Hiring Good Help The Ins and Outs of Good Hiring Practices

 Think about this: according to the United States Department of Labor, each year  nearly 2 million American workers report having been victims of workplace  violence. Fraud committed by employees cost American companies approximately  $20 billion annually, and workplace theft tops out at more than $120 billion.  

 Property managers have a duty to provide the best people for the job, but  disquieting statistics such as these highlight how crucial it is for anyone  hired by a residential building to be reliable, trustworthy and dependable.  This means that applicants need to go through a rigorous screening process to  weed out candidates with records of terminations, disciplinary action, or  criminal history. Hiring good people is more than just checking boxes and doing  cursory interviews; some studies have shown that up to 30 percent of  applications already contain false information.  

 Digging Deep

 According to the HireRight Benchmarking Report, a survey of nearly 1,800 human  resources, talent management, recruiting, security, safety and other  professionals published by HireRight, a professional screening firm based in  Irvine, California, most employers require screening in order to maintain  compliance with employment laws and regulations, improve the quality of hires,  protect their organizations from theft and fraud and reduce employee turnover  and workplace violence. These background checks can range from Social Security  number verification to employee's work and educational history, credit checks  and, a sometimes even a peek at their Facebook page.  

 Before you even start on a background check however, ask for written permission.  Even if you make a contingent offer of employment, the company can still  consider the candidate pending the favorable results of background and  reference checks.  

 A resume is a first impression of who your applicant is and can say a lot both  positively and negatively. What are you looking for? Job stability. Do they  stay at their jobs or hop from job to job? For schooling, call any schools listed as well as previous employers to confirm  the applicant attended those schools and worked at those businesses. A former  boss can tell a caller anything about the performance of the applicant,  although most employers have a policy to only confirm dates of employment and  final salary.  


Related Articles

Social Media and Your Community

What Works, What Doesn’t, and How to Choose

Managing Mental Health Issues

Addressing Residents With Sensitivity

Boards Battle Burnout

Minimizing the Stress of Governance