By Anna Maria GreeneSuppose you are an employer who has undergone three weeks of grueling job interviewing. You've finally whittled the list down to two excellent candidates, both of whom received glowing reports from at least one former employer. Ditto for their personal references. All that's left to do is make the decision, right? Not so, says Toronto-based human resources consulting firm Infocheck Ltd. – that is, not if you want to avoid possible disaster further down the road.
According to ongoing studies by Infocheck, which specializes in background searches and exit interviews, a full 6% of final job candidates have a criminal record. "These convictions range from sexual assault to theft, which could be potentially hazardous to an organization's overall productivity and credibility," says Vincent Tsang, partner at the firm, which presently services more than 300 corporations worldwide. And that 6% figure doesn't take into account those applicants who commit lesser transgressions – such as lying on their resumes about credentials and the like.
Recent high-profile fraud cases in Canada, coupled with the events of September 11, have caused more and more companies to become proactive, says Tsang: "[Clients] don't complain anymore when they get the bill [for the firm's services] because they're beginning to appreciate the value of background checks." Still, too many companies are not doing thorough checks on people they're considering hiring, he says.
Tsang points to the recent case of Ottawa-born John Davvy, who was hired by a New Zealand television station as CEO. Later, it was discovered that he had falsified his credentials and that a number of companies had gone down under his charge. "There are obvious financial consequences in such situations," says Tsang, "but there can also be social consequences. People's jobs are at stake – or worse."
So what's the best way to safeguard yourself? Here are some tips from the firm:
- Verify everything: degrees, certificates, professional affiliations. A full 33% of candidates lie on their resumes and 23% of these people falsify their educational background. But make sure the candidate has signed a release form for such inquiries. Half of postsecondary institutions across Canada require the candidate's signature before releasing information.
- Go to the source: That means speaking to immediate supervisors. Consider it a red flag if a candidate doesn't provide a credible reference for a specific employer.
- The magic five: Get five references instead of the usual three. Also, have your candidate notify the references to speed up your turnaround time.
- 360 degrees of explanation: For senior management, cover the entire spectrum. Speak to a direct supervisor, peer and subordinate to get a full and accurate view of the candidate's performance. Ask these people to provide you with specific examples.
- Screen, screen, screen: Your pre-employment screening process should include a criminal check, credit check and a driver record search when applicable.
Infocheck also advises that you should never call a present employer without the applicant's written permission, or ask questions relating to the six taboos: sex, race, religion, national origin, age, and physical disability.
