]
When I was younger I worked the front desk at a tech headhunter. I'm sure many people wondered why they weren't accepted as clients, not knowing that the way they treated me was the beginning of the interview process.
posted by winna at 8:53 PM on June 13, 2013 [4 favorites]
When you say "third-party gossip" is your former coworker telling you what they heard, or what they saw? Did they directly witness the things they're telling you about?
posted by tel3path at 11:23 PM on June 13, 2013
posted by tel3path at 11:23 PM on June 13, 2013
Given the magnitude of what you wrote: Over the years, I have heard a good deal of third-party gossip about this individual regarding his integrity, his chauvinistic attitudes and several other very negative attributes," I'd do everything I could to keep this person from being hired.
Assuming this isn't a niche-y position, feels safe to assume there are other qualified candidates. Why take the chance on someone who stands a serious chance of being a real problem?!
Of course gossip isn't gospel truth, but it feels like there's a minuscule likelihood that someone or some people are making things up, and it's not a short-term thing that might be attributed to someone having a difficult time with a divorce or some such.
Operationally, I've been working for someone who sounds like the person you're dealing with. I could write several hundred words about this person's immensely detrimental impact on the work he and others are supposed to do, morale in his department and beyond, etc.
As people have noted, short of the person being unhinged, some people who are all kinds of f'd up can interview well.
posted by ambient2 at 12:14 AM on June 14, 2013
Assuming this isn't a niche-y position, feels safe to assume there are other qualified candidates. Why take the chance on someone who stands a serious chance of being a real problem?!
Of course gossip isn't gospel truth, but it feels like there's a minuscule likelihood that someone or some people are making things up, and it's not a short-term thing that might be attributed to someone having a difficult time with a divorce or some such.
Operationally, I've been working for someone who sounds like the person you're dealing with. I could write several hundred words about this person's immensely detrimental impact on the work he and others are supposed to do, morale in his department and beyond, etc.
As people have noted, short of the person being unhinged, some people who are all kinds of f'd up can interview well.
posted by ambient2 at 12:14 AM on June 14, 2013
Sounds like he sucks. Fortunately, there are millions of people to hire that are none of those things. Think about that.
posted by oceanjesse at 12:22 AM on June 14, 2013
posted by oceanjesse at 12:22 AM on June 14, 2013
It really depends where the information is coming from.
Do you trust the source(s) of this information?
Are there multiple, unrelated sources? It's not just one person/time?
Are there concrete, specific examples of his attitudes/actions, or is it just 'he is bad'? If there aren't, can you ask for more details?
Are the source(s) of this information also prone to labelling other people with the same problems? Someone who speaks well of most people, and is only saying this about one person is probably worth listening to.
If you think there's even a 50% chance that the gossip is truthful, I'd say it's not worth the risk. The amount of problems a person like that can cause in a workplace, for other people, is far higher than the difference his work might make.
posted by Ashlyth at 4:36 AM on June 14, 2013
Do you trust the source(s) of this information?
Are there multiple, unrelated sources? It's not just one person/time?
Are there concrete, specific examples of his attitudes/actions, or is it just 'he is bad'? If there aren't, can you ask for more details?
Are the source(s) of this information also prone to labelling other people with the same problems? Someone who speaks well of most people, and is only saying this about one person is probably worth listening to.
If you think there's even a 50% chance that the gossip is truthful, I'd say it's not worth the risk. The amount of problems a person like that can cause in a workplace, for other people, is far higher than the difference his work might make.
posted by Ashlyth at 4:36 AM on June 14, 2013
Response by poster: Thank you all so much for your insightful answers. I am taking them all into account as we go forward. The sexism is a very important issue to address as most of our company's executives are female....including the potential boss in this particular situation.
We have been holding interviews and he was a good fit regarding technical skills. We are going to make sure we take the information I've received into account, but try to find out if other people he has worked with have had a similar experience. We will be taking a more extensive look into his past employers and co-workers just to be sure. I work in a large company, but it's a bit of a niche department so I'm hoping we will get some honest feedback.
We also have several other people to interview, so it could all be a moot point.
Again, I really appreciate your help. I think I will take a mixture of the different advice you provided -- taking the information we know into account and trying to find out more from other sources to make sure we are making the right decision.
posted by 3fluffies at 9:08 AM on June 17, 2013 [1 favorite]
We have been holding interviews and he was a good fit regarding technical skills. We are going to make sure we take the information I've received into account, but try to find out if other people he has worked with have had a similar experience. We will be taking a more extensive look into his past employers and co-workers just to be sure. I work in a large company, but it's a bit of a niche department so I'm hoping we will get some honest feedback.
We also have several other people to interview, so it could all be a moot point.
Again, I really appreciate your help. I think I will take a mixture of the different advice you provided -- taking the information we know into account and trying to find out more from other sources to make sure we are making the right decision.
posted by 3fluffies at 9:08 AM on June 17, 2013 [1 favorite]
This thread is closed to new comments.
A bad professional reference should be taken seriously, and "gossip" of that nature is something I'd consider seriously. Like, for example say you know someone who worked with him in the past, and you've heard them say that they were unreliable or difficult or whatever. How is that different from a reference they provided?
On the other hand, if it's something you vaguely know about third-hand from a potentially unreliable narrator, outside a career context? Ignore.
posted by Sara C. at 1:33 PM on June 13, 2013 [1 favorite]