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.
Franchising – licensing a brand, business model, or product to a separate entity – is a popular way to run a business. And for good reason: some of the world’s best-known brands are built that way. Take American Recruiters, for example. They’re recognized by Forbes as one of America’s top professional and executive recruiting firms.
Read moreBack in 2015, All-In-Staffing’s Account Executive, Mike Trent, was in sales and business development, helping the firm get off the ground. Today, he’s part of a thriving staffing service company operating out of three offices in the Cleveland, Ohio area. Their specialty is the manufacturing sector, placing candidates in a range of industrial and clerical roles.
Read moreEvery sector comes with its own unique set of recruitment challenges. The medical space is no exception. Sourcing qualified candidates for a wide range of roles – from Pediatric Allergists to General Radiologists – is no easy feat, especially when there’s a shortage of new talent coming through.
Read moreFind out more about who we and what we do.