Are You on an Employer Block List?
Computer monitor with “Blocked List” on screen.
As a newbie recruiter, I found someone I thought was an exceptionally well-qualified candidate. They worked at a competitor but previously had worked for my organization. They wanted to come back, so I thought jackpot! I have a sure hire for the open role.
Well, I encountered something called a block list. No one told me about it, but all the district managers I worked with knew about it.
This candidate never realized they were on this list. When I had to reject them, they were confused. I had found them, but now I was no longer interested. What was going on?
Hidden from the view of job seekers, employer block lists — sometimes referred to as “do not rehire” or “non-regretted attrition” lists — can prevent former employees from returning to a company.
By the way, they are generally not illegal but can pose ethical problems for an organization if made with “feels” and not objective criteria.
So let’s explore these lists, why you might end up on one, how to tell if you’re being silently blocked from opportunities, and what you can do to avoid or address it.
So What Is a Block List?
This can be a formal list of names held in a file or informal, like what I described. It is used to block people from returning to an organization. It can be transparent, such as having this noted in an individual record in an ATS system or Human Resources Information System(HRIS), or it could even be not documented at all but known by a small group of people.
Block lists are not uncommon. They are used in many different industries and organizations, big and small. Who decides the names on the list can rest with HR, as in my situation, the District Manager had a mental accounting of the names.
Most of the organizations I worked with had an informal block list. In the human resources information system, there would be a field for whether the person was eligible for rehire. If it was marked no, that was a hard no for rehire. But often, I had no idea the reason why and that no was permanent, with no expiration over time.
The reason my organization used a block list is for risk management. If someone stole from the company and was let go, we did not want the person back to potentially do that again. The same is true if someone’s employment was terminated for sexual harassment. However, people could have ended up marked as ineligible for rehire due to performance issues. Could they do better in a different role? Could they have gained the skills necessary to excel now? Or did the individual have a boss that was pissed at the employee and let their feelings guide the decision?
This raises issues with this type of list. Are objective criteria being used, or is it a vehicle for payback?
Why Might You End Up on a Block List?
Having performance issues or being caught for some kind of rules violation may make sense, and the former employee may even be told upon termination that they are ineligible for rehire. Yet, ending up on a block list isn’t always about poor performance or misconduct. Here are some reasons an employee might be added to one:
Workplace Conflict: Let’s say you do not get along with your boss. Your work styles clash, or you have communication issues. If you leave, even voluntarily, that boss may ask that you be put on the block list. This can also happen if you have issues with a teammate to whom the boss shows a preference.
Layoffs: It is weird, but some organization have a disdain for those they lay off. You could be blocked from returning, as you are viewed as damaged goods.
Competitor Employment: Leaving for a competitor may trigger resentment or feelings of disloyalty, which could result in being placed on a “non-regretted attrition” list.
Retaliation or Bias: This can happen if you leave the boss at a difficult time or if you are an older worker and they only want younger people on the team.
How Can You Tell If You’re On a Block List?
Unless you are told about this at the time of your departure, you likely will not know you have been put on this list. Here are some signs that might be an indication:
Ghosted by a Former Employer: If you are applying for the same or similar role, and you cannot get a response from the employer to your application or a referral from someone in the organization is ignored, this could be a sign.
No Further Response from Recruiters: If a recruiter initially sources you or speaks to you enthusiastically during a screening call, and then you hear crickets, this could be what is happening.
HR Feedback: An HR person may spill the beans on what is happening. While rare, this could happen if you keep inquiring and they want you off their back, or a manager wants HR to deal with the issue.
Manager Roadblocks: You talk with the hiring manager, and they are gung-ho to bring you back, but it doesn’t happen, and the manager says HR is stopping your return.
So What Can You Do Not To Be Put On This List
Before You Leave:
Always Try to Leave on Good Terms: Some people have been put on this list if they haven’t given two weeks' notice or blasted the manager on their way out. Even if it is hard, try to be professional as you leave. Remember, people have long memories.
Request Feedback: Do you want to know how your tenure will be perceived? Ask for feedback. You might not get the whole truth, but your manager or HR may give you some glimpse about how your time with the organization is viewed, either positively, negatively, or indifferent.
Stay Connected: Maintain positive relationships with colleagues and managers. Even if you have no desire to return, they can be a networking resource and provide a reference.
Document Your Performance: Always keep a personal record of performance reviews, accomplishments, and thank yous as evidence of all your contributions.
If You Suspect You’re on a List:
Reach Out to Former Colleagues: They may know or hear something about your situation and whether you were looked upon poorly after you left.
Request Feedback: Some companies may be willing to provide general feedback on why you are no longer being considered for roles.
Pursue Legal Counsel: If you believe the decision was discriminatory or retaliatory, consulting with an employment attorney can provide clarity.
Negotiate with HR: In some cases, especially if significant time has passed, you can request a reevaluation of your status. If HR cannot find a reason for being put on the list and the manager you worked with is no longer there, they may allow you to continue.
Focus on New Opportunities: Sometimes, the best move is to shift your energy toward new employers who value your experience.
Final Thoughts
Block lists are not often discussed, but they can be problematic for job seekers who want to return to an employer. Who makes the decision, and what is its basis? Is it permanent, set in stone for all time, or can it expire after some time? In what circumstances will a returnee know this is the situation, and is there a procedure to review this designation?
There are many questions and not many answers. Bottom line: unless this is done in a discriminatory way, it is not illegal in the US. So be aware.
Have you ever experienced the effects of a block list? Share your story or thoughts in the comments below!
Shelley Piedmont is a Career Coach who focuses on understanding your unique skills, interests, and aspirations and provides personalized coaching to guide you toward roles where you can truly thrive. Whether you are stuck as to what your next career move should be or need help with resumes, LinkedIn profiles, or interview preparation, Shelley is here to help you. Please set up an exploratory call to find out how she can help you reach your career goals.