1. Can staffing agencies use this site to search for candidates?
Yes, but only if looking to fill a specific position. When contacting candidates, mention up front that you represent a staffing agency and specify the nature of the position you are scouting for. Contacting candidates simply to lure them to sign up with a staffing agency in the hope of a future job is not
an approved use of this site. If your staffing agency charges a fee from job seekers to connect them with an opportunity, or to list their resume, then you may not
use this site to contact job seekers. Marketing your products or services to job seekers in general through this site is prohibited. Once again, if you have a specific opportunity the job seeker might be a fit for, and there is no charge to the job seeker, you may approach them. Our reason for being is to connect job seekers with good jobs, and if you know of a good job and are willing to champion the job seeker to the hiring authority, then we are on the same page. EmployeeBuddy.com reserves the right at any time to ban any user, including a staffing agency, from our site. If a job seeker states that s/he does not wish to be contacted by staffing agencies, you must respect that and delete that person’s contact information and not contact that person again in any way.
2. As a job seeker, do I have to use my real first name to list a profile?
No. You may use your real first name or an alias. When someone contacts you requesting a resume, you can simply let them know you used an alias for privacy, but everything else in the job seeker profile is correct. Use your own judgment regarding sending out your name and contact information. Evidently, HR departments ultimately need that to consider an application they receive, but feel free to withhold that until the point that you are comfortable giving it out and are ready to allow an employee to make a formal employee referral application on your behalf with their employer.
3. I am an employee and I found a job seeker that might fit a job opening at my company; what do I do?
You can use the button entitled Ask for a Resume which can be found in the job seeker’s profile. Introduce yourself and the opportunity and ask to see a resume. After that point, the job seeker can reply directly to your email, and you can continue the conversation by email, outside of EmployeeBuddy.com.
4. What questions can’t I ask of a job seeker?
If not sure whether you are legally or ethically allowed to ask a question of a job seeker, err on the side of caution and don’t ask. Stick to questions about their professional skills, experience and compatibility with the job opening you have in mind. Typical questions that are illegal
to ask of a job seeker are:
5. Can I ask a job seeker for references?
National origin questions:
- Where were you born?
- Are you a citizen? (however, if the job description requires US citizenship you are allowed to specify that)
- What is your native language? (you can ask what languages they speak instead, if the job description requires foreign language ability)
Marital Status / Parental Status / Pregnancy:
- Are you married? Divorced?
- Do you have kids?
- Are you pregnant? Do you plan to get pregnant?
- How old are you?
- How long ago did you graduate from school?
- Are you planning to retire soon?
- What holidays do you celebrate? (you can ask about availability to work on holidays or weekends if the job description requires it, but do not inquire about their observance of a particular religious holiday)
Health / Illness / Disability:
- Are you disabled? (if the job description requires the performance of certain physical tasks, you can ask whether the person can perform them with reasonable accommodation)
- How often do you get sick?
- Are you on any medication?
- Do you plan to leave for duty?
- Can you be called up for duty at any time?
Alcohol / Smoking:
- Do you drink?
- Do you smoke? (when people are not at work and not on employer premises they can use whatever legal product they want)
Race / Gender / Sexual Orientation:
- What is your race?
- What is your sexual orientation?
- Are you male or female?
Reference checking is typically HR territory and it is recommended you leave that up to them. HR has the training and know-how to conduct reference checking in a professional, legal and non-invasive manner. Simply pass the job seeker’s resume on to your company’s HR department through the employee referral procedure specified by your employer, and let them do their job from that point on.