15 Comments on What would you do? Employee posts a resume online

Donna R on Tue, 12th Aug 2008 1:18 pm


I would contact the employee and tell him/her what I found and try tofind out what needed to be done to turn things around.

George Gomez on Tue, 12th Aug 2008 1:45 pm


I want to see the responses to this email, and the correct things to do. I don’t think the HR Manager would be able to interfere with the employee who has a resume out, but I’m curious to see what the responses are.

Michelle on Tue, 12th Aug 2008 2:12 pm


I would ask the employee about it. I would be careful to not seem mad or upset but more concerned. Maybe something is going on that is easy to fix, or maybe something larger you were unaware of. I have come across many people in my time as an HR professional who just don’t speak up. Many times once they are listen to and if possible a change is made they are satisfied and glad they dont have to leave the company. If all fails at least you get a heads up that you need to start recruiting their position as well.

I will say at one point I worked for a company that would fire you if you recently posted your resume online. Yikes!

Sandra on Tue, 12th Aug 2008 2:14 pm


When I discovered one of our employee’s resume on a online board, I let his manager know. She talked to him about his value to the company, plans for the future and gave him a slight raise. It worked. He stayed for a few years more.

Sara on Tue, 12th Aug 2008 2:31 pm


There is nothing you can do. In fact, if HR brought this resume to the employees manager then there could be some problems down the road. Resumes are sent and posted in confidence and any company who is looking through resumes has a reason or postion to fill. Taking your employees resume out of its confidential state is going against the HR principles.

Angela on Tue, 12th Aug 2008 2:45 pm


I disagree with Sara. A resume posted on an online job board is not confidential — it is available to all who use that website for recruiting (or it could even be a public job board).

I’ve had this situation come up on several occassions and have talked directly to the employee about their resume to find out what the issues are (why they are considering leaving). If there are problems, I attempt to resolve, if they are passively seeking (lets see what’s out there), that’s fine too. I’ve even found out in reading the resume that employees had skills and interests I was not aware of at hire… it was a great way to motivate the employee by being able to better utilize their skills.

I do explain to the employee that we encourage everyone to better themselves whether here or at other organizations — and attempt to find out what there needs are (it could be we can provide what they need here and they just didn’t realize it). I have yet to have an employee be upset because I mentioned it and have retained employees because of it. Would we ever terminate an employee because of an online resume? Absolutely not. Encourage personal growth and it will benefit your organization.

Furman on Tue, 12th Aug 2008 4:15 pm


I was a Departmental Supervisor for 15 years. During that time some employees looked at other positions in and out of the company. They were entitlked to do so. In fact, when I got discouraged I also looked. Then I either found another position and took it or could not find anything that suited me and took another look at my job. Sometimes an attitude adjustment on my part was needed. Looking for antoher job always put things in the proper perspective.

And, when someone transferred from my department to another or found another job outside the firm, I always let them know that I was not upset and I always wished them well. And I was sincere in this.

R. B. on Tue, 12th Aug 2008 4:35 pm


No employer owns their employees. Recruiters are going to call, employees are going to become disenfranchised (if only for a moment) and post their resume on-line and/or are going to troll the job boards to test the waters. Sometimes, especially these days, the prospect of a shorter commute can be very motivating. That’s all it takes to get people started on a job search. If the leadership of the company isn’t strong, ethical and fair, people will (rightly) look around. If they’re bored, they look. If they’re frustrated, they look. If the traffic is bad in that part of town, they look. You can’t stop people from trying to make their life better and I don’t even think we should try. What we should focus on is making the work environment the best we can possibly make it with what we have to work with.

It doesn’t pay to get upset about this situation. It’s not personal…it’s business. I would talk to the employee to see if there are things we, as the employer, can do to improve. At the very least, I would want to see if there are things we can learn from it. I would also want to make sure nothing inappropriate is going on in the employee’s work area. If the employee is a good corporate citizen and we really want to keep them, I would talk to their manager and see what could be done to prevent their departure. You always hope you can prevent this by being proactive, but it isn’t always possible. Finding their resume on-line can offer you a second chance. But in the end, they have to make a decision about what is best for them and their family and all we can do is hope we offer that best solution. If not, wish them the best in their endeavors. The employer should always take the high road.

