Transcript of conversation:
Interviewer: Hello, this is [Interviewer]. I'm a recruiter with [name of company] doing a background check on a potential hire that once worked for your company. Her name is [name of client].
Employer: Oh, yes, [name of client]. She worked here some years ago.
Interviewer: Her resume states that she worked there from April of 1999 to April 2001, is that correct.
Employer: That's correct.
Interviewer: And her job title was Operations Manager?
Employer: Yes.
Interviewer: Actually, her resume states that she started there as a reservation agent but was promoted to Operations Manager in less that one year, is that correct.
Employer: Yes.
Interviewer: Was her promotion based on merit?
Employer: Yes.
Interviewer: Were there other reservation agents with more time with the company that she was promoted ahead of?
Employer: Yes.
Interviewer: So, I assume the company was very happy with her work?
Employer: Yes, very happy.
Interviewer: How would you rate her overall job performance?
Employer: Excellent. Excellent.
Interviewer: What did you like in particular about her work?
Employer: She was excellent with the clients. She knew how to please them . . . establish a relationship with them. She worked well with the clients.
Interviewer: Her resume states that she supervised 15 people in a call center.
Employer: Yes.
Interviewer: And was she a good manager?
Employer: Yes.
Interviewer: Did any of her subordinates ever complain about her management style?
Employer: No.
Interviewer: So, if one of my clients called you and asked if you would recommend that they hire her as a supervisor or manager for a travel-related company, you would do so?
Employer: Oh, yes, definitely. She would be a very good manager for anyone in the travel industry.
Interviewer: Her resume states that she reduced operational losses by 12% in a 9-month period, is that correct?
Employer: Operational losses? I can't really remember.
Interviewer: Her resume also states that as Travel Manager she turned around a large media account with customer service issues and spiraling budget costs.
Employer: She was very good at customer service . . . I can't honestly remember that since it's been a few years, but I'm sure it's correct.
Interviewer: On a scale of 1 to 10 how would you rate her job performance?
Employer: A 10.
Interviewer: Out of all of the employees that have worked for your company throughout the years, would you say she is one of the better ones?
Employer: Oh, yes, definitely. She was one of the best employees we ever had.
Interviewer: Can you say anything bad about her? Does she have any weaknesses?
Employer: Not that I can think of. I can't say anything bad about her.
Interviewer: Was she a self-starter?
Employer: Yes.
Interviewer: Did she handle stress and deadlines well?
Employer: Yes.
Interviewer: Do you consider her to have a good moral character?
Employer: Yes, definitely.
Interviewer: And her communication skills?
Employer: Excellent. As I said, she was very good at establishing relationships with clients.
Interviewer: Did she get along well with co-workers and management?
Employer: Yes, she was well-liked by everyone.
Interviewer: One more question, please. Do you happen to remember why she left? I assume she wasn't fired.
Employer: She left to relocate with her husband.
Interviewer: Alright. Is there anything else you would like to say about her that I haven't asked you?
Employer: No, other than she was a very good employee. I wish she hadn't left.
Interviewer: Alright. Thank you for your time. Goodbye.
Employer: Bye.
