The first issue I’d check is whether or not there were any regulations preventing you from taking the performance evaluation from your previous company. In many companies, there’s no problem because the document is about you and belongs to you. It’s not as if you’re giving away confidential information–but you never know what company policies are, so just be careful about that. If the evaluation has “DO NOT REMOVE FROM HUMAN RESOURCES FILES” stamped across it, then don’t. When in doubt, check with the company first.
If you were asked to bring the review, you certainly can. If you weren’t asked to, I’d make sure it was relevant before tossing it on the table and saying, “Read ‘em and weep!”
Bringing a performance review has its pros and cons, and if I were you, I’d consider each carefully before bringing it:
The good:
The bad:
Obviously we can’t tell you what to do because you have to live with your decision. Remember, this request isn’t a standard part of every interview, but it is popping up here and there. Perhaps it’s the start of a trend or maybe it’s something that a few employers are trying out and it won’t be around for much longer.
If you lose the job, will you regret not handing over the reviews? Or will you be happier that you didn’t do something that made you uncomfortable? Your gut reaction to the request is probably the best guide.
Readers, have you had this happen to you? Did you bring the reviews or did you opt not to?
This post was last modified on 24.01.2019 06:09
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