Is that so? So a financial institution, say a bank, doesn't need
to make sure the person they are hiring isn't a felon, convicted
of theft, embezlement? A medical facility doesn't need to make
sure the person they are hiring isn't a violent criminal or murderer?
Would you hire someone to work at a hardware store you
owned without doing a background check? You'd probably be
the first person to sue the hospital if they didn't do a background
check and you were then mistreated.
I say you run your business and life the way you want to.
Let others run their business and lives the way they want to.
If someone is so upset by the request for a SSN from a
prospective employer, then they can go find a job elsewhere.
It's really that simple.
On Wed, 5 Dec 2012 05:04:16 -0800 (PST), " snipped-for-privacy@optonline.net"
My employer did a full background check on me, even though I'd worked
for them as a contractor for nine months and the contracting agency
had done a background check before they hired me. Anyone hiring
someone to a position of trust is going to run a background check on
prospective employees, if for no other reason than liability.
Oh, we can't have people actually making choices for themselves, now!
They want it to run a credit-check on her - get her credit score.
Either that, or a criminal background check.
Here is what I found on-line:
------------
It might cost you the employment opportunity, but I would write "SSN
available upon job offer" in that space. They will need the SSN if they
do background checks, so you will need to provide it for the background
checks if they make an offer. I would prefer to keep that number safe
until hired, but it is not always possible.
------------
Seeing as this is probably for a teaching job, the SSN is probably
needed for a criminal background check.
Other times, probably for credit check - no employer wants to hire
someone who's a financial basket-case.
By the way, I fixed your subject line.
Employers? OK, libraries, they are not getting my real SSN.
People who have no valid need for my SSN get my phone number with the
2 digit year I graduated from high school in the middle. Easy to
remember but innocuous.
Application, vs. new hire paperwork. It really shouldn't be required
until you are in the process of being hired, not just applying. That
said, in this age of background checks and whatnot, it may be to your
benefit to provide it if you have a name that is shared by others in the
country to help avoid being confused with that person on such background
checks. Legally they are required to inform you if something bad comes
up on a background check and give you an opportunity to contest it, but
a great many employers violate that law.
On Wed, 05 Dec 2012 02:17:45 -0500, snipped-for-privacy@aol.com wrote:
I assume every applicant is employable. I may ask a couple of
questions first, check age if they look young. It takes very little
time to verify.
We lose 25% of applicants when we say we will do a drug test. Many
just turn around and walk out the door. There is no need for me to
keep a file full of potential identity theft for no good reason.
Good idea. A smart employer should realize that an applicant smart enough
to care about securing their own personal data might care enough to protect
company data as well.
--
Bobby G.
Most employers would just think this guy is hiding something or he is
going to be a pain in the ass employee and just throw the application
in the trash.
Or the company you apply to. I've refused to supply such information
very early in the process. I had one recruiter who demanded my
personal information before the first phone interviews, after finding
my resume on Monster. I don't think so! I never heard from him
again. OTOH, I have no problem supplying it on an application.
The fact is that the SSN horse has long escaped the barn.
On Wed, 05 Dec 2012 12:56:42 -0500, snipped-for-privacy@aol.com wrote:
Responsible employers don't ask for personal information they do not
need. They don't take on the risk of keeping it on file. Some states
have privacy laws that require such information to be kept double
locked for security.
On 6 Dec 2012 03:49:46 GMT, snipped-for-privacy@at.biz wrote:
Wrong, many applications do not even has a space for it these days.
http://www.bbb.org/blog/2011/09/should-i-put-my-social-security-number-on-a-job-application /
Remember: Until someone is about to hire you, they have no need for
your social security number. If they say they need it for a background
check, the job offer can be made contingent on a clean report.
The BBB suggests that the safest option for job-seeking consumers is
this: Never provide your SSN on a job application until you have a
verifiable job offer from a company you trust.
http://humanresources.about.com/b/2012/11/12/you-want-my-social-security-number.htm
I would not provide this information on a job application. Keep in
mind, though, that on many job applications, you are signing to
provide permission to check references, do background checks, allow
criminal record checks, and affirming that everything you have
provided on the application is the truth. If you do not supply the
social security number on the application, you will likely have to
make another trip to the company to fill it in, if the employer wants
to offer you a job.
With all of the new laws about guarding employee and applicant
information security, no client with whom I work, asks for this
information until the person is hired any more. No one wants to be
responsible for guarding this information for the year that it would
be accessible in a file.
http://www.shrm.org/TemplatesTools/hrqa/Pages/SocialSecuritynumber.aspx
An employment application should request only information directly
related to an applicant’s ability to perform a specific job. As a
general practice, employers should request SSN information only when
absolutely necessary, e.g., in conjunction with a background check,
completing a W-4, or when enrolling the employee into benefits plans.
This information should be requested separate from the employment
application, and safeguards should be in place to protect and keep
this information confidential. Employers should also implement
procedures for safe disposal of this information once an employment
decision has been made. Some states require security measures to be in
place if applications asking for SSN information are transmitted over
the Internet, or sent by mail when not in a sealed envelope.
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