Avoid The Biggest Hiring Mistake of Your Life
The most obvious area is that many, but certainly not all, serial embezzlers have criminal records. A properly conducted criminal records check will uncover this, and allow some rotten apples to be foregone. Two things should be kept in mind here. Many embezzlers don’t have criminal records either because charges were never brought, or because of the agonizing slowness of the justice system. Also, since a criminal record could reside in many different places, criminal background checking is complicated and best contracted out to professionals. Did you know that 65 million Americans (i.e., 1 in 4 adults) have criminal records?
- Get them to provide the exact dates of employment. Don’t prompt them with the dates in the resume and ask for verification; human nature may result in them agreeing without verifying
- Verify job title and responsibilities
- Ask who the previous and subsequent employers were (most former employers know this)
- If the applicant claims to be currently working for that employer, confirm this with the employer. People who have been fired tend to conceal this fact from you.
- Finally, ask each former employer a very specific question, “if this person were available and if you had a suitable opening, would you rehire them?”
The attractiveness of this question is that, while former employers are often cautioned by attorneys to avoid derogatory statements, most will find this question, which simply asks about future intent and not about specific actions or characteristics, to be a “safe” question to answer. And a single word answer, like “no” (or anything short of an enthusiastic “yes”), shouts volumes about the applicant. Compare all answers to the resume, and reject any applicant where dates or job history do not line up exactly with the information you determined independently.
While there is no foolproof means of identifying resume cover-ups, the simple techniques outlined here give you an excellent chance of spotting situations when resumes have been “doctored”. It is tempting, particularly in areas where qualified applicants are in short supply, to shortcut the hiring process. However, doing so can have disastrous consequences.
To watch a video where Prosperident CEO David Harris and renowned consultant Kirk Behrendt discuss this topic, click HERE.
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