Recruitment committees, phone, and in-person interviews, testing, and other selection methods are not always enough to prevent employers and recruiters from making bad decisions. Finding the perfect employee is sometimes like looking for a needle in a haystack. You may want to hire someone without due diligence and without a background check. What will you do, however, if your candidate turns out to be a different person from the one you met during the interview and recruitment? Bad employees exist, and you must discover them at all costs before hiring them. In usatrace.com you will have the best options now.
The price of a bad employee
According to the survey, 53% of job applications contain untrue information, while 34% contain pure and simple fabrications regarding the candidate’s experience, education, and basic job skills. Among the lies that can appear on a CV are the swelling of titles and responsibilities, the falsification of studies, the exaggeration of salary, misrepresentation of dates and nature of employment and the declaration of having a work permit in a certain country when this is not the case. Bad hiring decisions are very dangerous. Our white paper, Screen Now, recruiters explores this danger and how to protect itself by putting in place an adequate background check policy.
Do not make mistakes on the person when you recruit
The repercussions of hiring a bad employee can affect the entire company and damage its reputation, the morale of its employees, and even its financial assets. Here are two reasons to be wary of candidates whose professional appearance may be misleading:
Fraudulent Resume: According to the survey, 78% of candidates have a deceitful resume. Of these candidates, 21% say they have degrees they do not hold, and 40% increase their salary. As a best practice, it is recommended that a job confirmation and reference interview program be established for all candidates, regardless of the importance of the position.
Criminal records and behavioral problems: Behavior problems demonstrated by candidates, as well as violence in the workplace, are very worrying issues. In many developed countries, there are approximately 350,000 workplace violence incidents each year. Almost 20% of these incidents involve assault, sexual assault, or robbery against the victim at work. Recruiters and employers should take special care to obtain all relevant information about their candidates, including their employment history. Hiring a bad employee is not just doing damage to a business; it can also be a violation of the law. Laws requiring organizations to check the background of their candidates and employees are becoming more prevalent.
Benefits of Background Verification by a Third Party Vendor
By using subcontractors, HR specialists can focus on the most important aspect of their work: recruiting and training new talent. Background verifiers can include:
- Accelerate the recruitment process
- Enable subject matter experts to do the editing
- Release the employer’s staff to enable them to tackle more profitable tasks
- Promote compliance with all applicable federal and provincial laws
Hiring an employee is as costly as it is time-consuming. You must, therefore, exercise due diligence when checking the background of your candidates. The CV check will reassure you and confirm that the skills of your ideal candidate are truly authentic. Recruiting a bad employee due to work experience or credentials that they do not hold is a costly mistake that can negatively affect performance, employee morale, productivity, and reputation.