Whether you're hiring a CEO, a subcontractor, a babysitter, or even find a new tenant or roommate, who is taking a big risk. It is the nature of business unfortunately for people who misrepresent themselves great and create the need for background check resources and references.
Avoid doing business with deceptive people with these five key factors in mind:
1. Prepare comprehensive histories from vague or misleading responses
2. Filter fact from fiction and deal with dishonest interviewees
3. Addressing the legal issues, including the questions you can and can not ask
4. Make a secure, well-researched hiring decision
5. Use waivers that protect legally during the background check
Personal references
A personal reference may be any person who happens to know the candidate, but most likely never worked. For owners or people looking for a nanny for his children the reference request should continue to trade references and not personal. The landlord-tenant relationship is still a company such as the relationship between nurses and home health workers and their employers. Today, personal references have become one of those phrases in excess that disguises the real work for accountability, effective referral.
Background Checks
The term background check is another catchall phrase that means checking the accuracy of the basic information provided by an applicant for employment or otherwise. Is an important step in the process of recruitment, since it is a relatively simple and low cost to the employer to gradually reduce the pile of applications only those candidates who, at least they say they are.
While determining whether the candidate is who he or she claims to be an important first step, which should lead to real reference checking. There is much to learn about a candidate for a job or a tenant, or even a nanny before the final decision can be made. And the only way to know who is talking to people who have worked, rented, or received the service or the attention of the candidate.
Job Application Problems
There are several things employers can do to increase the likelihood of receiving honest answers to questions job performance:
1. Always ask the person seeking work to provide a curriculum that contains a complete work history including dates of employment for each job retained.
2. Ask the candidate to provide the name of the person to whom he / she directly informed.
3. Employers should always require candidates for employment to complete a formal job application that asks the same information. In one way or another, even if you have to ask during the first interview, you'll get a description of the tasks for which the job seeker was responsible at each position held.
If the list of references includes at least one of the persons to whom the candidate reported directly, a red flag warning must appear on the mind of the prospective employer. Some job seekers who suggest that it included a former supervisor as a reference, because the two did not get along and that's understandable, but over the history of an individual's entire work, there must be at least one supervisor can be a reference. If it is true that the candidate has never gotten along with any supervisor ever, then you better find another person for the job.
No, every job does not translate into a happy ending, but with the above precautions in mind, one can reduce the chance of burning or hire the best person for the job. Having more information about a job applicant is always better than less. It is through working with other people who come to most of our objectives in order to choose the right ones, therefore, essential.
Topic: BackGround Checks and Balances (Read 1216 times)
