Updated on April 23, 2009
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You’ve interviewed a couple of “ideal” candidates for your job opening. But before you “pop the question”, as it were, you have to conduct some background checks. Namely, you need to address your potential new-hires’ previous employment and/or education history.
Sounds easy, right? Yet it’s not as cut-and-dry as it seems. First of all, employers and institutes of education do not always get back to you in a timely fashion; thus, if you have other responsibilities, you could spend days hunting them down. Secondly, do you know what to ask when you finally get your target audience on the telephone? This can be tricky, even for the savviest of business pros, as there is a right… and a wrong… way to verify someone’s employment or education.
To make your job enormously simpler, why not hire a third party to conduct your employment verification and/or education verification screenings on your organization’s behalf? That way, you won’t be spending your time focusing on a duty that might be better outsourced. Even small to medium sized companies can benefit tremendously from releasing themselves from this (sometimes arduous) assignment.
Of course, you might be tempted to just skip the employment or education verification for new hires. (You’d be surprised how often this is done!) However, if you seriously want to build a solid team, this isn’t the place to cut corners. Instead, turn it over to a trusted partner and work on what you do best — growing your company.
- Visit VerifyProtect today at www.verifyprotect.com
