Hiring Good Help The Ins and Outs of Good Hiring Practices

 Think about this: Nearly two million American workers report having been victims  of workplace violence each year and, in the United States, fraud committed by  employees costs companies approximately $20 billion annually. Workplace theft  tops out at more than $120 billion annually.  

 Property managers have a duty to provide the best people for the job, but with  staggering statistics such as these, it’s crucial that anyone hired by a residential association be reliable,  trustworthy and dependable. This means that applicants need to go through a  rigorous screening process to weed out candidates with records of terminations,  disciplinary action, or criminal history. But be careful, because studies show  that 30% of applications already contain false information.  

 According to the HireRight Benchmarking Report (hireright.com), a survey of  nearly 1,800 human resources, talent management, recruiting, security, safety  and other professionals from organizations of all sizes, most employers require  screening in order to maintain compliance with employment laws and regulations,  improve the quality of hires, protect their organizations from theft and fraud  and reduce employee turnover and workplace violence. These background checks  can range from Social Security number verification to employee's history,  credit checks and, a peek into their Facebook page.  

 The Employee Selection Process

 Before an employer delves into an applicant's legal and financial history, they  must first determine if she or he is the right fit for the position available.  

 A resume is a first impression of who your applicant is and can say a lot both  positively and negatively. What are you looking for? Job stability. Do they  stay at their jobs or hop from job to job? For schooling, call any schools listed as well as previous employers to confirm  the applicant attended those schools and worked at those businesses. A former  boss can tell a caller anything about the performance of the applicant,  although most employers have a policy to only confirm dates of employment and  final salary.  

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