It should be common sense by now, but it can’t overemphasized: Don’t scrimp on sourcing candidates, no matter what position you’re looking to fill.
Brad Remillard made the point again just the other day.
“I believe you should conduct a background check on every employee you hire — from the janitor to the CEO,” he wrote in a guest column for the Orange County Register.
It’s cheap insurance considering what’s at stake, says Remillard, who has 30 years as an executive recruiter.
His advice rings true. Once you bring someone into your company and hand them the keys to the front door — maybe even the safe — you’re counting on that person to be honest, ethical and dependable.
How you handle the information you find is up to you, but most employers would at least want to know if a potential new hire been arrested or had money troubles in the past.
“At a minimum,” Remillard counsels, “you should conduct a criminal background check going back at least five years and in multiple counties. Check the Department of Motor Vehicles, verify degrees and pull a credit report. If it’s a public company, depending on the position, do a check with the Securities and Exchange Commission.”
He also suggests requiring candidates to sign release forms when they fill out applications — it lets them know right away that you’ll be checking their background. It might even save you time by discouraging some who know you’ll turn up issues.
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Back in October, Google announced changes to their email handling policies designed to combat spam. These new changes will be fully in place by February 2024. Yahoo/AOL has announced similar policies and others will likely follow suit. While the changes should mostly have a positive effect — reducing the amount of junk and scams that get to inboxes — they could have a negative effect on your recruiting process if you rely heavily on cold email or aren’t using properly configured outgoing email systems.Read more
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