Risk Aversion Through Verifications

In a perfect world, we could wholly trust everything anyone says, from the insignificant details of a story, to great feats and triumphs one has an interest in sharing. Unfortunately, the figures show that people liequite often, actually. When it comes to job searching, well over half of all applicants stretch the truth for their benefit, leaving employers wondering how they can better identify what is dishonest. 

A Few Questions Can Go a Long Way

Depending on the positions available and the policies of an organization, gleaning insights about a candidate in the following areas can prove tremendously valuable. It’s just a matter of taking the right questions to the appropriate sources. 

Education

Whether in real estate, accounting, home services, or any other number of trades, there is often formal credentialing that qualifies an employee for a given position. Sometimes these standards are established through laws and regulations. Other times, they are organizational preferences such as a bachelor’s or associate’s degree requirement for new hires.

While taking someone for their word when it comes to the satisfaction of these requirements may be a natural human inclination, it by no means is a hiring best practice.

Opting to partner with a verification service may be a good idea in order to verify degrees, certifications, and licenses with the source. In many cases, certain information isn’t available to the general public but can be easily retrieved by a third-party organization, i.e., a verification service.

Employment

Let’s take a moment to self-reflect. Have you ever been tempted to do the following on a resume?

  • Alter a word or two of a position title.
  • Wordsmith your job description to exaggerate a role.
  • Beef up qualifications, just a little.
  • Try and justify an unexplainable gap in employment.

Statistics tell us that the majority of us have done one or more of these things at some point. Additionally, though on a less frequent basis, there are more egregious fibs that can put employers in sticky situations. 

Neither white lies nor big lies are truthful. It’s important for employers to do their due diligence when it comes to an applicant’s employment history, making sure what a prospective hire is saying is accurate.

Impact

Within our professional careers, regardless of the trade, many of us have worked with folks who, while qualified on paper, were less than desirable co-workers. By the same token, many of us have worked with unexpectedly brilliant and caring individuals who always strived to go above and beyond.

Measuring impact is not always an easy metric to track, and while success usually follows impactful individuals, their full story can’t be entirely told on a resume. For this reason, professional and personal references can come in handy, filling in the gaps between list items on a piece of paper and a prospect’s true capabilities.

With properly formulated and customized questions, professional and personal reference verifications can speak volumes. 

Medical Records

Now more than ever, terms like “vaccination” and “pre-existing medical condition” are weighty buzzwords tossed around almost daily by the average Joe or Jane. Some positions call for a particular standard of health; some call for a certain vaccination status. Much like education or employment history, it’s best not to take a candidate at their word alone.

Medical and vaccination records are often personal and protected, though they can be accessed by certified organizations. Partnering with such an organization could be a good idea if access to medical data is requisite for a sound hire.

Rental History

For property owners and managers, finding the perfect tenant is both an art and a science. Such a decision should be made by virtue of intuition as well as the necessary insights. Tenant verifications can help considerably with the latter. Knowing a prospective tenant’s past rental history can bring clarity to a number of unknowns. 

Takeaways

Those who ignore history are doomed to repeat it. Don’t put your assets, business, or employees at risk by neglecting to implement proper screening protocols. At the end of the day, the hassles and costs of verifications are quite small in comparison to the benefit they provide. Going beyond the resume is often the key to finding the best individuals for your open positions.

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