Community association staff members are part of residents’ lives. Not only are they vibrant members of the community, they also often have access to units, mail, and personal information of people who live in the building. It’s crucial, then, that the individuals hired by a community association be reliable, trustworthy, and dependable, in addition to being adequately trained to handle sensitive information and personal property.
In hiring staff, managers have a duty to provide their buildings with the best people for the job. In this day and age, that duty involves going through a thorough and rigorous screening process to weed out candidates with records of terminations, disciplinary action, or criminal history. It also means finding the best candidates for the job, using time-honored techniques to place the optimal applicant.
Let’s take a look at how—and why—the best employers screen their applicants.
Avoid Snap Judgments
It is human nature to trust our base instincts. We all feel like we’re pretty good judges of character. We all think we are able to differentiate, on some intuitive, gut level, the people of quality from those of shadier dispositions.
The truth, however, is that we’re not. Even those who are particularly good at judging character fall short sometimes. It’s one thing when you’re trying to pick a lab partner for eighth grade chemistry class. But when these snap judgments form the basis for a hiring decision, the stakes become much higher. Money, big money, is at stake. And sometimes more.