Human Resources FAQ

[Comage]

Can you tell us more about this "Do Not Hire" list? How does it actually work? You mean all the HRs in SG (and beyond?) have a shared list in some portal/platform where they can just key in a name and find out whether to hire a person or not? Or is it just based on their own personal/professional clique/network to hear say hear say about a certain person and then they make their own guesstimate?

Zetman has explained it very nicely below - this is not an "official" list, but word of mouth through my personal contacts (and whichever hiring manager's personal contacts).

There is no list in among HR to blacklist ppl. but if the industry is small enough or if the hiring manager has a wide enough network, it doesnt take much for words to get around on this employee. If i see a candidate that has previously worked in a company that my contact is in, I can give a quick call to do a bit of sensing. U have no idea how many job opportunities were killed off silently in the background through this kind of communication in the network behind the scene.

Here is a bummer.

you cant. and most of the time u dont, you can only place ur trust on the person u check with.

Like you say, there is no angle to verify the agenda of the person that is providing u feedback. For all u know, they could based their response through their interaction or hearsay. So this highlight a few important factors.

1. the person whom we reach out in our network is important.
2. how u behave and ur reputation in a company matters. the people we call for feedback might be your colleagues whom have work or not work with u before. there will be no opportunity for you to explain ur situation. so dont be an ******** just to get things done, it can come back without you knowing it
3. While you cant be a crowd pleaser, you shouldnt be a major douchebag either.

Thank you Sir @ZETMAN - exactly what I would have said.

Word of mouth is not always a good source of information, you'll never know what sort of agenda the person saying it actually have. How do you fact check and verify the accuracy of such claims?

You are right here - word of mouth is "not always a good source". But if anything weird comes up, I will simply strike the guy off the list and move on to the next one without any bad testimonials.

I mentioned this briefly in one of the earlier pages in this thread, I believe - some people didn't like it and said "this is illegal!".

But honestly, as a hiring manager - I do not care, and I know there are many other hiring managers out there who do not care about the legality of this as well. There is no way to track and trace such things at all.
Every hiring manager wants to get a good and capable guy into their own team; no hiring manager wants to hire someone with a bad reputation that is going to resign/leave within a few months' time, or add trouble to the team by becoming a liability.

I have, in the past struck candidates off the list when upon checking with his/her past colleagues, for the below reasons:
- The guy sometimes comes to office late, reeking of alcohol stench
- The guy was terminated from his position in one of his previous companies
- The guy once pulled a no-show when an interview was arranged

If you are a hiring manager, and you hear the above - would you still be interested to interview the candidate (amongst all the dozens of applicants) - and hire him/her, just to "see for yourself and believe" the accuracy of the claim from your own network/contacts?

Look at it this way - if you want to buy a product for your own use, do you look at the hundreds of good reviews? Or you zoom in to the bad reviews and make your decision from there?

Of course, if you're working in a blue-collar job like a factory line worker - then it doesn't really matter...

 

[ZETMAN]

Zetman has explained it very nicely below - this is not an "official" list, but word of mouth through my personal contacts (and whichever hiring manager's personal contacts).



Thank you Sir @ZETMAN - exactly what I would have said.

You are right here - word of mouth is "not always a good source". But if anything weird comes up, I will simply strike the guy off the list and move on to the next one without any bad testimonials.

I mentioned this briefly in one of the earlier pages in this thread, I believe - some people didn't like it and said "this is illegal!".

But honestly, as a hiring manager - I do not care, and I know there are many other hiring managers out there who do not care about the legality of this as well. There is no way to track and trace such things at all.
Every hiring manager wants to get a good and capable guy into their own team; no hiring manager wants to hire someone with a bad reputation that is going to resign/leave within a few months' time, or add trouble to the team by becoming a liability.

