Verify & Check Job Applicants References Credentials
Taking the time to examine a resume or set of resumes during the hiring process can save your firm or organization a lot of wasted time and energy in the future. Its not as easy now to fire an employee who fraudulently submitted a resume , or submitted false work experience , down the line , especially if they are holding their position in good stead.
Its not only in the workplace does "cheating" occur. It is almost endemic in the university and college circuits as well. Everyone wants to "get ahead". Marks and educational documentation and record means everything. And after all "everyone is doing it".
Tales abound . One young and foolish manager filled a position quickly due to a reference from an applicant's priest and spiritual leader. It seemed that this young initiate behaved and dressed most inappropriately at a major international sales and planning meeting. The manager later tried to explain away his rapid decision making by stating that " he had needed to fill the roster for the upcoming event". After all his team had to be no smaller than any of his other managers at his executive status level. It seemed in later followup and analysis that the reference from the applicant's priest had not been verified and checked. When the verification process was done , at a much later date, it seemed that the reference from the priest was that overall the candidate lacked maturity in most intellectual forms. The sad part is that in the heat of all this activity that the real incompetent in this matter was not the candidate but rather the management level decision makers who went on not only to bury their errors, but went well up the corporate ladder. It seems that those who cannot do simple tasks in a thorough manner often travel up high in management and corporate circles states Ashdown scholar William U. Simpson.
It comes down to facts and figures. Watch out for excessive flowery language , vague statements , references and dates. Be on the watch for over abundant filler text and words. Combination words can be a tip-off. There was a well known and substantiated case of one highly successful job getter who successfully steamed up the career ladder simply by combining and joining words from rows of columns of words chosen from industry jargon. It seems that no one in the interview process dared admit that they had no idea what so ever what the words meant - and to ask would of admitted defeat in the eyes of their colleagues - stated employment agency consultant manager Kirk U. Stephens.
Some basis's and standards to rule by. First of all study the candidate or candidate's accomplishments. Are they reasonable to a point ? Do you or the group evaluate that this individual can really achieve this goal or sets of goals and hold a high standard of performance as well ? On top of that do you note , catch or imply a sense or any notion of evasiveness that may prevail ?
One interesting point to note in the limelight. Excellent and even exceptional references are sometimes suspect. It seems that if a business , firm or organization really wants to get rid of a character or a laggard which is slowing their team down , hampering efficiency and effectiveness , or pulling staff morale down , then often the best course to take to get rid of this incompetent or troublemaker it to "give them a good or great reference". This way their problem or sets of problems are solved - however at your expense as well as frustration level.
In many cases now hiring and hiring errors and mistakes are dealt with on a team basis. A good and effective manager knows that his "job" is to hire good people and candidates for the "team". Once hired the team takes over. Add a group based efficiency , customer service level and final bottom line profit based and determined reward bonus to the mix. The team on the sale , product or front lines will effectively police and manage the situation and series of events. If after all a serious and thorough evaluation of job application candidates is done, it will be the employee team who will deal with the situation or series of events. In most cases they will demand of the apprentice worker to either shape up or ship out.
Its not only in the workplace does "cheating" occur. It is almost endemic in the university and college circuits as well. Everyone wants to "get ahead". Marks and educational documentation and record means everything. And after all "everyone is doing it".
Tales abound . One young and foolish manager filled a position quickly due to a reference from an applicant's priest and spiritual leader. It seemed that this young initiate behaved and dressed most inappropriately at a major international sales and planning meeting. The manager later tried to explain away his rapid decision making by stating that " he had needed to fill the roster for the upcoming event". After all his team had to be no smaller than any of his other managers at his executive status level. It seemed in later followup and analysis that the reference from the applicant's priest had not been verified and checked. When the verification process was done , at a much later date, it seemed that the reference from the priest was that overall the candidate lacked maturity in most intellectual forms. The sad part is that in the heat of all this activity that the real incompetent in this matter was not the candidate but rather the management level decision makers who went on not only to bury their errors, but went well up the corporate ladder. It seems that those who cannot do simple tasks in a thorough manner often travel up high in management and corporate circles states Ashdown scholar William U. Simpson.
It comes down to facts and figures. Watch out for excessive flowery language , vague statements , references and dates. Be on the watch for over abundant filler text and words. Combination words can be a tip-off. There was a well known and substantiated case of one highly successful job getter who successfully steamed up the career ladder simply by combining and joining words from rows of columns of words chosen from industry jargon. It seems that no one in the interview process dared admit that they had no idea what so ever what the words meant - and to ask would of admitted defeat in the eyes of their colleagues - stated employment agency consultant manager Kirk U. Stephens.
Some basis's and standards to rule by. First of all study the candidate or candidate's accomplishments. Are they reasonable to a point ? Do you or the group evaluate that this individual can really achieve this goal or sets of goals and hold a high standard of performance as well ? On top of that do you note , catch or imply a sense or any notion of evasiveness that may prevail ?
One interesting point to note in the limelight. Excellent and even exceptional references are sometimes suspect. It seems that if a business , firm or organization really wants to get rid of a character or a laggard which is slowing their team down , hampering efficiency and effectiveness , or pulling staff morale down , then often the best course to take to get rid of this incompetent or troublemaker it to "give them a good or great reference". This way their problem or sets of problems are solved - however at your expense as well as frustration level.
In many cases now hiring and hiring errors and mistakes are dealt with on a team basis. A good and effective manager knows that his "job" is to hire good people and candidates for the "team". Once hired the team takes over. Add a group based efficiency , customer service level and final bottom line profit based and determined reward bonus to the mix. The team on the sale , product or front lines will effectively police and manage the situation and series of events. If after all a serious and thorough evaluation of job application candidates is done, it will be the employee team who will deal with the situation or series of events. In most cases they will demand of the apprentice worker to either shape up or ship out.
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