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QUESTIONS & CONCERNS
BEFORE HIRING
Oualifications:
- Can applicant perform the tasks?
- Does applicant bring bad habits learned
to the job?
- Does applicant have educational background & mental
capacity to perform their duties?
- Does subject really have required job
experience?
Ability to get along:
- Will applicant get along with management
and co-workers and not create dissention and trouble?
- Will applicant communicate well with
co-workers?
- Will applicant engage in sexual harassment?
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Stability/Loyalty:
- Will subject remain in company and not
leave after expensive training?
- Will applicant leave and carry trade
secrets to other firm?
- Will subject be happy with pay conditions?
Dependability and Health:
- Is subject physically able to perform
duties?
- Will applicant miss much time?
- Do personal problems prevent applicant
from working properly?
- Is subject going to be dependable in
crucial situations?
- Does subject have drug or alcohol problems?
- Is applicant over qualified, under qualified?
Responsibility with equipment:
- Does the subject have unfavorable driving
record (accidents, tickets)?
- Does subject have a history of driving
while impaired?
- Will subject use equipment for personal
use?
- Will subject steal equipment?
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Resume/Application Falsification
One-third of
all job applicants lie on their resumes. When these bad
apples get hired, it means putting high turnover, low productivity,
discipline problems, and legal nightmares on the payroll.
A recent nationwide study of about 2,200
college students found that 13% of those with resumes had
put inaccurate information on them.
53% of the HR professionals from organizations
who use reference checks to verify length of employment
reported discovering falsified information either regularly
or sometimes. Of the respondents who verified past salaries,
5 1% regularly or sometimes found that applicants provided
misinformation. |
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Employers Held Liable For Employee Misconduct
When a convicted sex offender asked
for a delivery job at an Omaha pizza shop, store managers should
have checked his background before sending him to people's homes.
Jurors found the store negligent and awarded $175,000 to the
women raped when he delivered pizzas to her house.
The Cost Of Employee Fraud/Theft
Fraud and abuse cost U.S. organizations more than $400 billion
dollars annually. Additionally,
the average company loses $9 per day per employee, about 6% of
its annual revenue, to fraud
and abuse committed by its own staff.
The Cost Of Employee Turnover
The cost of hiring and training a new employee can vary greatly
- from only a few thousand
dollars for hourly employees to between $75,000 and $100,000
for top executives. Estimates of
turnover costs may range from 25 percent to almost 200 percent
of annual compensation.
Unfortunately, we live in times when background screenings are
a necessary investment in the
financial health of your organization and the safety of its employees.
The best way to protect that
investment and gain control of your screenings is to bring them
in-house where you can oversee
their accuracy, completeness, and legal compliance. The good
news is that with Evaluate
America you can complete background screenings faster, easier
and less costly than ever before.
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