Checking Your Next Employee's Background Makes it Easier to Quantify Employment Risk

Checking Your Next Employee's Background Makes it Easier to Quantify Employment Risk

A few months ago I made contact with an old friend from university days on Facebook. I was pleased to hear from this friend and through Facebook catch up with what had been happening to someone I had once enjoyed spending time with.

Looking at the old friend's information page, I noticed that the highflying career I expected this person to enjoy had indeed taken off, having left university with exceptional academic honours and a lucrative qualification. But the person's career also had several lengthy employment gaps and then a radical job change. Also present was a keen interest in the church and a strongly espoused faith.

Hmm, my old friend enjoyed a party. Perhaps too much I recall. I remembered when we shared a mathematics class. This friend regularly bowled in late with a McDonald's coke cup half full of brandy at 10am in the morning. The annoying part to me at the time was that the friend 'aced' the math tests partly drunk whilst I battled on sober! My friend was that clever.

I didn't think any more of this but reading the newsfeed on Facebook a few months later, I noticed a post saying this friend was 'witnessing' at church groups about addiction and redemption. I googled the church and there was my friend described as a convicted felon.

This piqued my interest and the internet duly spilled the beans. Arrests for possession of narcotics and controlled substances, a forced resignation from a professional qualification that had taken years to earn and was very well paid. A marriage that had ended, presumably as a consequence of these misdeeds?

So my old friend the high flier had enjoyed getting high and got seriously busted, not once but repeatedly. Clearly there was some abusive streak in my old friend's personality that had got a grip. It appeared that the career gaps on Facebook might just be jail time, given how seriously drug offences are viewed where my friend lives.

But now my friend has good role in another unrelated industry that once redeemed another person with addiction concerns - George W. Bush. My friend may still be too fond of mild stimulants in the form of Red Bull and black coffee but is otherwise on the straight and narrow.

So if this person were to apply for a job in your organisation, how would you handle it? Bright and energetic. Personable and highly capable. An individual with good qualifications. But also a convicted felon, probably with jail time. If you did not know about the convictions and jail time you would probably hire. But if you later found out, just how would you feel?

We all get older and a little wiser, usually learning to live within our own skins. My friend is capable of being both productive and responsible. Gifted, an individual who has mellowed and settled down, having shaken off demons and learned lessons the hard way. Now sharing those lessons for the benefit of others. Using support groups like the church to keep old demons at bay. Deserving of a second chance in life.

A good hire perhaps, but one that may need watching bearing in mind past personality traits?

The point being, if you know what someone is like, you can quantify how much risk to expose your business to and just where that person's responsibility should end. Knowledge gives you a better command of the risks you take in hiring someone who could either be a great asset or liability.

Thorough checking of your employee's background means you are not reliant on the voluntary disclosure of past misdeeds. In fact the prospect of checking either deters bad apples from applying or prompts them to state up front just what happened, giving you options.

My friend is living testimony that people who 'go bad' at some point in their lives can be redeemed and become productive assets to the people who take a chance and employ them. Often they are better for their experiences. They should always, however, be protected from undue temptation which can only be managed with foresigh

Now Pay Close Attention --

Using your Facebook Fan Page to increase your business exposure and revenue is simpler than you've been told. Everyone with a facebook fan page faces the same two problems:

[Problem #1] How To Find Interested Facebook Users

[Problem #2] How To Bring Them To Become Your Fans

Facebook Fan Supply has been solving these two problems for hundreds of satisfied customers. The Facebook Fan Supply has been tried and tested and known to produce excellent results.

First: Click Here For Facebook Fans

Facebook Fan Supply always supplies REAL FANS targeted to your specific: Age Group, Keyword and Location.

Second: Order Your Facebook Fan Supply Package of 1,000; 2,000 or 5,000 Guaranteed Facebook Fans

Your new fans will arrive in 3 - 4 weeks and all fans are REAL FANS guaranteed to stick to your fanpage. Buy Facebook Fans today and boost your businesses online presence overnight.

POST COMMENT

Unemployment Rocking a Sinking Ship Employment First Preference Get your employment contract in black and white Gurgaon Based Employment Opportunities Go2ui Weekly Claim Helps You Find Employment And Get Benefits Phoenix Az Unemployment And Foreclosure Statistics City Of London Top Executives Ought To Make Their Next Employment Move Now Or Risk Missing Out. Colorado Arrest : Employment Search Employment – Turning Your Weakness Into Strengths PR Employment - Top 10 PR Employment Opportunities How could a DUI conviction impact future employment opportunities? The U.s. Unemployment Rate Rose To 9.9% Chance Of The World Economy Bottom Up Secondary 100,000 Employment