On 6 Dec 2012 03:49:46 GMT, wrote:

On Wed, 05 Dec 2012 22:28:31 -0500, Ed Pawlowski wrote:

On Wed, 05 Dec 2012 12:56:42 -0500, wrote:




Most employers would just think this guy is hiding something or he is
going to be a pain in the ass employee and just throw the application
in the trash.

Responsible employers don't ask for personal information they do not
need. They don't take on the risk of keeping it on file. Some states
have privacy laws that require such information to be kept double
locked for security.

Wrong. They invariably ask for this information on the application
for employment.

Wrong, many applications do not even has a space for it these days.

http://www.bbb.org/blog/2011/09/shou...b-application/
Remember: Until someone is about to hire you, they have no need for
your social security number. If they say they need it for a background
check, the job offer can be made contingent on a clean report.

The BBB suggests that the safest option for job-seeking consumers is
this: Never provide your SSN on a job application until you have a
verifiable job offer from a company you trust.

http://humanresources.about.com/b/20...ity-number.htm
I would not provide this information on a job application. Keep in
mind, though, that on many job applications, you are signing to
provide permission to check references, do background checks, allow
criminal record checks, and affirming that everything you have
provided on the application is the truth. If you do not supply the
social security number on the application, you will likely have to
make another trip to the company to fill it in, if the employer wants
to offer you a job.

With all of the new laws about guarding employee and applicant
information security, no client with whom I work, asks for this
information until the person is hired any more. No one wants to be
responsible for guarding this information for the year that it would
be accessible in a file.

http://www.shrm.org/TemplatesTools/h...itynumber.aspx
An employment application should request only information directly
related to an applicant’s ability to perform a specific job. As a
general practice, employers should request SSN information only when
absolutely necessary, e.g., in conjunction with a background check,
completing a W-4, or when enrolling the employee into benefits plans.
This information should be requested separate from the employment
application, and safeguards should be in place to protect and keep
this information confidential. Employers should also implement
procedures for safe disposal of this information once an employment
decision has been made. Some states require security measures to be in
place if applications asking for SSN information are transmitted over
the Internet, or sent by mail when not in a sealed envelope.