Manage
HR
It
is the quality and the standard of the human resource recruited
that plays a key roll in differentiating between a successful
organisations and a "run of mill" organisation . In
this section, we will discuss the issues relating to this valuable
resource through a series of articles. And yes, we are
open to contributions from masters of this Art ... Are you one?
Is
he who he says he is?
Do a Back Ground Verification
Performing
back ground checks are an expensive affair but as the saying
goes prevention is 'cheaper' than cure.
-
Many
a times employers hire people without conducting a proper
back ground check, the result of which is you land hiring
people who claim to be what they are not.
-
According
to the Society for Human Resource Management, 69% of companies
do some kind of background check on employees, then why
are there so many blunders. Is it possible that the methods
adopted are below par?
-
Even
though hiring a professional agency to perform these checks
is an easy solution, it is not always a financially viable
option. Yet checks must be performed.
-
Here
are some guidelines which you could adopt while conducting
a background check
-
Inform
each applicant that employment offer will be with held until
their reference checks are carried out
-
Make
sure when you make a statement like this, you stick by it,
otherwise do not ask them for references. In turn you may
end up losing credibility. If you need to hire immediately,
make it clear that back ground check will be continued after
hiring and any false or misleading information may call
his dismissal.
-
Get
a signed approval from the candidate allowing you to conduct
a background check.
-
A
basic waiver should permit you to check past employment,
personal references and education.
-
You
must call or write to each reference given
-
Calling
is always a better idea because its less time consuming
and sometimes more revealing.
Here are a couple of tips on phone checks
•
Schedule an appointment and mention the subject. This will give
the referee time to recall specific facts about the worker.
•
Make sure it is private.
Documentation
you must keep a record of those who have not been hired so as
to avoid any blame on discrimination basis. For example, your
documentation should look something like "Unwilling to
work long hours " rather than "was not right for the
job".
Reference check guidelines
•
Employer references - Former employers are in the best position
to tell you about an applicant's work history.
•
Academic references - It could be that applicants might falsify
information about their academic backgrounds.
•
Personal references - Asking close friends or relatives is not
helpful since there is a possibility of the opinion being biased.
•
Credit reports - Only if your considering a finance report
•
Checking driving records - If the position requires any driving
of a company vehicle. This not only gives you information about
the applicants driving record, but also serves as the applicants
identity
•
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