| Staffing vendors who refer candidates on
| |
| | Tony Williamson, president of Golden
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| the strength of a resume and a phone
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| | Valley, Minnesota-based vendor Ajasa
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| interview-foregoing thorough background
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| | Technologies, Otherwise you risk losing
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| checks-are asking for trouble.Case in
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| | the business on one bad apple. "An
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| point from the CEO of Palmiter Recruiting
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| | employer doesn't want to run the risk
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| of Plymouth, Minnesota: 15 years ago,
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| | that an employee over his head in
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| before she founded her staffing company,
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| | financial debt will be tempted to steal
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| Elizabeth Palmiter was on assignment as a
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| | from a banking customer.Perfecting the
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| contractor herself when the nightmare of
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| | personal reference checkYou should always
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| nightmares occurred at a client's
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| | check references to support a hiring
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| worksite.During a routine reference
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| | decision. Unfortunately, this is made
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| check, a contractor marched into his
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| | harder by the litigious nature of the
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| supervisor's office and killed him with
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| | corporate world. Many companies are
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| an automatic rifle.
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| | reluctant to do much more than verify a
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| The scary thing is that because it was
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| | former employee's job title and dates of
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| an automatic rifle, he could have killed
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| | employment, for fear that a candidate
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| other people, too," says Palmiter.Today,
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| | will sue them for providing a poor
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| Palmiter works on the other side of the
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| | reference.You should be prepared to be
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| desk-as a staffing vendor for tier-one
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| | creative when calling references. Here
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| companies in Minneapolis-St. Paul.
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| | are a couple of suggestions that have
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| Impossible to forget, experiencing
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| | worked for others.1. Work through your
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| workplace violence first-hand has made
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| | network -In the course of the
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| Palmiter diligent about checking the
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| | conversation about the candidate's
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| backgrounds of all candidates-whether the
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| | background, try to identify references
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| hiring company requires it or not.
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| | that you and the candidate have in
|
| The same isn't true at all staffing
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| | common. This is easier for the seasoned
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| companies.According to a recent report
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| | recruiter who personally knows hundreds
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| from Taleo Research, only 33 percent of
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| | of people in companies across a market or
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| companies conduct background checks on
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| | sector and a value-add that can help sell
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| employees. The loss of human life is a
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| | your worth to client companies.2. Broaden
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| rare and extreme consequence of not
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| | your search - You can also contact the
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| vetting prospective employees and
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| | given references and ask them to suggest
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| contractors. More commonly, staffing
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| | others who might have experience with the
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| vendors may face legal action, damage to
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| | candidate, offers Joseph Golemo, a branch
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| business reputation, loss of clients and
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| | manager with Minneapolis-based ENRGi
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| revenue and negative media coverage if
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| | Consulting. Everyone knows the people on
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| they fail to thoroughly screen
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| | the first list will give a good reference
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| prospective candidates.Criminal
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| | to the candidate, so you call them and
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| background checks are insufficient
| |
| | ask some cursory questions," says Golemo.
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| Even when you do perform a criminal
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| | "Then get to the real purpose of the
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| records check, keep in mind that it
| |
| | call, which is to ask: 'Is there anyone
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| probably isn't sufficient
| |
| | else I can speak to that will be able to
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| protection.National background checks
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| | provide a reference for this
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| don't reveal all the offenses on record,
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| | candidate?'."This second-tier reference
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| according to news reports as there is no
| |
| | will not have been coached or prepped by
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| national database of felony convictions.
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| | the candidate, so will probably provide a
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| Criminal records are filed in more than
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| | more balanced view of the candidate's
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| 3,100 courthouses throughout the United
| |
| | background and capabilities.3. Verifying
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| States reporting processes can differ
| |
| | identity - Still, with all the rigors of
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| widely, making it difficult and costly to
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| | a criminal history check, personal
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| guarantee that a new hire isn't a law
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| | interviews, drug screenings, credit
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| breaker.27 percent of organizations
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| | checks and reference checks, some
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| surveyed said they had suffered serious
| |
| | companies are starting to take their
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| damages due to a flawed records check,
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| | screen processes a step further-to verify
|
| according to Taleo Research. Some of the
| |
| | the identity of the candidate.These
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| consequences included workplace fraud (10
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| | companies have their consultants and
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| percent), employee theft (10 percent),
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| | potential hires fingerprinted at a local
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| workplace violence (7 percent).So while
| |
| | bank or police station, according to
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| you should always contract a reputable
| |
| | Golemo.
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| credential checking service, such as
| |
| | Fingerprinting candidates foils the
|
| Verified Credentials, StaffingCheck or
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| | possibility that an individual may
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| ADT, you should complement those reports
| |
| | attempt to borrow the identity of another
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| with additional investigations,
| |
| | worker in order to get a job they would
|
| including:credit checks drug tests
| |
| | be otherwise unqualified to perform.It
|
| in-person interviews informal reference
| |
| | works like this: The candidate is
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| checks technical interviews Nothing
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| | fingerprinted during the screening
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| replaces the personal interviewA 20-year
| |
| | process. Then on the first day one the
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| veteran in the staffing industry, Rick
| |
| | job, the new hire is fingerprinted again
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| Kuula, president of Stillwater,
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| | to ensure the candidate's fingerprints
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| Minnesota-based staffing vendor Solutia
| |
| | match the prints on file.It may seem
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| Consulting, Inc. meets with every
| |
| | extreme and time-consuming, but it also
|
| consultant during the hiring
| |
| | ensures you're providing the best,
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| process.Though a technical screening is
| |
| | cleanest candidate for a project. In the
|
| part of Kuula's review process, it's not
| |
| | long run, it protects you from the
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| the main focus.If we have a feeling that
| |
| | negative consequences of making a bad
|
| there's something not right with the
| |
| | referral, and can preserve a good client
|
| candidate and we can't put a handle on
| |
| | relationship for years to come.Being
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| it, we're better not to pursue it after
| |
| | rigorous also sends a clear message to a
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| the first contact," says Kuula.It's not
| |
| | hiring company. "It shows that we're not
|
| rocket science. It's spending time with
| |
| | just throwing resumes over the fence,"
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| the candidate to get to know them," says
| |
| | says Palmiter. "It shows that we're doing
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| Kuula. The personal touch helps to insure
| |
| | our jobs and that we're a valuable
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| that the candidate is a good fit for the
| |
| | resource."Doug has a long history in the
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| hiring company's culture and the staffing
| |
| | recruiting and staffing industry. He
|
| vendor's talent pool for the long
| |
| | started in IT as the Director of IT for
|
| haul.Digging deeper into credit history
| |
| | the Minneapolis Institute of Arts. Doug
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| is another step you can take
| |
| | then started his own IT consulting &
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| take-especially for candidates assign to
| |
| | staffing firm (Quantum Consulting) which
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| financial industry accounts."If you care
| |
| | he grew to over 75 consultants. In 1995
|
| about the quality that you're presenting,
| |
| | Doug sold his firm and founded which
|
| especially to financial institutions, we
| |
| | received over $100 million in venture
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| need to know who we're submitting," says
| |
| | capital.
|