I have, in the past struck candidates off the list when upon checking with his/her past colleagues, for the below reasons:
- The guy sometimes comes to office late, reeking of alcohol stench
- The guy was terminated from his position in one of his previous companies
- The guy once pulled a no-show when an interview was arranged

If you are a hiring manager, and you hear the above - would you still be interested to interview the candidate (amongst all the dozens of applicants) - and hire him/her, just to "see for yourself and believe" the accuracy of the claim from your own network/contacts?

Look at it this way - if you want to buy a product for your own use, do you look at the hundreds of good reviews? Or you zoom in to the bad reviews and make your decision from there?

Of course, if you're working in a blue-collar job like a factory line worker - then it doesn't really matter...

quite aptly put. there isnt any benefit or incentive for the hiring manager or the HR to scrutinize the feedback they received simply because in practicality, the candidate/applicant is just 1 of many stranger to them. WHY SHOULD THEY GO OUT OF THEIR WAY TO VERIFY OR DEBUNK THE FEEDBACK.

Moving on, if looking on legality of doing this kind of feedback, of course the HM/HR doing this kind of unofficial background check will need to know who can be reach out to check in on the candidate. Usually I will only ask someone from the ex company but i have seen managers whom reach to the current boss of the applicant because they have a good r/s. honestly sometimes i am disagreeable to this as this may have abit of impact on the current career of the candidate but at the other side of the coin, no company/manager will terminate the employment of a current employee just because they are applying to other jobs.

In addition, if disputing on the legality, it is not illegal to express a personal opinion on someone. Moreover, anyone with some society experience can express their opinion in a manner that will not compromise them. To give an example, for those ppl/contact that approach me to do this kind of feedback, if i have just a casual relationship with the person asking, I will just hint to them that I cant answer in details and gently led them to ask a golden question, if my answer is anything but a resounding positive on the golden question they should know how to read between the lines and draw their conclusion.

On another aspect, If anyone wants to dispute on whether it is moral to do this, then the question should be thrown back to them whether they shld take responsibility for their actions that resulted in such opinions being formed of them. Some of the opinions might be muddied by some standalone incident/encounter but most of them are not.

 

[3XTR3M1ST]

Suddenly got reminded of a popular song by Lady Gaga and Bradley Cooper, but can't remember the title

 

[zerorage]

Any HR expert here can teach me how to file XBRL?

New company director here.

Trying to file my first annual return.

No idea how the current period start date and current period end date works. the XBRL keep having error when uploading....my last annual return was file on 30/04/2023.

Any one can advise how i should put the dates?

XBRL keep coming back with error when i put 01/05/2023 - 30/04/2024

 

[Yuripa]

Any HR expert here can teach me how to file XBRL?

New company director here.

Trying to file my first annual return.

No idea how the current period start date and current period end date works. the XBRL keep having error when uploading....my last annual return was file on 30/04/2023.

Any one can advise how i should put the dates?

XBRL keep coming back with error when i put 01/05/2023 - 30/04/2024

Did you try using the sample template iras provided instead and then configure the dates from there? Also check the top tool bar to ensure you didn't change the formulas by accident.

 

[ZETMAN]

Any HR expert here can teach me how to file XBRL?

New company director here.

Trying to file my first annual return.

No idea how the current period start date and current period end date works. the XBRL keep having error when uploading....my last annual return was file on 30/04/2023.

Any one can advise how i should put the dates?

XBRL keep coming back with error when i put 01/05/2023 - 30/04/2024

shouldnt this be an accounting topic instead?

 

[BuffBuffForevaAttached]

Usual severance package standard is how much? 1 month pay for each year completed is it? How much then you think is acceptable?

If you kena layoff like agoda etc, what things will you try to negotiate? Can ask them don't terminate, just convert to part-time or take indefinite no pay leave?

 

[BuffBuffForevaAttached]

Come and rate my draft letter to help someone layoff her company staff.​

https://forums.hardwarezone.com.sg/...elp-someone-layoff-her-company-staff.7159123/