Candidates Who Flame Former Co-Workers...Never a Good Idea!

Disclaimer: I have changed the names to protect the innocent in this scenario. As you'll see and read below, the only innocent ones who deserve protection are "former co-worker", "manager", and "third party" - the "candidate" doesn't deserve protection, but he'll get it anyway.

Here's the scenario. "Candidate" applies for a job at "Company XYZ" while still employed at "Company ABC". He soon realizes that his "former co-worker" is now the "manager" for the position he has just applied for.

Here's where it gets interesting...the best part of this is that "candidate" sent this to me via e-mail.

Check out the e-mail...

Thanks for the information below. I didn't realize that it was "former co-worker" who was handling the position. I don't normally toot my own horn. But in this case I feel it's necessary. I am 10 times the developer that "former co-worker" is and his work ethic and level of excellence isn't even on the same page as my own. I have worked very closely with him and reviewed his code. It is substandard in my opinion. He's friendly and easy to get along with. I liked working with him because of his spirit of cooperation. But in all honesty, he's very lazy. I have done twice his work here at "company ABC". I have 17 years of experience in my skills and I've been an architect is some of my roles. "Former co-worker's" skills simply do not even compare. Ask "third party".

I was shocked...could not believe that this "candidate" actually sent this to me via e-mail.  After he let off this steam, he continued to contact me regarding this opportunity and couldn't understand why he wasn't being considered and brought in for an interview with "former co-worker"/"manager".

Just in case you are curious, this is definitely a true story, and no, I never considered this "candidate" any further for the position he applied for.

We all look for behavioral clues when interviewing and considering candidates for positions at our company - especially those who are disgruntled who would completely tear down any form of momentum or team work that already exists in your team.  He just took care of himself without me having to bring him in for an interview.

Any thoughts?  Would your approach differ?  What if you thought the candidate was right?

Editor's Note - Michael Wolfe is a HR Manager for SourceMedical, a medical software firm focused on solutions for the outpatient surgery and therapy markets.  As part of his role with SourceMedical, Michael spends a lot of time recruiting, and obviously talking to "interesting" candidates.  No truth to the rumor that Michael was interviewing for a position on my team and I was the "former co-worker/manager" in question.  At least as far as I know...