Hi there! Since you asked the candidate a general question regarding conducting investigations, it sounds like she didn’t need to divulge as much information as she did. Sharing the results is somewhat concerning, but if she went out of her way to not mention any names or specific details that could put those involved in the case at risk of breaching their privacy, I do not think she has committed a breach of privacy. However, I would consider if you want to hire someone who is so willing to share such sensitive information and how that may impact your own company in the future.
We also need to understand the candidate’s perspective – she may have thought you wanted more information to prove the validity of her work experience, especially in regards to specifically conducting investigations. You may want to be more thoughtful with your questioning going forward and request that they not share any specific details or outcomes so you don’t find yourself in a sticky situation. Since I don’t know which jurisdiction your are writing from, which questions you asked during the interview, and the breadth of the details this candidate shared, you can also contact the previous employer (especially if they are listed as a reference on her resume/cover letter) and ask what their confidentiality agreement states to see if she was within her legal rights to share that information. It is always a good idea to check references and previous employers before hiring someone, especially if they speak negatively of a past employer or share information that may be deemed sensitive.
If you think this candidate is the right fit for the role and just had a brief lapse in judgement, check out our posts about employee privacy breaches to make her more aware of what information she is allowed to share and protect your own information and privacy in the future.
Thank you for your question and best of luck during the hiring process!
-HR Insider Staff
