In this special Making Sense edition of Ask The Headhunter, Nick shares insider advice and contrarian methods about winning and keeping the right job, on one condition: that you, dear Making Sense reader, send Nick your questions about your personal challenges with job hunting, interviewing, networking, resumes, job boards, or salary negotiations. No guarantees — just a promise to do his best to offer useful advice.
Question: I viewed an employment application yesterday and I didn’t have issues with most of what they asked for, until I got to the request for my Social Security number. What do they need that for? My thinking is that providing your SSN would only be appropriate if and when you are hired. In your opinion, when would it be acceptable to provide your SSN to a potential employer?
Nick Corcodilos: Employers, like your phone company and gas company, use your SSN to identify you in their databases because it’s a unique number. It’s the lazy vendor’s way to track customers, and the lazy HR department’s way to track job applicants. And it’s frankly irresponsible.
Here’s what Pam Dixon, executive director of the World Privacy Forum, says:
Never put a Social Security Number on your resume. You can provide it when you are invited for an interview or when the employer obtains your permission to conduct a background check. Widespread access to your SSN puts you at risk for identity theft.
(So, uh… do employers ever conduct background checks before meeting you, or without your permission? Yep. For an example, see “Big Brother & The Employment Industry: All your employment are belong to us!”)
I know many HR workers will shake their heads and say I’m being overly cautious, and that they really do need a job applicant’s SSN. So here’s my challenge to any HR executive: Give me one good reason why an applicant’s SSN is necessary to proceed with a job interview.
I’ve asked this question again and again, and no one has been able to answer it satisfactorily. We’ve already discussed how this “SSN protocol” has spawned unintended scams: “How employers help scammers steal your Social Security number.”
If it needs a unique identifier, why doesn’t the employer just ask for your credit card number? For that matter, why don’t you — the applicant — ask the HR representative for his SSN, as well, so you can do a background check on him? (Two can play this game, if one thinks he can justify it.)
Yes, these are rhetorical questions — but they’re no nuttier than improper requests for your SSN.
I don’t believe any employer really needs your SSN until you are hired, when it’s necessary to process and report your contributions to your Social Security account. If the employer needs it to conduct a background check, wouldn’t you want the employer to put some skin in the game first — for example, by actually interviewing you and indicating it’s interested in hiring you?
I’d take that a step further and ask the employer to (1) disclose exactly what kind of check it’s going to do, and (2) agree to show you everything it finds. Even credit bureaus are required to show you what they find. Which reminds me: You should be just as wary of requests by employers for your credit report: “Presumptuous Employers: Is this HR, or Proctology?”
There’s really no stopping the assertive job applicant if we’re going to apply HR’s “logic” to employers. Ask the HR manager for her company’s Dunn & Bradstreet DUNS number so you can do a background check, too — before you invest any more of your time.
Think my suggestions are a bit over the top? Then try responding to the employer with these two businesslike questions: For what reason do you need my SSN? Or, What are you going to do with it?
The reality is, some software designer included a SSN field in the employer’s database, and the HR department bought the software without questioning the design and intent. Because HR relies on such software to process you, HR doesn’t know what to do if you decline to provide data the software “requires.” Go figure. Suppose the software included a credit card field instead — that’s unique to you, too, right? But no one would expect you to provide it because the employer doesn’t need it.
I feel your pain. Some employers will boot you out of the hiring process if you don’t give them your SSN (and your salary history) — just like a phone or cable company will refuse to sell you service without it. I wish someone would file a lawsuit. (See “Never, ever disclose your salary to an employer.”)
When you’re stuck, blocked by a faceless job application form that asks inappropriate questions, there’s just one thing left to do: Go mano a mano. Yes, I’d call the employer — on the phone — and explain that you’d like to apply, but that you will provide your SSN only if you are hired. “So, how do we proceed with my application?”
Of course, HR might have a problem dealing with a human applicant, and it may have a policy against talking to applicants on the phone. Hey — where did you get HR’s private phone number, anyway…?
Dear Readers: Do you hand over your SSN when applying for jobs? Is there an HR executive out there with the guts to stop asking for job applicants’ SSNs until after HR has decided to make an offer?
Nick Corcodilos invites Making Sense readers to subscribe to his free weekly Ask The Headhunter© Newsletter. His in-depth “how to” PDF books are available on his website: “How to Work With Headhunters…and how to make headhunters work for you,” “How Can I Change Careers?”, “Keep Your Salary Under Wraps” and “Fearless Job Hunting.”
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