Q: We have a job applicant who worked for us approximately six years ago. Neither of her former supervisors wants to hire her back. She has applied several times and has received rejection letters, but she keeps reapplying.
How do you handle a former employee who continues to reapply for a job despite repeatedly receiving rejection letters? Mastering HR: Hiring.
The best course of action is to continue to follow your job-posting procedures and treat her the same way you treat other applicants. As with any hiring decision, the general guideline is that you should hire the most qualified individual who will be the best fit for the job and the company.
That analysis involves both objective and subjective factors and enables you to have some discretion in the hiring process.
Not Eligible for Rehire
Those laws prohibit you from discriminating against an applicant 1 because she is 40 or older2 when she is a qualified individual with a disability who can perform the essential functions of the job with or without reasonable accommodationor 3 because of her racenational originreligionsexor any other legally protected status. A rejected applicant can assert a claim of discrimination based on one of those protected classifications, and the employer will be required to explain its hiring decision.
Subjective criteria, such as personality traits, are more difficult to defend and can potentially cause problems. Mastering HR: Discipline and Documentation In this particular situation, it appears that the main reason for not hiring the applicant is her earlier unsatisfactory work performance.
Thus, you have no objective written documentation to support the decision not to rehire her. That could pose a problem if she chooses to challenge the hiring decision. As a result, you should proceed cautiously in any discussions with the former employee.
Supervisors need to understand that documentation can make or break a case. Depending on the severity of the performance issues, the supervisor should consider disciplinary warnings and a corrective action plan. Supervisors need to clearly understand that their failure to document problems can result in liability for the company.
Basic Training for Supervisorsincluding documentation, evaluations, and hiring. The underlying lesson from this question is that if someone meets the minimum criteria or requirements for a posted job, she is free to apply for it.
The employer must appropriately screen applicants to determine which candidate is the most qualified and the best fit for the company. When doing that, you can use both objective and subjective criteria, but you should be able to articulate and establish a legitimate nondiscriminatory reason for choosing one applicant over another. Lastly, failing to properly document poor performance can be costly and create problems down the road. Skip to content HR Hero Line.
Basic Training for Supervisorsincluding documentation, evaluations, and hiring The underlying lesson from this question is that if someone meets the minimum criteria or requirements for a posted job, she is free to apply for it.I hear that man. I was a supervisor at one building then I was transferred to another location because our numbers were bigger than ever at first location.
So go to second location.
No training so I did what I could helped the team came up with ideas to cut time on jobs got a 1. Then 2 days later I was fired cause said I kept running off. Well when your working and getting product for a team of course I was running off to get stock and empty boxes for my team. Fired me cause the lady I worked with dident like me cause I told her she wasent helping me at all no training.
Did not talk to me at all just fired me. So unjustified. How does that work get a raise then fired? Can someone explain that one ro me???? Finding your next job can be tough. In our technology-driven world, applying for jobs online while in your PJs is a convenience that is hard to resist.
But a crucial component of a successful job search involves networking: getting out there to expand your professional contacts and discover opportunities. Setting specific, measurable goals can provide a path to improve your career and achieve certain accomplishments. You can use goal setting when given a certain task or project, or to personally advance in some way. You can set goals towards promotions, creativity, education and many other various ways to improve your life and career.
For busy hiring managers, your resume provides a snapshot of your career and is often the determining factor in whether you land an interview.
If job search is a journey, a stellar resume is your passport. Indeed Community. Preview Exit Preview.Supervisors are responsible for determining whether a staff member is eligible for rehire each time the staff member terminates employment, whether voluntarily or involuntarily, and if any conditions exist that would affect the rehire eligibility process. Staff who leave Duke in good standing break in service from a regular position due to resignation, layoff or, in some cases, discharge and later want to return are eligible for consideration for rehire.
Previous staff who are rehired will not be given credit for prior service for purposes of continuous service date, paid time off including PTO, vacation, and sick leave or eligibility and other pertinent benefits - unless they have left Duke in the last 12 months through layoff status or research staff on active payroll.
