Tue, January 22nd, 2013 - 11:58 am - By Gordon Basichis
This ran on my blog site on HR Toolbox….
Okay, so you have recruited just the right candidate. According to his resume his credentials are impeccable. He has all the required skill sets and vital experience in dealing with all the disciplines the job will require. His references provide you with glowing reviews. You have conducted background checks as part of your employment screening process, and your candidate emerges squeaky clean. Nothing that is noteworthy.
Or maybe there is some kid stuff type offenses on there, where perhaps in an inebriated moment back in his college days he was caught urinating, or doing something else that was pretty stupid, in public. Or there was a lawsuit found in county civil records, where your candidate was sued by a company, maybe even the employer he used to work for. But the lawsuit was dismissed.
Not only does this candidate have great skills and a wealth of experience, but you were able to recruit this person from your client’s competitor. You know, having done your homework, that your candidate did wonders for that competitor, raised sales or presided over a most effective and beneficial merger. You discover, too, that while your candidate expects a higher salary than most of the other candidates with whom you have been talking, your client, the potential employer, is willing to go the extra bucks just to get him.
But then you discover the reality of the job experience and the resume he presided is not quite what it first appeared. The university where he claimed his degree is not finding his graduation records. The employment verification returns, reporting that his work experience at that particular company is a little more than a year less than the time frame he listed on his resume. Meanwhile, the clock is ticking and your client is eager to hire him and get him onboard.
For the complete article go to this link on HRToolbox