As many as 80% of resumes contain misleading information.
Jacksonsonville Beach, Florida (PRWEB) December 28, 2012
Donald J. Dymer, president and chief executive officer of SingleSource background screening warns businesses and organizations, large and small about common hiring mistakes to avoid in the new year.
Accept you may not be a good judge of character. “Do not trust your gut,” cautions Don Dymer. “Face it, the people you interview are likely to have more experience and savvy when it comes to the interview process than you do. The Greater Lansing Business Monthly recently published the results of a survey that reported as many as 80% of resumes contain misleading information. That is why is it critical to establish a well defined, pre-employment process that includes background screening, interviews and applicable pre-employment testing, and always contact previous employers. Be consistent, plan the process and process the plan always – no exceptions."
Define the job. “Whether you find yourself in a position of replacing a long-time employee or filling a new position, the one thing you need is a clear definition of the job responsibilities and what skills you are looking for. Sounds easy, but often employers focus on the tangible skill set, degrees, years of experience but fail to include other important requirements for the job such as interpersonal skills, problem solving and other elements that separate the right candidate from the crowd. Then write it down in a manner that can also be used at review time. Understand fully your obligations as an employer under EEOC and FCRA regulations."
Take time. “You can avoid mishaps and costly lawsuits by merely taking the time to do it right,” points out Dymer, “don’t just hire the first qualified person who comes through the door.” Many employers consciously or unconsciously devote time based on the level of a particular position. Employers hiring to stock inventory might take less time than when they hire a mid-level manager, “Costly mistake.”
Weigh the importance of soft skills. “Once you’ve identified experience, education or special skill requirements, employers need to identify the character skills required for the job,” Dymer explains. “You find a great salesperson for your company, impressive ability to generate new sales, great with new customers. But how do they relate to the rest of the sales force, support staff.”
Beware of “the fire.” Failing to execute a careful background screening process and hiring based on reactions and subjective analysis of a candidate can often lead to a poor performing employee, explains Dymer. “When employers make assumptions based on an interview and forego an extensive background check they fail to gain a key piece of information about the character of that applicant. They go ahead and hire someone, later to find they have a criminal history, or do not have the ability needed. Immediate termination is not necessarily going to be your option. Firing that person may put you in the middle of a lawsuit, and will be costly one way or another.”
“It is an old adage, but one that rings true, ‘trust but verify,'” states Dymer.
SingleSource Services is located in Jacksonville Beach, Florida. The company provides background screening to over 2,500 business across a wide variety of industries and non-profit organizations. SingleSource was founded in 1995 and believes that backgrounds are like fingerprints and prides itself on its long term customer relationships and strong commitment to fulfill its corporate civic duties.