I have a friend who is a Director of Sales for a medium-sized company. A few months ago, he had a major issue with one of his salespeople in another Midwestern state. The salesperson cursed out a customer on the phone (the customer was “pestering” him by calling his cell phone more than 1 time in the same day). He was let go by my friend. Now it turns out that this salesperson is pushing his resume out to prospective employers. One of them called to verify his employment and had some interesting facts. Salesperson claimed to be a Sales Manager (he wasn’t) Salesperson claimed to win the President’s Award… Read More
Continue ReadingPandora’s Box Known As Facebook
There has been much discussion about the use of social networking for candidate background checks. I have always been in favor of allowing companies to search through anything posted online – it is in the public domain. However, this German law does provide a bit more detail: For example, employers will still be allowed to run a search on the Web on their applicants, de Maiziere said. Anything out in public is fair game, as are postings on networks specifically created for business contacts, such as LinkedIn. In contrast, it will be illegal to become a Facebook friend with an applicant in order to check out private details, he said,… Read More
Continue ReadingThe Illegality Of Facebook Due Diligence
Well, there isn’t any precedence yet, according to this StarTribune article. Clearly the proper use of social networking sites during background checks for candidates is going to be a tremendously important legal topic soon. This topic has been percolating for some time. The article references an obvious starting point: “We can suggest to employers that they include in their application process some statement that says ‘we do reference checking including use of information in the public domain’ and to make it broad enough that if they discover something online it’s fair game,” Ridley said. I have always been one to note that the Internet IS a public domain so anything… Read More
Continue ReadingFinding Fibs On A Resume
In reviewing the HRGURU newsletter I ran across a good article on finding fibs in resumes. It gives some sound advice to follow so you are not discovering these lies on the resume after a person starts. The 5 tips: Get an early read about the candidate’s visible profile. Look for a candidate’s public profile by reviewing announcements, articles and other material that often can be found easily online. You do need to gauge how much stock you’ll put into whatever you find—good or bad—because you can’t always believe what you read. Confirm academic credentials early. Gain consensus on the reference checking process. Who is going to perform it and… Read More
Continue ReadingSocial Network Sleuthing
Let me state my position – I believe employers should research all sites when considering a candidate for hire. That includes social-networking sites. I know there are arguments for both sides of this new debate and I am not completely sold on my position. However, it appears that the trend among hiring managers is to use these sites in their hiring process: The study, reported by Reuters, found that out of 3,169 hiring managers, 22 percent of them (about 698 managers) used social networking sites to find out information regarding potential candidates. This is up from 11 percent, or 349 managers, since 2006. Even though 22 percent may not seem… Read More
Continue Reading6 Biggest Applicant Lies
What are the biggest lies that applicants or candidates make through the hiring process? If you are thinking degrees or education…correct, that is one of them. Maybe it’s just me, but why chance losing out on an opportunity by lying about your education? Recruiting Trends has a post that gives the top 6 lies; a subject we have posted on many times – from embellishing a resume to all out lying. Here are the other 5 lies: Job Title Dates of Employment Compensation False degree from diploma mill Lack of Criminal Record I truly wonder why if verifying this information is so easily done through background checks why more applicant’s… Read More
Continue ReadingUsing Social Networks For Conducting Background Checks
In catching up on some posts and articles from the weekend I came across a survey from CareerBuilder on Cheezhead. The survey is looking to see how many hiring managers use social networking sites for conducting background checks. Here are the findings: Of those hiring managers who have screened job candidates via social networking profiles, one-third (34 percent) reported they found content that caused them to dismiss the candidate from consideration. Top areas for concern among these hiring managers included: 41% – candidate posted information about them drinking or using drugs 40% – candidate posted provocative or inappropriate photographs or information 29% – candidate had poor communication skills 28% –… Read More
Continue ReadingCyberslamming And Social Network Checks
Using social networks like Myspace and Facebook as part of a background check currently falls into a legal grey area. Apparently this activity is lacking any precedence in the judicial system which means it is risky. I’m not naive, I suspect most companies Google candidates to see what they discover. Recruiting Trends provides an article that describes one area where trouble may arise: There are anecdotes on the Internet of false postings under another person’s name – a sort of “cyber identity theft.” If anonymous information is posted, such as in a chat room, there is the new phenomena of Cyperslamming (sic), where a person can commit defamation without anyone… Read More
Continue ReadingSocial Network Background Checks
There has been much discussed about the use of social networking sites in doing background checks of candidates. I’m still on the fence, but I am leaning towards using them. Here is an actual example I heard on Friday. An owner of a medium-sized company had a problem with a previous executive assistant – let’s just say it was far too personal. She was dismissed from the role and the company looked to hire a new assistant. The hiring process for her replacement involved the owner’s wife who was going to spend 1 hour interviewing each candidate. Also, the new executive assistant would not be allowed on the company plane… Read More
Continue ReadingThe Greatest Risk When Hiring
I propose that it is hiring new employees without performing a thorough background verification. Think of the implications if you are wrong. The outcomes can be the ultimate dealbreaker in that they can end a company’s existence. With the stakes that high, it never ceases to amaze me that companies take this risk when hiring. Clayton at Salesopedia links to an excellent article concerning this topic in the context of sales hiring. Take this point from the article in Clayton’s post: Some of you may be reading this and thinking that you already have a defined scope for all applicants so there is no need to be concerned. However, the… Read More
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