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Verification Pain – Background Checks/Reference Checks

Ingrid Baker — Wed, 23 Nov 2011 17:56:57 +0000

I believe that the hardest part of the recruiting process is doing the “checking up” on a candidate. There have been a few times when I’ve been ready to make a job offer, and have had some issues come up on a reference check that gave me pause.

First let me say that a candidate that isn’t aware of issues that may come up in background checks, and not alerted the recruiters to the fact, are either not very astute or trying to hide something. As an interviewee it is always good to check at least your credit history, and even background reports, as we deal with identity theft or just plain mistakes on reports.

The employer also needs to give this process some thought. First, how much information do you need based on the job functions of the person you are hiring. The more access the new employee has to vital company records (or to sensitive client information, as in the healthcare field) the more cautious one needs to be. A company doesn’t want to make headlines because one of their delivery people was arrested for drunk driving!

There are also cost/benefit considerations for the company. Some of the work can be done in-house by making phone calls to former employers and educational institutions. The company can ask for a credit report if they obtain a release from the applicant. There is a small fee involved. Criminal records searches and motor vehicle records require more time and skill. Obviously any outside screening service should be carefully selected, for accuracy and integrity.

The standard background check usually includes the following (Courtesy of Society for Human Resources):

- Verification of Social Security Number

- Credit report

- Motor vehicle record check

- County and state criminal records search (past 7 years)

- National criminal records search, including sex offender records

- Verification of the past 2 employers

- Verification of educational background

Each of these factors requires time and skill to sort out and interpret properly. The company needs to understand how to read the reports, and in the case of court records, have some understanding of the legal terminology. In addition, the company needs to make certain that these records are kept confidential, with only the HR people directly involved in the process having access. They should be stored securely once the process is complete.

It is becoming more and more important to do the due diligence before hiring. A wrong decision can have a major impact on the company’s reputation, as well as the morale of current staff. Better to be safe than sorry!

Recruiting On Social Media

Ingrid Baker — Tue, 09 Aug 2011 15:48:00 +0000

Ok, on the one hand social media is creating havoc in the workplace. On the other hand, it is the latest job recruiting tool for professional recruiters. An article in the Wall Street Journal talks about recruiters and the sites they turn to when “trolling” for candidates.

In recent history Monster.com was a major player. There was a fee for employers to post their jobs online. Then things started changing. Craig’s List was one place where jobs started appearing. Then companies developed their own accounts on LinkedIn, touted as a professional site for networking. There they posted jobs and participated in discussion groups related to their businesses. LinkedIn developed a hiring solutions segment with tools to help recruiters in their search. The site has a reputation for having a comprehensive resume database, and is a go-to site for executive talent.

Now..we have Facebook entering the market. Companies have also developed accounts on these sites, and post jobs and videos of current employees on the site. There is much discussion among the various website companies as well as recruiting professionals about using this tool. On the one hand, LinkedIn execs said that users regarded LinkedIn as their professional life, and Facebook as personal. In their focus groups, job candidates were sharply averse to being contacted through Facebook for jobs. On the other hand, Monster.com execs acknowledged that the Facebook recruiting platform is growing rapidly. Their company has launched their own Facebook append it has grown to 800,000 users in a couple of months.

Right now all the players are seeing an increase in activity and revenues. The future, however, seems to be in the social networking arena, with more and more companies adding those skills to their recruiting departments. As individuals spend more time on the social networks, the recruiting power of these sites can only grow. One reason Facebook is a target for the recruiters is that individuals spend a lot more time on the site, and one company found that candidates are 50% more likely to apply for positions found through Facebook than other means.

The result of all this discussion seems to be that both companies and job seekers are going to have to spend some time developing their skills in using the social network sites. Just what we all need – more lessons to learn! Good hunting, all of you.

