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By William N. Rudman May 31, 2006
  • 17159

    While the article certainly highlights a common practice impacting the hiring and ultimately the performance of an organization, I believe there should have also been mention of the reverse, whereby applicants do not receive honest or accurate recommendations due to manager/supervisor shortcomings.

    The tone of the article is that managers/supervisors are infallible as professionals and human beings. The reality is, asking about the performance of an employee from a manager/supervisor who is incompetent, petty, or who has ulterior motives, is equally ineffective and damaging.

    Unless you know the person(s) you are requesting information or a recommendation from, the response you receive can be counterproductive to bringing on qualified personnel.

    MJ Basso Posted June 5, 2006 10:45 AM
  • 17075

    Some years ago I worked in an agency where this frequently happened, especially for support staff. But it also occurred in reverse. That is, managers gave average evaluations to their good people so they wouldn't be at the top of the rankings when they applied for jobs elsewhere within the agency. Needless to say, the good people found this extremely frustrating and doubled their efforts to get out of that organization. Hopefully, that practice hasn't continued.

    GovExec.com reader Posted June 1, 2006 9:25 AM

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