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Message: <blockquote data-quote="gban007" data-source="post: 9420259" data-attributes="member: 56488">Or it may point to a systematic problem with the way you recruit?  Maybe there are flaws with your process, such as relying on someone's ability to interview well, to sell themselves well - yes people should be honest, and from my experience it is clear when they're not, but I know I bring my own unconscious biases through when interviewing / recruiting, and prospective employees will only offer up references that they know will give a good report, not ones who won't  - thus the US laws may be trying to prevent interpersonal relationship problems from effecting someone's ability to get a new job?  Prevent the idea that just because you upset someone in the company you worked for, and whether you did anything actually wrong or not, they won't go 'you'll never work in this industry again'!Thus can you outline why your system of recruiting is superior to industries where everyone is credited and it is clear what they worked on, and not subject to someone's power to say what someone worked on, whether true or not?  And not subject to a one shot interview which can be make or break depending on how confident you are on the day, whether external factors may be giving you a worse day that may come through?  (Kids gave a bad nights sleep the day before, just heard some upsetting news, etc).   Or also seemingly without giving prospective employees any tests of skills to see if despite their poor interview they may be really strong at what the have tried to say they are really strong at, in lieu of credits that would give a clear answer?</blockquote>

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