"Not Eligible For Rehire"
Once agreement has been reached the supervisor must document and share the decision with the staff member. Human Resources will verify eligibility for rehire before activating the application. The tables below provide examples of reasons for leaving Duke and a corresponding classification of eligible for rehire, not recommended for rehire and not eligible for rehire.
These reasons are not all inclusive. For more information on "eligible for rehire," please refer to the Standards of Conduct and Performance topic in the Workplace Expectations and Guidelines section of the policy manual. Eligible for Rehire: Staff who leave Duke in good standing are eligible for rehire at Duke. Not Recommended for Rehire : Staff who have been terminated for reasons other than serious conduct or behavior violations will be eligible to seek Duke employment after having demonstrated acceptable work performance during the gap of separation.
Not Eligible for Rehire : Staff terminated for serious conduct or behavior violations are not eligible for rehire in any type of Duke employment. Credit for prior service will be granted only when a staff member returns to employment from layoff status within 12 months of departure or research staff on active payroll. Policy Information Policy Number: Job Abandonment quit without notice or ongoing documented attendance issues that have been addressed through the corrective action process to include termination.Forgot your password?
Or sign in with one of these services. I was not able to complete my orientation due to personal reasons that cause me to miss days. My manger told me I was not eligible for rehire. The only thing I can think about is, will this hinder me for getting a job. Should I leave this off my application, should I put it on my application and hope for the best.
So, is having not eligible for rehire a bad thing? Can people still get hire at another jobs having not eligible for rehire at previous jobs? Hmm, I'm not entirely familiar with how that works. However, my thought is that if they specifically told you that you are not eligible for rehire, that you would not be offered a position at that employer.
I feel that, at least for a period of time, it probably would not do much good to reapply at that employer. That doesn't mean your career is ruined, though.
There are plenty nursing jobs and employers to choose from. Having this history could possibly make it difficult to get some of your preferred jobs, but I can't imagine that it would make it impossible to ever get a nursing job, especially if this is a first-time thing for you. Don't fret too much, though I am hoping that others who are more familiar with this terminology can chime in and offer their advice. Meanwhile, I wish you good luck.
No way of knowing without asking. You can ask HR to clarify the parameters, if it applies to that hospital or an entire health system, etc. But I would not count on working at that hospital in any capacity.
Its may or may not be permanent but maybe once you are a nurse they will reconsider you for employment you never know. There are a whole host of things a person can do to ruin a nursing career.
Failure to complete orientation as a PCT is not one of them.
I was in the same position as a student nurse. This absolutely will not ruin your career.Talk about putting you on the spot. When a recruiter or hiring manager from another company contacts you to get a reference on one of your former employees, exercise caution.
Avoid making subjective statements that could potentially land your company in hot water if the former employee feels you ruined his chances for employment. If the former employee is eligible for rehire, leave it at that and don't elaborate on how much you'd love for him to come back.
Conversations like that might cause a recruiter to further question you about your former employee's job performance. In many cases, prospective employers contact the names of references for information about the candidate's work habits and professional traits.
But when a recruiter or hiring manager wants to know about specific qualifications or past performance, he'll usually call the candidate's previous employer to obtain that information.
If you're on the receiving end of one of those calls, be mindful of the amount and type of information you provide. Even well-intended answers can be misinterpreted, so keep your employment verification and reference information factual and brief. To avoid awkward questions about former employees, outsource your employment verifications to one of the many companies in that business.
You could minimize your liability if you simply turn over your employment records to an entity that handles verifications. When your outsourced provider responds to employment verification requests, they can provide cut-and-dried answers to employment questions, saving you the trouble of giving a response that can get you mired in a trap of subjectivity.
If the person who calls for employment verification insists on knowing whether you'd rehire a former employee, stick to company policy. If your company's policy doesn't address rehire eligibility, you could say, "We're an equal opportunity employer, and anyone is welcome to apply for vacancies with our company.
But the selection process depends solely on job-related qualifications, not previous tenure with our organization. Worst-case scenario is when a hiring manager asks you about a former employee you wouldn't dare hire again. Perhaps an employee who was terminated for policy violation or abysmal performance.
Instead of giving an answer that could be misconstrued or too subjective, you could say, "We verify employment dates and salary upon written request. Our company policy does not permit the human resources department or department supervisors and managers to comment on rehire eligibility, based on the fluctuating workforce and staffing requirements that our company has.