Jamie on Tue, 12th Aug 2008 4:42 pm


It said long-term employee, not a valuable long term employee. We have had employees stay with the company who should have moved on. I think it can be a good thing for employees to see what else is out there. Everyone is a “free agent” in today’s job market.

James Duran on Tue, 12th Aug 2008 5:56 pm


Depends on the employee. Turnover is a natural event. There are two basic turnover categories, unwanted and desirable. If the employee has issues or performance is down, maybe do nothing. If the employee is valued, then work with HR and Mgmt to determine what the issues are and resolve them professionally if possible. Sometimes, this can’t be done, and or the employee has reached a positive end point and their growth needs are no longer satisfied. Unless conditions change, and the reasons for the looking is addressed, it will resurface and or the employee’s performance will suffer.

J.B.B. on Wed, 13th Aug 2008 2:35 pm


R.B.? Can I please come to work for you? We have the dreaded ‘HR Department of One’, who also happens to be the CEO. HR just doesn’t happen around here, and recent events have fostered an atmosphere of fear. I quake to think what would happen if my resume’ was found on-line. The prevailing attitude seems to be that, regardless of longevity or perceived “value”, no one is indispensible. Management being proactive and offering second chances, open discussions and a feeling of worth, are workplace qualities I’ve always yearned for, but have come to believe only exist in the HR guidebooks. You, sir or madam, and given me hope.

R. B. on Thu, 14th Aug 2008 9:53 am


J.B.B. Sorry to hear your work environment is so negative! While it’s true that none of us are indispensable in the sense that the company can always find a way to go on without any one of us, that’s a very short-sighted view. Unfortunately, much of the thinking that goes on in companies today is short-term. I assure you I’m not perfect, but I do try to step back and look at things from a more analytical, unemotional, reasonable and professional perspective. My guiding principles are to always treat others with dignity and respect and to be fair and above-board in everything I do. It usually works well. I know I’m not the only person out here who is of the same mindset. Don’t give up…life is too short to spend your working hours in an environment of fear.

Lisa on Tue, 21st Apr 2009 2:02 pm


In privately-owned companies, HR is often just about keeping the required paperwork, and owners are more like JBB’s description. There was no dedicated HR person before I came here, and I have to fight tooth-and-nail for basic rights (often, sadly, even the legally-required ones) for our employees.

The owners here actively try to find out if employees are looking to leave, including active searches of the major resume websites. When they find one, they give the employee an ultimatum: Take it down or resign.

I’d love to intervene, but in a privately-owned company in an at-will state, there’s not a lot that I can do about it as long as they follow the same rule for everyone.

Bob on Thu, 23rd Apr 2009 1:54 pm


Sorry to resurrect an old thread…

We, too, had an evil HR department who felt it was their responsibility to troll sites like Monster.com for online resumes of current employees, notifying the manager AND the CEO of any unlucky individuals found in the process.

When I became aware of this, I reviewed Monster’s Terms of Use (TOU), contacted them anonymously with a few facts and figures (that I guessed), and had my company’s Monster account terminated for inappropriate use.

The HR manager was terminated once this information became common knowledge. The funny part is that this endeavor was started under the guise of “employee RETENTION”. There were many people including myself who had conversations with their managers along the lines of: “I, uh…., see you’ve posted your resume on line. I’m getting pressure from the CEO, and….”

Since that time, I maintain an online PROFILE, not a resume. It just so happens that my PROFILE contains my skills, expertise, and work history.

Brian Jensen on Thu, 11th Jun 2009 10:14 am


Stumbled on this string while trying to learn Twitter. Always amazed at the wide array of HR advice and inputs on how to handle basic stuff. If you find a workers resume online, do nothing. Not for legal reasons, not for retention, not becuase you do not care–but simply because it is okay, even good. In fact, employees who are smart enough to keep their options open, stay abreast of market developments, keep their own credentials updated and spruced, etc. — that’s a good employee, right? Give me (and all other proactive people who care about their future) a break. HR types love to get involved in things that they can’t control– here’s a novel idea: Don’t.