It makes sense for businesses to ensure that their topnotch people really are top notch.
In a competitive marketplace, a wise chief executive or will do everything possible to protect the company’s reputation and solidify investor confidence, and that means ensuring he or she finds the most suitable candidate for every position.
Background checking is a vital part of the process. But it is an uncomfortable subject, and that may be one reason why many companies have been slow to transition.
Many old school executives prefer working their “country-club” networks, relying on world-of-mouth to vet a new executive hire, and often that can help separate the wheat from the chaff. But bad hires are costly for any company, and scandals have the potential to be disastrous. Today, many CEOs would prefer not to take the chance.
Nor should they.
Human resources experts estimate that more than half of executive resumés are padded and contain false or misleading statements. Is it really the best use of a chief executive’s time to verify facts on a resumé? Does every CEO know the legalities of what can and can be asked of a friend or former colleague, or how that information can best be used – if it can be used at all.
For most companies, executive background checking will be vital to finding the best individual to join the management team. In most cases, it’s smart to give human resources personnel the tools to do their jobs thoroughly, supplemented by professional background checking agencies when necessary.
Background checks are here to stay. They take a great deal of risk out of executive hires, and that should be reason enough to convince most companies of their benefits.