{"id":21412,"date":"2022-11-28T17:30:30","date_gmt":"2022-11-28T17:30:30","guid":{"rendered":"https:\/\/crigroup.com\/?p=21412"},"modified":"2024-01-25T11:44:12","modified_gmt":"2024-01-25T11:44:12","slug":"think-employee-background-checks-are-a-waste-of-time-think-again","status":"publish","type":"post","link":"https:\/\/crigroup.com\/ar\/think-employee-background-checks-are-a-waste-of-time-think-again\/","title":{"rendered":"Think Employee Background Checks are a waste of time? Think again!"},"content":{"rendered":"

So you think an Employee Background Check is a waste of your time? Here are some alarming stories for you:<\/span><\/p>\n

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A CANDIDATE WHO HID HIS DEPLORABLE BACKGROUND<\/strong><\/span><\/h2>\n

One of our clients had interviewed an impressive candidate who had done well in the interview and had all the skills for the job. But the reference list he provided seemed ambiguous which included work experiences from much former jobs and did not provide any details of his recent employers for the client to verify the authenticity. We were in a perplexed situation unable to identify whether this was a red flag in our pre-employment screening (recruitment) process or did our candidate simply lack the skills to put together a credible reference list?<\/span><\/p>\n

To further the hiring process we had recommended the client to ask their prospective job applicant to provide relevant information of his two recent managers for background verification to which he obliged and that made him appear to be reliable.<\/span><\/p>\n

However, this was a short-lived impression since after connecting with the line managers we discovered that this candidate had been fired by both of his last employers for theft and fraud following with jail time for those cases.<\/span><\/p>\n

Imagine if we, like some employers, wouldn\u2019t make an effort to go an extra mile to check employee references, conduct thorough pre-employment investigation and make sure that each and every provided information is reliable only to put the corporation at the verge of reputational risk?<\/span><\/p>\n

An open-ended question for our readers! Would\u00a0your<\/i> employee background screening practices have kept this from happening to you, or would this guy now be working down the hall from you, swindling you too?\u00a0<\/strong> <\/span><\/p>\n

The lesson from this incident clearly is: Don\u2019t limit yourself only to the candidate\u2019s list of references. If the candidate has offered peers or personal references rather than managers, ask to be put in touch with the specific people you want to talk to. Call the main switchboard numbers rather than the direct number you were given. For all you know, the candidate could have given you a friend\u2019s phone number so the friend can pose as the former boss.\u00a0Ask the right questions. If you just run through a perfunctory list of questions, you may never get to the most useful information.\u00a0References are only a waste of time if you treat them like just an item to check off your list, rather than as a genuinely valuable part of your assessment process.<\/span><\/p>\n

Downside of Negligent Hiring\u00a0<\/strong><\/span><\/h3>\n

Recruiters should also have a clear understanding of the skills an applicant needs to possess to succeed in their job role. <\/span>AJ Silberman-Moffitt, senior editor at search marketing agency Tandem Buzz, learned just how wrong things can go when the wrong candidate is hired while she was training her replacement after accepting a promotion.\u00a0\u201cBecause she worked in a position with the same title as mine, there was no reason to think she would not know how to use the necessary tools and software,\u201d Silberman-Moffitt said. \u201cShe answered everything appropriately in the interview, and the HR manager and I hired her,” according to a report in the businessnewsdaily.com<\/a>.<\/span><\/span><\/p>\n<\/div>\n

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Once the new hire accepted the offer, it quickly became evident she didn\u2019t have the skill set needed to do the job. \u201cWhen she started, and I began to train her, it was like a deer staring into headlights,\u201d Silberman-Moffitt recalls. \u201cEven the simplest tasks, such as entering information into Excel, were difficult for her. It seemed that traffic at an agency and a television station were not as similar as I thought they would be. “The recruitment ended in defeat, resulting in wasted time and money, Silberman-Moffitt said. \u201cUltimately, she was let go because she couldn\u2019t grasp the job.\u201d <\/span>During the hiring process, consider giving applicants an assessment or a test. Aptitude tests and projects aren\u2019t always necessary, but these procedures evaluate whether the candidate can perform the responsibilities of the role. If you use any software or tools that are central to the role, it\u2019s best to ask targeted questions about the applicant\u2019s experience with them.<\/span><\/span><\/span><\/span><\/p>\n

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Why an Employee Background Vetting is an <\/strong><\/span>Indispensable Recruitment Tool<\/b><\/span><\/span><\/h2>\n
Employee Background check concepts are inescapable for your organisation if you are looking to minimise risks surrounding a bad hire. The concept of\u00a0pre-employment screening has become one of the most significant phases in the recruitment process.<\/span><\/div>\n

The escalating figure of crime scenes and fraudulence incidents justifies why organisations take up this step. Within the dynamic business environment we\u2019re operating in, corporations are now more inclined towards being vigilant of the quality of employees they are hiring. Specifically, the human resource managers are strategizing to reduce employee turnover and burnout rate thereby increasing retention of competent employees. With the vision of achieving a sustainable workplace environment, pre-employment screening and comprehensive background checks are becoming an essential instrument to welcome and retain the finest possible.\u00a0\u00a0<\/span><\/p>\n

The concept of Employee Background Check<\/strong><\/span><\/h3>\n

An Employee Background Check is a worthwhile concept as employers strive to have the best pick from the candidates who show up for the recruitment process. After the interview sessions are over, a minimum of two weeks is required to get through the employee background screening procedure before you can finalise the hires. Since this procedure requires a thorough knowledge of regulatory compliance and investigative analytical skills, corporations outsource this service to the industrial experts to conduct a comprehensive verification of employee\u2019s academic, professional and even social presence. After the employer is gratified with the check, the employee is offered an appointment letter to join them.<\/span><\/p>\n

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CRI Group’s EmploySmart\u2122<\/a><\/strong> can be tailored into specific screening packages to meet the requirements of each specific position within your organisation.\u00a0<\/span><\/p>\n

Download our EmploySmart brochure<\/strong><\/a> or\u00a0get a free quote<\/a><\/strong>\u00a0to ensure a safe work environment for all.<\/span><\/p>\n

Advantages <\/strong><\/span>of an Employee Background Check<\/strong><\/span><\/span><\/h2>\n

Organisations carry out such checks due to a myriad of reasons. Some of these include:<\/span><\/p>\n