Business Management--The Hiring Do's and Don'ts
Posted by Celia Couture on Tue, Jul 27, 2010 @ 10:37 AM
We have all had bad hires. Not necessarily, bad employees, but something about them just didn't work with the culture of the company. Bad hiring decisions are costly. Bad hiring decisions drain a company of resources and time. In today's economy, with so many outstanding people out of work, there is not a lack of qualified people to hire. As a matter of fact the top 5% of people out of work are still challenged in finding a good job match. Despite their credentials, experience and excellent track records, most people are averaging 12-18 months out of a job. The market seems to be recovering, but at a snail’s pace.
As a hiring manager, you have a responsibility to do your homework. What we use to take for granted prior to 2009, is no longer the norm, so you need to hire new members of your team with great care. You already know the everyone pads his or her resume, right? Maybe, but employers need to know who they are hiring, and for job seekers wanting to better their chances, the Internet can either be an asset or a mechanism to create fake diplomas to fake references.
Unfortunately, it means that employers need to think about background checks and how important this activity is in your hiring practices. Background checks, by reputable companies, catch many facts applicants don't want you to know including criminal records, driving infractions, evictions, lawsuits and phony diplomas. Many businesses don't do much more than a cursory reference check. Larger companies, fearing lawsuits, are more likely to conduct extensive checks.
Regardless of the downturn in the economy, a background check can protect both large and small firms. Think about the money you spend on-boarding employees. To protect your assets and your pocketbooks, don't miss this important step. You may think you can rely upon your gut reaction, but candidates desperate to find work, may embellish a resume, just to get the job.
Remember, there is a legal requirement to inform candidates if an outside agency is going to conduct the background check. Legal notice must be given to the applicant and the applicant has to consent. Some information can't be used to decide an applicant's hire ability: bankruptcies, genetic information. Make sure your job applications include a sheet giving notice that the process will involve background checks. Employers must get permission from applicants to run a check and be clear that a satisfactory background check is required for employment.
We have all had bad hires. Not necessarily, bad employees, but something about them just didn't work with the culture of the company. Bad hiring decisions are costly. Bad hiring decisions drain a company of resources and time. In today's economy, with so many outstanding people out of work, there is not a lack of qualified people to hire. As a matter of fact the top 5% of people out of work are still challenged in finding a good job match. Despite their credentials, experience and excellent track records, most people are averaging 12-18 months out of a job. The market seems to be recovering, but at a snail’s pace.
As a hiring manager, you have a responsibility to do your homework. What we use to take for granted prior to 2009, is no longer the norm, so you need to hire new members of your team with great care. You already know the everyone pads his or her resume, right? Maybe, but employers need to know who they are hiring, and for job seekers wanting to better their chances, the Internet can either be an asset or a mechanism to create fake diplomas to fake references.
Unfortunately, it means that employers need to think about background checks and how important this activity is in your hiring practices. Background checks, by reputable companies, catch many facts applicants don't want you to know including criminal records, driving infractions, evictions, lawsuits and phony diplomas. Many businesses don't do much more than a cursory reference check. Larger companies, fearing lawsuits, are more likely to conduct extensive checks.
Regardless of the downturn in the economy, a background check can protect both large and small firms. Think about the money you spend on-boarding employees. To protect your assets and your pocketbooks, don't miss this important step. You may think you can rely upon your gut reaction, but candidates desperate to find work, may embellish a resume, just to get the job.
Remember, there is a legal requirement to inform candidates if an outside agency is going to conduct the background check. Legal notice must be given to the applicant and the applicant has to consent. Some information can't be used to decide an applicant's hire ability: bankruptcies, genetic information. Make sure your job applications include a sheet giving notice that the process will involve background checks. Employers must get permission from applicants to run a check and be clear that a satisfactory background check is required for employment.