Ruth Mayhew has been writing since the mids, and she has been an HR subject matter expert since Her work appears in "The Multi-Generational Workforce in the Health Care Industry," and she has been cited in numerous publications, including journals and textbooks that focus on human resources management practices.
Ruth resides in the nation's capital, Washington, D.Forgot your password? Or sign in with one of these services. Hi, I need some advice for a friend of mine. She has just found out from a nurse recruiter that her last two managers marked her as "ineligible for rehire". In both cases, she did not expect this at all. The recruiter of the same large hospital indicated that this applied only to these managers' respective units and did not preclude her from consideration for other positions in the hospital; however, she hasn't been able to even get an interview.
My question: Can potential employers ask whether someone is eligible for rehire I think, yes, but I'm not sure. Also, this being the case, have any of you been in this position and been able to get your former managers to change this status? If so, how? In my state, at least, former employers are free to say anything as much as they want to about former employees as long as the information is true and there is specific legal protection for employers in the state law as long as they weren't lying or being malicious about what they disclose.
Many most? Usually, the question we get here is are former employers legally allowed to disclose anything more than hire and separation dates and whether someone is eligible for rehire -- I don't think I've ever seen anyone question whether it might be illegal to ask or disclose the "rehire" status. AFAIK, that's a pretty standard thing everywhere. I would be more concerned about WHY they labeled her ineligible for rehire.
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For 2 managers I'm assuming consecutively to do that, something needs looking at. In my facility we have employees that have left us with the knowledge that they will ineligible for rehire and this will be noted in their employee file. The only reasons for ineligibility for rehire that I am aware of is related to disciplinary problems which can be many reasons. Two that I am aware of were disciplinary for fraud and attendance issues.
In both instances the employee was offered resignation instead of termination and was told they would not be elgible for rehire. When HR is doing referencing they will only give start date end date and will answer if ask is the person elgible for rehire and this is a simple yes or no.
Nothing else is disclosed. In elgible for rehire means all depts in the facility not. Your friend should contact HR and ask why they are ineligble. Our managers fill out an exit interview indicating why the employee is not eligible for rehire. So, if it is illegal, how do you go about screening applicants?
You can't ask employers anything except the dates they worked, you call there references and they will give you a good review We are having this problem in our LTC. A facility that I previously worked at did this to a large number of employees when they started.How and why do previous employers discern what is not rehire-able and what is rehire-able?
Can previous employers state this in prospective employers inquiries? Isn't this defamation? From what I understand defamation includes any negative feedback that may harm a person from seeking new employment. Stating a person is not rehire-able would be considered negative.
Not eligible for rehire?
Most employers will not say this due to fear of lawsuits. Therefore what can an employer say about a person that would be construed as "Don't hire this person"?Ellen Reveals She Called the Academy to Help Re-Hire Kevin Hart As Oscars Host
You aren't rehirable if that company would not hire you back. Maybe you had poor attendance, performance, attitude problems, or any number of things. When you stop working somewhere, try to leave on good terms. Don't burn bridges. If your boss was a jerk, and you hated the job, and you want to get out, you should still work like a good worker and put in your two-weeks notice, the more time you give them, the better. Don't list previous employers if they are going to give bad references, no one said you have to put them as a reference.
If companies could not provide negative feedback, hirers wouldn't bother calling them. I am not a lawyer, but I am Hope this helps. Good luck. Saying someone will not ever be rehired isn't defamation if it is true. You aren't stating why it could be something as simple as quitting without notice. Nothing that is the truth is defamation but companies don't want to have to prove it is true. Say it is true that an employee took company property to sell like copper pipe.
They were caught and prosecuted, tried and convicted and did some jail time. Now HR is told to mark the file do not rehire. We might just say the dates they worked and we won't rehire. If we said they were a thief we wouldn't be defaming him because it was true.
Just say anything good that you can think of, for example Satan was the most beauiful angel before he fall to hell. Answer Save. Favorite Answer. How do you think about the answers? You can sign in to vote the answer. Seeker Lv 6. Still have questions? Get your answers by asking now.