Tag Archives: Vet

Be Very Careful When Hiring Background Screening Agencies

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Just as no two snowflakes are alike, no background screening agencies are the same.  They all have their own processes and reputations… and that means it’s critical for you as an employer to find the one that’s going to provide you with:

 

ü  Security

ü  Value

ü  Speed

 

The Security Factor…

 

In terms of security, background screening agencies need to be cognizant of the fact that you’re giving them personal data.  That data should NEVER be allowed to get into the hands of anyone who does not have the right to see it.  Unfortunately, many so-called background screening agencies do not take the steps to properly protect the data given to them. 

 

The Value Factor…

 

It’s necessary that you feel your background screening agency is giving you value for your money.  Though you don’t want to just go with the “cheapest” option, you do want to feel like you’re getting what you pay for. 

 

The Speed Factor…

 

Decisions like whether or not to hire someone must be made in an efficient timeframe.  Otherwise, you risk a) losing a great employee or b) being able to move on to other job candidates (should the prospect prove not so terrific.)

 

Vet your background screening agency carefully and you’ll reap the rewards of your due diligence.

 

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Let a Background Screening Company Vet Your New Employees

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You have a terrific job candidate who has given the right answers and seems to you to be the perfect person for your position opening.  But just to be certain, you’re going to give a call to her previous employers.

The first call goes something like this:

You:  Hello, this is Michelle Jones from ABC Company.  A former employee of yours, Jennifer Smith, is applying for a position as sales manager.  Do you have a moment to tell me about your experience with Ms. Smith?

Former Employer:  I can’t give you any information.

You:  But… all I want to know…

Former Employer:  Listen — I don’t want to get in trouble.  I can’t talk about anyone.  Bye.  [hangs up]

At this point, you’re not only frustrated, but you’re confused.  What went wrong?

First of all, you didn’t do anything incorrect or innately “bad”; you simply didn’t understand the lingo of checking references.  That’s why it’s highly recommended that you connect with a professional background screening company to check references for you. 

Professional background screening company employees are trained to be very systematic and deliberate when it comes to get as much information as is legally possible given the circumstances, the state in which the employer resides, etc.

Don’t spend time and energy calling potential employees’ previous employers.  Choose a professional background screening company to do it on your behalf and make your decisions base on the best, most accurate info.

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Executive Background Checks are Important, Too!

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It makes sense for businesses to ensure that their topnotch people really are top notch.

In a competitive marketplace, a wise chief executive or will do everything possible to protect the company’s reputation and solidify investor confidence, and that means ensuring he or she finds the most suitable candidate for every position.

Background checking is a vital part of the process. But it is an uncomfortable subject, and that may be one reason why many companies have been slow to transition.

Many old school executives prefer working their “country-club” networks, relying on world-of-mouth to vet a new executive hire, and often that can help separate the wheat from the chaff. But bad hires are costly for any company, and scandals have the potential to be disastrous. Today, many CEOs would prefer not to take the chance.

Nor should they.

Human resources experts estimate that more than half of executive resumés are padded and contain false or misleading statements. Is it really the best use of a chief executive’s time to verify facts on a resumé? Does every CEO know the legalities of what can and can be asked of a friend or former colleague, or how that information can best be used – if it can be used at all.

For most companies, executive background checking will be vital to finding the best individual to join the management team. In most cases, it’s smart to give human resources personnel the tools to do their jobs thoroughly, supplemented by professional background checking agencies when necessary.

Background checks are here to stay. They take a great deal of risk out of executive hires, and that should be reason enough to convince most companies of their benefits.