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Lester Rosen |
Ten Trends in Hiring and Screening
Here are ten current trends in hiring and employment screening that recruiters and hiring professionals should track in the coming year. Paperless Systems: With advances in technology, there is no longer a need for job applicants to sign a physical piece of paper or for employers to enter data on a background screening website. An “Applicant Generated Report” takes advantage of the federal electronic signature laws for a valid online signature, so that applicant fills out…
The Six Biggest Applicant Lies!
Although statistics vary widely, there is widespread agreement that a substantial number of resumes belong in the “fiction” section of the bookstore. The rate of fraud can be as high as 40% and higher according to different sources. Applicants certainly have the right to put their best foot forward, and puffing their qualifications is an American tradition. But when puffing crosses the line into fabrication, an employer needs to be concerned. When you hire an…
Caution! – Using Search Engines, MySpace or Facebook for Hiring Decisions May Be Hazardous to Your Business
In Parts One and Two of the series, Les Rosen discussed statistics from various surveys and news articles, and some of the legal implications of the increased use of social networking sites to screen candidates. How do you know what is “real” on the internet? How do you know that the “name” you found is your applicant? You don’t. With more than 300 million Americans today, most of us…
Caution! – Using Search Engines, MySpace or Facebook for Hiring Decisions May Be Hazardous to Your Business
Employers and recruiters have uncovered what appears to be a treasure trove of applicant information on the internet. By searching the internet and social networking sites such as Facebook or MySpace, recruiters feel they are effectively able “to look under the hood” and try “to get into an applicant’s head.” Unlike the traditional hiring tools such as team interviews, psychological testing, calling past employers, and background checks, social networking sites hold out the promise of…
Recruiting Russian Roulette
Every placement you make has the potential of putting you out of business It’s a sobering thought, but every time a recruiting professional makes a placement, there is the possibility that new hire can put them out of business. Why? Because if a dangerous, unqualified, unfit, or dishonest candidate is placed in a job – and harm occurs, the hiring firm risks a lawsuit for negligent hiring. Perhaps just as importantly, a bad placement can result in…
The Five Due Diligence Questions That Should Be Asked In Every Interview
The employment interview can be much more then just an opportunity to find candidates who are a good fit for an employer. It is also an important part of the due diligence process in which employers try to identify candidates who may prove to be dangerous, unqualified, unfit or dishonest. This can be done through the use of five standard due diligence questions that can be adopted for every interview. These five suggested interview questions seek to…
Top 10 Signs you are Hiring a Lawsuit Waiting to Happen
Employee lawsuits often catch employers by surprise. Yet, an examination of the employee's application shows that an employer could often have predicted, well in advance, that they were hiring a lawsuit just waiting to happen. Top 10 danger signs of a problematic hire Look for these signs to avoid hiring a problem in the first place Applicant does not sign application. An applicant with something to hide may purposely not sign the application form so they later…
Mission Critical: International Background Screening
Employers have long recognized that conducting due diligence on new hires is a mission critical task. Firms cannot afford to be sidetracked by employee problems such as workplace violence, theft, false resumes, embezzlement, harassment or trumped-up injury claims. Employers can be the subject of lawsuits for negligent hiring if they hire someone that they should have known, through the exercise of due diligence, was dangerous, unfit or unqualified. However, with the mobility of workers across…
Recruiters and Background Checks – How to Speed up the Process
Part of the on boarding process for most in-house recruiters is the completion of the pre-employment background check. The challenge is that they are typically under intense time pressure to complete the hiring process quickly and to get the new person started. On the other hand, it is mission critical that employers exercise due diligence in their hiring. If an employer hires someone who turns out to be dangerous, unfit or unqualified, and some harm…