Check Your Resume Against These Suggestions

Ingrid Baker — Fri, 04 Mar 2011 15:46:10 +0000

It is really difficult to write a good resume because you want to tell folks all the good things about you – but they just want to know if you can do the job! I’ve discussed resumes from the employer angle a number of times, and they are searching for truthfulness and a fit. They are also trying to get some sense of the person and their work style. Because they may receive PILES of resumes for a position, the more clearly and concisely you present your skills, the more likely your submittal will get noticed.
There is an art to focusing in on the skills a prospective employer will want while still presenting the breadth of talent that you offer. A number of websites offer general tips for presenting your best side.
One service, #1 Resume Writing Services, provides a simple list of 10 tips online. The list is as follows (for further discussion see the Resume site):
- Use titles or headings that match the job you want (assuming they are accurate!)
- Use design that grabs attention, so they’ll notice your resume in the pile
- Create content that sells – the art of descriptive phrases that attract attention
- Quantify, and use power words – numbers are powerful in themselves when describing achievements
- Analyze ads and job descriptions to identify key words – clues as to what the employer is asking for
- Identify and solve employer’s hidden needs – things like “plays well with others”
- Sell the benefit to employers of the skills you have – don’t just list the skills
- Create an image that matches the salary you want – such as the number of years of experience
- Prioritize the content in the resume – make sure the important stuff is at the top
- Most important – tweak and target your resume and cover letter for the job you seek. Highlight the skills you have relevant to the position.

After you have done the work and have targets in mind, have someone familiar with the industry review your resume. They can help you with target words and presentation. Also our High Tech Job Forum will do a once-over for you free of charge. We work with a number of high tech employers to help them recruit and would be happy to give you a sense of whether you are on target.
Good luck!

Successful Job Hunts

Ingrid Baker — Thu, 30 Sep 2010 20:56:53 +0000

The ultimate goal of job hunting – getting hired! There are a lot of people working hard at the hunt, so I thought maybe it was a good time to talk about success stories.
First there is the gentleman who attended the recent Kirtland Air Force/Hispano Chamber of Commerce job fair in Albuquerque. He came prepared and was able to visit with a company representative about his skills and interests. From that meeting he was invited for a formal interview, and was hired for a $50K a year job.
Then there was the person who was laid off from an out-of-state technology company and was networking in New Mexico. He contacted the Technology Ventures Corporation recruiting service and shared his resume both on the free job site, nmtechjobs.org and with me. I noticed that his skills and experience seemed a great fit for a local tech company. They didn’t have any posted openings, but when I forwarded the resume they recognized his talent and added him to their team.
One more example is the woman who was laid off from a local technology business and decided to strike out on her own. Using the contacts and experience she had gained in her former position, she joined local professional organizations and contacted colleagues she knew in her field. The result of her hard work was a successful consulting business.
So – keep looking, and be creative (an overused term but appropriate). First and foremost always be prepared for an opportunity by having business cards and resumes at hand. Dress professionally for any occasion where there might be an opportunity to make a contact to start you on the road to a new career, and keep your schedule flexible so you can take advantage of these opportunities.
Good hunting!

Background Checking –An Important Step

Ingrid Baker — Thu, 16 Sep 2010 14:54:13 +0000

Insufficient background checks make headlines for the company involved – not a place most employers want to be. There are many reasons to do background screening; company security, client safety and just plain verification of the truth. The one thing to be careful of is what service you pick for these checks.
Online searches pop up a number of companies offering “free” background checks. Upon further investigation one of my colleagues discovered the company was a front for another entity based on an offshore island. I’m thinking data mining or worse. When you request a background check on a job applicant you give the service company a lot of personal information on the person (after they have signed all the appropriate releases, of course). Your company is responsible for making sure the information is secure.
In the past my source for companies in this business as been local employers that do a lot of hiring. It is safe to assume they’ve done some checking of their own. I then contact the service company and ask for information and references, which they should be able to provide. Then select the types of information you need for this particular position. The price varies depending on how much detail you want. An interesting part of most screening is the credit report, and this may be the first clue to problems the applicant is having. Obviously if the person will be driving for the company, a check for any tickets or DWI arrests is in order.
In the course of our search online my colleage found a newly formed licensing group, the National Association of Professional Background Screening, that has set accreditation standards and offers educational services to members. There is contact information provided and they would probably be able to give you names of companies that serve your area.
Most of all, make sure that access to these reports, once you get them, is restricted to “need to know”. The person receiving the reports should be able to interpret results, and these can then be addressed with the applicant if there is an issue.
Good luck!

