Spouse has a job offer but is worried about background check turning up that he lied about being fired from previous job

[Anonymous]

Let him worry
He'll be more careful next time

[Anonymous]

Anonymous wrote:Yes, it will probably be rescinded because they'll tell them when his employment ended (although they may not tell them he was fired for cause).

No one wants a liar working for them.

BIs, unless for the government are generally automated/run, not conducted - like with interviews. So, unless there's something someplace where it says 'reason for termination' , which I don't think exists. It will verify who he is, if he's had criminal issues/convictions, creditworthiness, etc.

Keep your mouth shut until asked.

[Anonymous]

Anonymous wrote:Yes, it will probably be rescinded because they'll tell them when his employment ended (although they may not tell them he was fired for cause).

No one wants a liar working for them.

This seems likely.

[Anonymous]

Anonymous wrote:My spouse was fired from his previous job in April. Shortly after the firing he was recruited via Linkedin for a similar (but slightly better) job and after weeks of interviews he received an offer. This is great as we had assumed it would take him longer to find something, but now it's time for a background check and he is convinced that they're going to rescind the offer once the new employer/background check people call the old employer and find out he was fired. Throughout the interview and negotiation process he has been acting like he still works at his old employer. It started as a "well I don't want to tell them I was fired, I probably won't even get an interview" and it snowballed from there. It's bad that he did that, no question.

My question is for DCUM - do you think they'll rescind the offer when the employment verification component of the background check turns up that his employment with the previous company ended in April? He received severance through the end of May.

He was fired, to put it simply, because he told the truth about some less than stellar data/results and when told he shouldn't do that he refused to lie as directed. He has tons of old colleagues who would vouch for him generally and about the firing situation specifically. I don't know if the new employer will 1) care about the employment dates discrepancy, 2) care but give him a call/chance to explain, or 3) just rescind upon seeing the flag on the background check.

Thoughts?

I've been a part of hiring/firing conversations where things were uncovered during a background check. The short of it is that they might consider keeping you if you are valuable enough (and remember this too: hiring takes a lot of time and resources, it is an investment). In which case they will ask about it. Or they might just rescind the offer. Which one happens depends on, like I said, how valuable the new hire is and how hard it is or isn't to get someone else, and whether or not the folks doing the hiring have patience for this kind of deception.

[Anonymous]

If a candidate told me, after I extended an offer, they forgot to let me know they got fired, I would want to rescind the offer.

I’d just leave it alone and pray.

[Anonymous]

When So was in HR we were instructed to only give dates of employment and nothing else.

[Anonymous]

I’ve lied during job processes more times than i can count. Thus far it has never caught up to me, and my career has progressed nicely. Employers don’t care, why should I?

[Anonymous]

I doubt HR will even notice the date discrepancy.

[Anonymous]

Why did he get fired

[Anonymous]

Anonymous wrote:When So was in HR we were instructed to only give dates of employment and nothing else.

+1. You open yourself up to lawsuits if you say terminated or resigned, if you say for cause or anything else. A good friend of mine is a high level HR exec and even people she fired and despises, she just gives dates of employment. Period.

[Anonymous]

Anonymous wrote:

Anonymous wrote:When So was in HR we were instructed to only give dates of employment and nothing else.

+1. You open yourself up to lawsuits if you say terminated or resigned, if you say for cause or anything else. A good friend of mine is a high level HR exec and even people she fired and despises, she just gives dates of employment. Period.

Employment lawyer here:
A bunch of fu**ing idiots on this board. The fact is that very few companies are going to take the risk of getting sued for defamation for giving a bad reference. (Give my client a bad reference and I'll cost your company $1M in legal fees, and that's if you win.) Companies don't care that competitors get stuck with their rejects. Former employer will probably just confirm title and dates of employment.