Fight Dirty Hiring Tactics

By Zimmerman, Eilene | Workforce, May 2001 | Go to article overview

Fight Dirty Hiring Tactics


Zimmerman, Eilene, Workforce


COVER STORY

Unethical recruiters resort to lies, theft, and bribery to woo away your employees. Here are the tools you need to stop them.

With unemployment holding steady at about 4.2 percent, many recruiters scrambling to fill open positions have moved beyond the gung-ho, to the flat-out dirty Lying, intimidation, stealing, and bribery are par for the course. Recruiters are flocking to pricey Internet courses that teach a kind of "legal" hacking, using sophisticated, little-known search techniques.

But there are ways of protecting yourself by closely controlling how company information is given out, and by whom. Procedures for verifying a caller's identity should be developed, and private corporate information on the Internet should be kept securely behind a firewall, a locked cyber door that can't be opened simply by using the right search terms.

In the roiling sea of contemporary recruiting, one of the first ethical standards to go is honesty. Phone misrepresentations are commonplace. Kevin Wheeler, president of Global Learning Resources, Inc., in Fremont, California, says he knows recruiters so adept at creating a false identity that they can delve four or five levels into a company to obtain information.

"I know a recruiter who has called companies saying he's with the Larry King Show. He says, 'We'd like your CFO to be on our show; can you spell his name?' It's amazing, but he gets all the information he needs. And the CFO's secretary would probably send you her boss's fourth-grade report card if she thinks you're from Larry King."

In highly competitive fields like information technology, science, and engineering, some recruiters are willing to do almost anything for the personal profits that come with reeling in great job candidates.

John Doffing, founder of StartUpAgent, Inc. in San Francisco, has been interviewing recruiters for six months, as possible additions to his firm, a management team developer for Internet startups.

One recruiter interviewing for a job told Doffing she was working with "a number of great candidates." When he asked if she had met with any of them she admitted she hadn't, although she had called a few. Their resumes were found through online job boards. "She kept referring to these people as her clients," he says, "yet most of them didn't even know they were candidates."

Doffing says some of the recruiters he's spoken with take great pride in being able to scam a mailroom clerk or receptionist into giving out personnel information.

The best way for companies to protect themselves from such intrusions is to establish practices that are communicated to all employees and recruiters, Kevin Wheeler says. "The bottom line is to think, respond slowly, and verify all calls and attempted contacts."

All employees should be trained never to give out information about employee reporting relationships or their contact information unless they are 100% certain of who the caller is and the reason the information is needed.

"Refer all calls of this nature to a single contact person within the organization," Wheeler says. "That person should be a senior level recruiter with experience questioning the caller as to intent and identity."

Dirty tactics aren't limited to deception. Several recruiters interviewed for this story said it isn't uncommon to pay employees thousands of dollars for copies of their companies' phone directories, or to offer a "bounty" to new hires if they bring along others from their former jobs.

An officer at a marketing company, who asked not to be identified, says that while working with another marketing company to service one account, that company recruited-and got-the number two person in her organization. She says they convinced him to break his contract with monetary incentives. "As far as recruiting goes, this was the most unethical thing I've seen in over 20 years.

The rest of this article is only available to active members of Questia

Sign up now for a free, 1-day trial and receive full access to:

  • Questia's entire collection
  • Automatic bibliography creation
  • More helpful research tools like notes, citations, and highlights
  • Ad-free environment

Already a member? Log in now.

Notes for this article

Add a new note
If you are trying to select text to create highlights or citations, remember that you must now click or tap on the first word, and then click or tap on the last word.
One moment ...
Project items

Items saved from this article

This article has been saved
Highlights (0)
Some of your highlights are legacy items.

Highlights saved before July 30, 2012 will not be displayed on their respective source pages.

You can easily re-create the highlights by opening the book page or article, selecting the text, and clicking “Highlight.”

Citations (0)
Some of your citations are legacy items.

Any citation created before July 30, 2012 will labeled as a “Cited page.” New citations will be saved as cited passages, pages or articles.

We also added the ability to view new citations from your projects or the book or article where you created them.

Notes (0)
Bookmarks (0)

You have no saved items from this article

Project items include:
  • Saved book/article
  • Highlights
  • Quotes/citations
  • Notes
  • Bookmarks
Notes
Cite this article

Cited article

Style
Citations are available only to our active members.
Sign up now to cite pages or passages in MLA, APA and Chicago citation styles.

(Einhorn, 1992, p. 25)

(Einhorn 25)

1

1. Lois J. Einhorn, Abraham Lincoln, the Orator: Penetrating the Lincoln Legend (Westport, CT: Greenwood Press, 1992), 25, http://www.questia.com/read/27419298.

Cited article

Fight Dirty Hiring Tactics
Settings

Settings

Typeface
Text size Smaller Larger
Search within

Search within this article

Look up

Look up a word

  • Dictionary
  • Thesaurus
Please submit a word or phrase above.
Print this page

Print this page

Why can't I print more than one page at a time?

Full screen

matching results for page

Cited passage

Style
Citations are available only to our active members.
Sign up now to cite pages or passages in MLA, APA and Chicago citation styles.

"Portraying himself as an honest, ordinary person helped Lincoln identify with his audiences." (Einhorn, 1992, p. 25).

"Portraying himself as an honest, ordinary person helped Lincoln identify with his audiences." (Einhorn 25)

"Portraying himself as an honest, ordinary person helped Lincoln identify with his audiences."1

1. Lois J. Einhorn, Abraham Lincoln, the Orator: Penetrating the Lincoln Legend (Westport, CT: Greenwood Press, 1992), 25, http://www.questia.com/read/27419298.

Cited passage

Welcome to the new Questia Reader

The Questia Reader has been updated to provide you with an even better online reading experience.  It is now 100% Responsive, which means you can read our books and articles on any sized device you wish.  All of your favorite tools like notes, highlights, and citations are still here, but the way you select text has been updated to be easier to use, especially on touchscreen devices.  Here's how:

1. Click or tap the first word you want to select.
2. Click or tap the last word you want to select.

OK, got it!

Thanks for trying Questia!

Please continue trying out our research tools, but please note, full functionality is available only to our active members.

Your work will be lost once you leave this Web page.

For full access in an ad-free environment, sign up now for a FREE, 1-day trial.

Already a member? Log in now.