Hiring tips

Background checks, internet searches, etc.

Terry Grillo, Boyer Personnel / Guest CommentaryNovember 21, 2012 

A bored-looking person sits in the corner of your office, doing three things: staring out the window, messaging and tweeting and otherwise flitting about on a smart phone, and occasionally, processing work on the desk.You've spent hundreds of hours to locate and train this person and now it maybe time to part ways and start the hiring process all over again.

Small-to-medium sized businesses seldom have the budget to develop and maintain a dedicated human resources department. In this employment market, when a single advertised entry-level position can gather nearly 100 resumes, the work of sorting through them all and making the right decision can be daunting.

Despite careful review of the resumes and diligence during the interviews, you've hired a person who does not understand that every moment spent on their personal smart phone is one stolen from the business.

Small- and medium-sized business owners and managers in the Sierra foothills need to use every moment concentrating on the services or products that keep the doors open. Squeezing time to make a qualified hiring decision is just that: it's a decision made on borrowed time and maybe confirmed by hopeful wishes and a good feeling.

Thousands of dollars of a manager's or owner's time and advertising expenses will be invested in the hiring process. A bad decision loses that time and investment.

Here are some -- and these are just a few -- of the tasks required to make a qualified, professional-level hiring decision:

Background checks require notification of the candidates and strict adherence to the Fair Credit Reporting Act.

Quick, Internet-based searches about a candidate's personal or credit history can result in wrong information and that can bring serious trouble in many ways.

Many candidates can be eliminated by an initial phone interview, but asking the right questions requires experience and training.

Employment verification is a key task and potential employers need to ask questions that will help them identify those candidates who are the best prepared for the job and the work culture they are filling.

Staffing agencies or other human resource professionals can answer these questions - and many more - and present owners and managers with a list of verified, qualified candidates that will remain engaged and eager at their new job. This service costs a fraction of what could expended in-house, and the results will be excellent.

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