So you're interviewing for a new hire and...

[Jana]

In walks an SP.

So, obviously when you get a resume with contact information and one's work history, you have no idea it's an SP until you see her. You could have had a session with her, or you could just recognize her face, does her "other employment" impact your decisions at all? If it does, how so? If it doesn't, could you see it becoming a conflict for yourself in the future if she were hired?

I ask these questions with absolutely no judgement attached to seeing the responses, I'm simply curious. I've seen some cases in other situations of "Not in my backyard", so I'm wondering how many would apply that concept in this situation.

 

[island-guy]

There would be a few important factors to consider.

1) What sort of job are you hiring her for? Does her being an SP make a difference for that job somehow?

2) Have you seen her as a client? If so, do you care if people where you work know you saw an SP? If yes to both, you do NOT want to have an employee with that sort of leverage over you.

3) If she's being hired for a supervising position, could this result in the people who she is supervising having leverage over her? not a good thing.

 

[vancity_cowboy]

depends on her Attitude and Service ratings

 

[HB40]

But I'll ask you a question you should think about. If you have a problem with hiring a former SP, how come you don't have an issue with employing a former John.

I wouldn't have a problem with it, as long as the former John isn't a brown noser or an ass kisser.....that's what I hired the former SP for.

But in all seriousness, if I knew the girl was a former SP but did not know her professionaly then I would treat her like any employee and not think about misconduct. However, if she was a former SP who I knew intimately then I have to be honest, I would be thinking about fucking her all day, throwing her over my desk, quickies in the stock room, late nights doing inventory, footsies during board meetings, figuring out fake incentive bonuses and how to justify her expense account....yeah it wouldn't be good.

 

[mmax]

I tend to agree with HB40 it would be difficult to separate the two especially if we had seen each other professionally......It's HARD enough to work around my office with some of the lovely ladies I work with and half the reason I get charged up and visit SP's.....what a distraction she would be if we had had carnal knowledge of one another.....Yikes! I'd want to bang on that drum all day long and play hide the weinie in the supply room...

Max

 

[normisanas]

I'd immediately disqualify her. I'd never hire an SP, whether I've seen her or not.
Reason is because someone in the company might have seen her, or a client of the company's might have seen her, or she might be seen in the future (even if she claims she's retired). It poisons the work environment, poisons the company image, etc.

 

[normisanas]

Come on now norm....Seems awfully closed minded for a person such as yourself.

No, I'm open minded. But the general public is not open minded with regards to prostitution - that's why it's still marginalized. If a known prostitute is working for a company, it's public image will suffer and the work environment among employees will add a sexual component that is often extremely inappropriate and add complexity that would be difficult to extricate. People's personal lives need to be left behind at their work place, or else there becomes intimate involvements that are counter productive to the work place.

 

[sonoman]

If you have a problem with hiring a former SP, how come you don't have an issue with employing a former John.

One post above yours. Leverage - johns have none.

 

[CLIT COMMANDER]

dude I am looking to hire someone right now. send her resume over to me!

 

[threepeat]

The only thing I would do differently with an SP's resume is to double-check it and make sure she actually worked where she said she did. While some SPs will hold down square jobs and supplement it with income from the SPing, most won't bother. So I would make sure her references check out, that she's actually worked for real companies and not friends of the family, etc. If she is claiming certain education credentials or certifications I would verify them or test her knowledge of them. Assuming she passes all those tests, it's all good.

 

[island-guy]

I'd immediately disqualify her. I'd never hire an SP, whether I've seen her or not.
Reason is because someone in the company might have seen her, or a client of the company's might have seen her, or she might be seen in the future (even if she claims she's retired). It poisons the work environment, poisons the company image, etc.

Sort of depends on the job.

For example, if you were hiring a bartender in a club, it might not be an issue.

On the other hand, she might not be the best choice as a kindergarten teacher, due to the potential public perception issues.

 

[Jana]

Great responses, guys. It's definitely interesting to see pooner's opinions of SP's for environments outside of the bedroom. I think an SP's (former or parttime) biggest fear in this type of situation is not getting the job, but rather getting the job because she's an SP....and the employer would have some extra expectations and "tasks" outside of the norm. I mean, SP's do suck dick for money, but when getting a legitimate job, they want to get it on their own merits, and because of who they REALLY are. With the alias often comes a different personality, and it would be awful to be expected to behave as the alter ego in a setting where they are hoping to be their true self.

 

[vancity_cowboy]

The only thing I would do differently with an SP's resume is to double-check it and make sure she actually worked where she said she did. While some SPs will hold down square jobs and supplement it with income from the SPing, most won't bother. So I would make sure her references check out, that she's actually worked for real companies and not friends of the family, etc. If she is claiming certain education credentials or certifications I would verify them or test her knowledge of them. Assuming she passes all those tests, it's all good.

you don't check ALL references and credentials on EVERY resume? I would say you shouldn't be handling hiring then

 

[island-guy]

And as for the claims she might "hold it over your head" if you were a client. That's just utter bullshit. Former SP's are trying to restart their life, leave the past behind, not use it as a tool to crush you because they're mad. Exactly how is it beneficial for a SP to say "He paid me for sex". Is that going to earn her a golden star with HR? A far more real threat to your employment would be ANY woman you dated at work or even socialized with. Getting burned for fucking a hooker is WAY less damaging to your career than hearing the words "he inappropiately touched me at the photocopier"

You forget, hell hath no fury...

