We live in a world where organizations are constantly trying to obtain our personal information for various purposes, which we may or may not be OK with. Portions of the job application and interview process can be nerve-wracking because they involve some of that same information.
Below, we’ve created a guide to help you handle this transitional process. We’ll discover how to protect yourself from bad actors, what to include in a cover letter, when to bring up personal matters—and when not to.
Be Aware of Identity Theft Scams
At some point during the hiring process, you will need to share sensitive identifying information with your employer. This may include your full legal name, mailing address, a government ID such as a driver’s license or passport, your date of birth, and your Social Security number. Once hired, you may need to supply your bank account number for direct deposits of your paycheck.
This information, of course, is the same information that bad actors can use to steal your identity. Because of this, you should take some precautions early on in the application process to make sure you’re interacting with a legitimate business and not a scam artist.
You can protect yourself from scams when applying for jobs online by asking yourself the following questions:
- Where am I applying? It’s safest to apply on legitimate job search websites or the company’s official site. Be cautious of links you receive in an email or text message, especially if they are unsolicited. Examine the URL and the webpage itself carefully. Unusual spellings or typos could indicate a fraudulent site.
- What do I know about the company? If you’re unfamiliar with the company, do your research. Can you find a physical address? Do they have a website? What does the Better Business Bureau (BBB) have to say about them? Is there any internet chatter about hiring scams?
- Who contacted me? If a recruiter reached out to you, do your homework. If it was on LinkedIn, check the company’s page. How long has it been in use? Is all the information filled out? If it was by email, do they have a legitimate company email address (as opposed to Gmail or something similar)?
- Is it too soon? Are they asking for sensitive information before they’ve made you an offer?
Put Your Money Where Your Mouth Is
Some job listings include how much you can expect to make per hour or year, but others don’t. You might be anxious to get to the details of your salary but don’t rush it. Wait until you receive an offer or are prompted to comment on your expected salary.
In the latter case, try to be vague and describe a wide bracket. In this way, you retain the ability to negotiate later. You also won’t undercut yourself by proposing a very low salary or cause the hiring manager to move on to another candidate because your expectations are too high.
If It’s Personal, Keep It Concise—Or Don’t Mention It
There are certain things that you don’t have to announce. For example, you don’t have to advertise that you were fired from your last job or that you have a criminal record. If you’re asked about these things, be honest, but keep your answers short and concise. Don’t overshare.
Similarly, you may have a disability for which you will need some accommodation. You might have a career gap due to a personal tragedy or challenge. Or, you may have religious obligations or special circumstances that require flexibility or accommodation.
In any of these cases, consider carefully how much information is necessary. In the workplace, less is often more when it comes to sharing personal details. Communicate enough to explain the situation and request the assistance you need without oversharing.
Finally, keep in mind that you don’t need to talk about anything unrelated to the job during the hiring process. Your employer doesn’t need to know your age, health concerns, hobbies, marital status, religion, sexual orientation, or ethnicity.
Information About Previous Employers
At times, you may be asked about confidential or proprietary information concerning a previous employer. Sharing confidential or legally protected information could have legal ramifications.
Additionally, the interviewer may pose such questions as a test of your integrity. If you’re willing to protect a previous employer’s assets, you can be trusted to protect theirs—and vice versa. If you spill the beans, they will assume you can’t be trusted.
When asked about confidential matters, you can safely respond by confirming your association with the matter and then stating, “But the details are confidential.”
It can also be tempting to speak negatively about previous employers. Resist the urge. Doing so could reflect poorly on your attitude and work ethic.
Key Takeaways
The hiring process can be stressful, but when you think through how to handle your own personal information and that of previous employers, you’ll go into your interview feeling confident. You’ll also make a good impression and be that much closer to landing the job you want.
