Is there anyone hears about "HireRight.com"?

I wouldn't. But you're way off-topic at least in two of the three newsgroups to which you cross-posted.

V

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This is normal information which virtually any employer worth working for will ask for before offering you a job. Normally references won't be taken up until they have decided they want you. There is a privacy-destroying element to modern life. Unless you want fame as a martyr, the best thing is to just accept it.

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I have never been asked to give this information before being offered a position.

I would never give this information before bring hired.

What country are you in ??

This is personal information that is not necessary to know if I can do the job.

After being made an offer, I have been asked for a background check, but I still got the job before they asked for it.

donald

I've never been required to give any of the above information, other than what's found on a typical résumé, before they had made a tentative offer. Typically such an offer is conditional on a successful background check, reference check, etc. and comes _after_ all interviews are completed.

I would turn the company down on privacy grounds unless you're desperate for a job, have no other opportunities, and are fairly sure they'll hire you after they get the info. Those factors tend to be mutually exclusive, though...

S

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Stephen Sprunk      "Those people who think they know everything
CCIE #3723         are a great annoyance to those of us who do."
K5SSS                                             --Isaac Asimov

Before we get a pointless rant from may people

Dick,

1 Which country is this job in? 2 What nationality are you? 3 Are you a permanent resident in the country? 4 What industry is the job in?

In the UK there are several companies that will ask a LOT more than you have indicated *before* any interview. However it is not the norm.

For most permanent jobs they will want career history with dates etc also your education/ qualifications.

Contract work tends to be a little different.

In article , dick writes

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Fair enough, this should be on a CV.

I would not normally give this until *after* an interview.

This is of no conceivable relevance to an application.

And this (from a UK point of view) is just prying. NI number is something they'd get *after hiring*. Visa maybe if a candidate needed a work permit.

Sounds spooky to me.

pete

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pete@fenelon.com "how many clever men have called the sun a fool?"

In article , Chris Hills top-posted, now corrected:

When you are -considering- someone, you don't need their Social Security Number or driver's license number. From what I gather as a non-EU resident, the EU databank privacy laws would block collection of that level of information until it was actually needed.

Isn't there a rule something along the lines that to collect that kind of information, that the collecting organization's databank number must be presented first?

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  Prototypes are supertypes of their clones.           -- maplesoft

Pretty much anything that attempts to establish the age of the applicant is downright illegal in the US under age discrimination legislation.

So all that about employment dates and education dates probably can't be asked. Asking birthdate is a complete no-no.

Brian

In article , Walter Roberson writes

Not as far as I know. Though it is not usually asked for until later in the process

No. Or at least not that I have come across.

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It would seem that "HireRight.com" is createing a database of people. They are asking questions that many may feel required to provide, so the employer does not have to.

Even their web site (HireRight.com) states what they want:

"On-Demand Employment Screening Solutions" "Built for Speed, Efficiency and Control"

I am sure the control part is what they are selling.

donald

No, discriminating against people on the basis of age is illegal. Asking someone's age (or various other things) can create the presumption of discrimination, but it's not illegal per se. It's also required by law to establish that the person is not a minor, and they must present various documents (at least one of which will show a birthdate) to complete the I-9 form. However, if an employer doesn't want to get in trouble with the EEOC, such things are only asked _after_ they indicate the intent to hire (and definitely not at all if they don't intend to hire).

Believe me, I've had several day-long classes on what is and isn't okay to ask/say at various stages in the hiring process... For instance, you can't ask someone if they have kids, but you can ask if they can work certain hours, travel on short notice for extended periods of time, etc. -- stuff that legitimately affects their ability to do certain jobs.

It's a moot point anyways, since you can almost always guess someone's age based on the information they provide voluntarily in their résumé. Not that I care, but it's usually pretty obvious.

S

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Stephen Sprunk      "Those people who think they know everything
CCIE #3723         are a great annoyance to those of us who do."
K5SSS                                             --Isaac Asimov

A big problem is that if X company hire me and they use "HireRight.com" to check my background, then "HireRight.com" can records all information they obtain from X company.

And I want to let you know that I cannot ping "HireRight.com".

ping hireright.com PING hireright.com (216.154.252.83) 56(84) bytes of data.

--- hireright.com ping statistics ---

218 packets transmitted, 0 received, 100% packet loss, time 217313ms

Shall I call FBI?

Stephen Sprunk wrote:

-9

OC,

't

ot that

Please do not top-post. Your answer belongs after (or intermixed with) the quoted material to which you reply, after snipping all irrelevant material. See the following links:

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The same can be said of any of the hundreds of companies and thousands of private investigators that do background checks. The only difference in this case is that you're being asked to give up your privacy _before_ they make an offer or even interview you. Any other company would do the same thing later in the process.

It's hardly a crime to have a firewall; it's common sense.

S

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Stephen Sprunk      "Those people who think they know everything
CCIE #3723         are a great annoyance to those of us who do."
K5SSS                                             --Isaac Asimov

This is rather a massive difference, though. It smells of data gathering to me.

Richard

And this is exactly the lie down and die attitude that allows them to do such invasive searches prior to an interview.

I once was asked for a huge amount of information prior to an interview including *medical* info which is entirely illegal in the US. I said I would not give them medical info and pointed out that it is illegal. They then called me in for an interview without it. So clearly they were aware of the possible issues and were willing to work with anyone who objected. Likewise I did not give up any other info *prior* to an offer with the understanding that an offer would be conditional on a clean report.

That is the real reason they want the info *prior* to an interview. Then if they don't like anything you don't even get called in and you have no potential case for hiring discimination. Once they make an offer and withdraw it, you could pursue a case against them.

I have had the same concerns with drug tests which used to be done at the interview rather than *after* you were hired. My concern was always about my rights to appeal the tests. I know I don't use illegal drugs. I also know that *NO* biologial test is ever 100% accurate. So I want to be able to dispute the test result if it comes back positive. Likewise I want to be able to chalenge or at least know about anything negative on an investigation. You will never get that if it is done *before* you get an offer.

So don't lay down for them when they want to invade your privacy and take away your right to be informed of problems in an investigation. Politely explain your concerns and let them make a decision if they are going to lose a potential employee. Trust me, I know that it matters to them.

Will you get a grip??!!! All the crap that goes on in a newsgroup and your only interest in this discussion is that the guy not top post!!!

I am making two rules right now...

You can not complain about top posting unless you are actually making a post relevant to the thread.

Sigs are not allowed to be written in reverse order so as to show how F*&%ing Stupid top posting is. That is like F*&%ing for virginity! (not that you did either of these things) ;^)

My concern is not that the data is gathered, but that I have no right to inspect and correct the data or evaluate the sources. Personally I feel you should also have the right to know *exactly* how the data will be used. If I am providing access to my economic data, then I would like to know what they would be looking for to disqualify me from employment. If I am using 10 credit cards will that keep me from getting a job? How about if I had a foreclosure 5 years ago on a mortgage that I couldn't pay because I was ill and not able to work? Why would a company want my *medical* data that they are not allowed to evaluate???

But you can complain about complaints anytime?

The subject line of this thread is off topic for all newsgroups to which it has been cross posted.

I don't like top posting either.

Results 1 - 10 of about 83 for "top posting bastard".

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pete