So, suppose you hire her and then one day you are in a position of having to fire her.

So she says "If you fire me, I'll tell your wife about you seeing hookers"

Oops

Now you're f---ked

 

[threepeat]

you don't check ALL references and credentials on EVERY resume? I would say you shouldn't be handling hiring then

Well don't tell my boss that because I hire people for a living and see dozens of resumes a day . I only check references and credentials on people we want to move forward with. If even their claimed skill set is not what we are looking for, why should I bother to waste my time calling references and checking credentials? It's called S C R E E N I N G.

By your logic, let's say a company lays off 10 people. Each of these 10 people report to the same ex-manager. Each person sends out 50 resumes looking for a new job. The ex-manager should then expect to do 50 X 10 = 500 reference check calls. Let's say each call takes 5 minutes. This manager now needs to spend 2 500 minutes, or 41 hours, doing reference checks, and this is over and above the time he actually spends doing his job, or playing telephone tag with me.

And that's one manager. Let's say this person has worked in four jobs in the past. According to you, I need to call all four references, which is another 20 minutes, assuming I can even get a hold of them. Immigrants may as well forget ever finding work, since their references will mostly be from another country. They went to university too? Ok, better order a transcript from the university, which might take a few weeks to get here. High school? Why not call the school board while we're at it.

Yeesh.

 

[threepeat]

Great responses, guys. It's definitely interesting to see pooner's opinions of SP's for environments outside of the bedroom. I think an SP's (former or parttime) biggest fear in this type of situation is not getting the job, but rather getting the job because she's an SP....and the employer would have some extra expectations and "tasks" outside of the norm. I mean, SP's do suck dick for money, but when getting a legitimate job, they want to get it on their own merits, and because of who they REALLY are. With the alias often comes a different personality, and it would be awful to be expected to behave as the alter ego in a setting where they are hoping to be their true self.

If I came across as SP's resume, I would be very willing to pretend I didn't know and treat her the same as everyone else. But... she has to play along too. She can't put "escort" on her resume and pretend that won't make a difference. And she has to have the goods too... show up on time, don't have spelling mistakes on the resume, dress professionally, act professionally. In a nutshell, if the SP can address all the negative stereotypes and prove she can stand on her own two feet and be taken seriously in the business world, all the more power to her. If she has the attitude that "this is me, this is what I did, take it or leave it," then to tell you the truth, I would leave it.

 

[Bartdude]

I'd immediately disqualify her. I'd never hire an SP, whether I've seen her or not.
Reason is because someone in the company might have seen her, or a client of the company's might have seen her, or she might be seen in the future (even if she claims she's retired). It poisons the work environment, poisons the company image, etc.

As harsh as it might seem - this is good business sense.

 

[island-guy]

Here's another way of looking at it:

Suppose you were married and you'd had an affair and cheated on your wife with some girl.

Now, you're interviewing to hire someone and the girl you had the affair with shows up and applies.

What do you do?

The other question to ask yourself is this. If YOUR boss finds out that you knowingly hired an SP (or ex-SP), would you get fired?

Hey, if you aren't married and your own boss wouldn't care if they knew that the person you hired was an SP, or if you never saw the SP so you can always deny that you had any knowledge of her having been one, then by all means, all other things being equal, go for it.

 

[Miami]

I would have no issue hiring a SP, if she were a good fit for my organization in all other aspects. I would just want to feel comfortable that there
are no obvious negative impact on the company.
I have had lots of headaches over the years as a result of intimate encounters with ladies in the workplace.
I have succumbed to a few offers I could not resist, only to wish I had later. I have had the unfortunate experience of having a former lover expecting
career enhancement because of our brief intimate encounter. I have had an encounter with a co-worker who had no concept of discretion.
I'd be more comfortable, with someone who is used to practicing discretion, is very upfront and direct about her motivations for our encounter and has no expectations of me after the tryst has ended.

 

[bcneil]

This would depend on the job.

If I was say a McDonalds manager, I would never hire an sp.
Especially if I had been with her.
Its a shitty $8 an hour job, with shitty hours.
Some people will work these shitty jobs, working midnight to 8am
$50-$60 takehome pay. People do this cause they have to.
Its that or welfare for these people
The sp always knows she can make way more. Hell one rub n tug a night would pay more than
the entire shift. I think an sp would probably not last in jobs like this.
When a couple hours a week escorting, pays more than a 40 hour week.
So no I would not hire one, cause it would be a waste of time.

Now where I work now, you basically need a degree, usually in math.
So we don't get many sp's applying around here. In fact not many women at all.
If one ever did. I don't know. As this is a more specialized type of work, if an sp qualified for it,
who knows maybe I would. Liven up the office anyways.