Getting the Right Candidate – Or the Right Job

Ingrid Baker — Tue, 07 Sep 2010 19:26:03 +0000

This blog is for both job seekers and employers, and the main thrust of the topic is clarity of job duties and expectations. This is so important for both the hiring entity and the job seeker. The whole goal of the hiring process is finding the right fit. To do that you have to understand what you’re trying to “fit”.

We all know that the hiring process is arduous for both sides, so let’s try to minimize the bumps in the road. First bump – not being clear about what the job entails. For example, a job description that says “Project Manager” and gives a brief overview of duties such as managing the manufacturing process, being responsible for financial reporting for the department and reporting to upper management, don’t give a real picture of the work to be done and what the environment will be like. Savvy job seekers will of course go to the company website for more detail, but many times the company site is a puff piece used primarily for marketing, so we’re still in the dark.

Hiring a candidate who has no clue what they are actually getting into may ensure that their time in the job will be brief. If you aren’t clear about working conditions, how can you expect to find a good fit? None of us want to have to go through the hiring game any more often than we have to.

One new catch phrase for company hiring is “subject experts”. This means that at least for the screening and interview phase the people doing the talking actually know the job. These folks should also be part of the job description development for the position.

While no one wants to paint a negative picture of what it is like to work in the company, try to describe the work environment honestly. “Busy”, “fast-paced”, or “extremely detailed” as well as “work with heavy equipment in an industrial setting” are descriptors that give the studious job seeker clues.

An article in Staffing Management magazine, July-September2010, gave some pointers on the actual interview process that would increase chances of success for both candidate and company. The author, Stephanie Overman, provided these suggestions:
- Have on-site previews led by a trained facilitator
- Ensure that the previews give applicants a sensory picture of the environment
- Use subject matter experts to teach the true job
- Be honest about the worst parts of the job
- Schedule the previews early in the hiring process
- Let applicants meet a current high-performing employee

It does no one any good to misrepresent, whether it be the candidate overstating their skills or the company minimizing the tough parts of the job. Also important, don’t mislead the applicant about growth or promotion opportunities in the company. Good hiring makes for great long term employees and company success.

Finding Your “Happy Place” Job

Ingrid Baker — Wed, 14 Apr 2010 16:00:18 +0000

As the job market, especially in the tech industry in New Mexico, starts to rebound, your search for a new opportunity will give you more choices. Once you have identified a good fit for your skills and experience, there is one more consideration before you go through the application process. Will you LIKE working there, and will you fit?
An article in Business Week April 12 noted that every company has its own corporate culture – its own special mix of values and rules that affect how you will interact with others and accomplish work. Figuring out the unique culture for a company is not easy from the outside. Breaking that code, however, can make or break your career with that organization. Nothing is worse than going through the whole hiring process only to leave after three months because you and the organization just don’t mesh.
To find out if you will like them, you have to do your own “interview’ of the company. There are a few obvious ways to pre-screen the employer, and some you may not have thought of.
Prior to applying, do your homework. Go to the company website and see what kind of image they present to the world. If the website is not well maintained and seems outdated that may indicate the sophistication level of their management group. That doesn’t mean the company is not a good one, but just may be early in their development. How does their “About Us” page present, and does it seem to meet your preferences? Also look for the organization on any social media pages, and in the business news. In my experience, a candidate that showed up for an interview without a clue as to what our company did dropped way down on the list of potential hires, so this step also helps you shine in the interview.
Check out the company’s reputation in the community at networking events. Sometimes the juicy stuff doesn’t make the news – but also beware of malicious gossip! In New Mexico it is pretty likely that you can find someone who works there or knows someone who does, so use your connections.
At the interview: pay close attention to what goes on around you. Do the people there look happy and greet each other? What is the dress code? What is the work space like? Is there a detectible stress level?
At your interview, ask some questions of your own. What is it like to work there? How does the company measure success? Do they have company events to highlight success or explain new projects? Does it feel like there is a team effort, or do you detect “silos” within the corporate structure.
Of course, never forget to put YOUR best foot forward, and hopefully you’ll land the job you’ve always wanted. Good Luck!

NM Virtual Job Fair Had the Jobs!

Ingrid Baker — Tue, 23 Mar 2010 18:12:13 +0000

The March online job fair provided an excellent opportunity for job seekers to access some great jobs. It also had an impressive list of company participants, including Ball Aerospace, Sandia and Los Alamos laboratories, ZTEC, TEAM, Emcore and many more (see “New Mexico Virtual Job Fair Highlights Technology Jobs” 3/15/2010).

We hope you all had a chance to visit our fair and get the latest information on job opportunities in the technology sector in New Mexico. This venue is a fairly new concept, but one that provides a much more intimate setting and interaction between the job seeker and the employer. It is easy to get lost on the “big boards” and stressful to stand in long lines to be able to meet the company representatives. We set out to provide a similar venue without a physical site, and it has worked well so far.

We’ll be doing more of these in the future, and will keep you posted. In the meantime, please visit our free high tech job site, www.nmtechjobs.org, and see what is out there!

New Mexico Virtual Job Fair Highlights Technology Jobs

Ingrid Baker — Mon, 15 Mar 2010 18:25:05 +0000

There’s an easy way to make a connection with technology employers that have good opportunities available. Check out the online job fair sponsored by Technology Ventures Corporation and the NM WIRED Project. The site is www.nmvirtualjobfair.com and the fair runs from March 15 through the 19th.
The companies listed are looking for talent to help them in their growth and success. They range from national laboratories to aerospace equipment development to robotic testing technologies.These companies are a very special part of the New Mexico economy, as they list quality jobs with great opportunities.
The companies participating are:
Air Force Research Lab, Applied Research Associates, Ball Aerospace, Emcore, Hach Company, Introbotics, Los Alamos National Laboratory, Mechtronic Solutions, nanoMR, Polyflow Engineering, Sandia National Laboratories, Senspex, Star Cryoelectronics, TEAM Technologies, TMC Group, Xynergy and Ztec.
Why a virtual fair? Right now time is money and many of these companies are busy creating, developing and selling the product. They need the help, but don’t have a lot of time to spend at a job fair. Also, the job applicants have a choice of many job fairs each month and it takes a lot of energy just to show up, much less stand in line to get a chance to share their resumes. In our venue the employers are very aware that they will be getting resumes from the event and will be watching for them. Candidates can view the jobs and review each company’s information without leaving home.
Technology Ventures Corporation and NM WIRED both have a goal of helping high tech companies grow and helping develop a pool of technology-oriented job seekers to get these companies to the next level. Check out the opportunities and information at the TVC website, www.techventures.org and www.dws.state.nm.us/NMWIRED.html.

Job Seekers/Caregivers: Difficult Dual Role

Ingrid Baker — Tue, 15 Dec 2009 16:58:16 +0000

Employers may be missing out on a group of potential employees that can be loyal and productive workers because of caregiver stereotypes. Caregivers are perceived as not able to be fully engaged in their jobs, and therefore have been discriminated against in the workplace. What are the effects and how can job seekers overcome this perception?

An article in SHRM HR Magazine describes the case in Maryland where a state trooper was denied family and medical leave based on his department’s policy that only mothers can be considered primary caregivers. Another: a Maine insurance employee was passed over for promotion because she “had too much on her plate”. In both cases, and many others, legal complaints may be the result. The U.S. Equal Employment Opportunity Commission has added caregivers to the initiative aimed at investigating systemic discrimination.

The fact is that there are a huge number of workers who have some sort of family obligation, and most manage them successfully. The caregiver may have young children, older parents or possibly disabled partners to support, but want to maintain financial independence. They deserve the chance.

Job seekers can address this issue in an interview by talking about their work habits and dedication but this can be a delicate balance. They are under no obligation to reveal family situations as part of their interview and too much personal information is also a negative. Ultimately it is important to assure that they can do the job.

Employers need to realize that in today’s world, employee work habits are becoming an issue for the entire workforce, and that caregivers are just as likely to do a great job. Dealing with the realities of family life and the balancing act between career and family exists for everyone. The more progressive companies are flexible in managing the workplace, including work-from-home options when appropriate. The ultimate goal is – show up and do the work! That makes everyone happy.