California businesses that are currently hiring may find themselves in a dilemma. While the state's 9 percent unemployment rate gives them a large number of available applicants with wonderful skill sets, some people have devised methods to help applicants completely falsify their identities, employment histories and various other credentials.
Somewhere in-between are a plethora of applicants who have taken resume "fudging" to new levels. We know of many diploma mills (complete with verification contacts), issuers of IDs, and providers of illicit contact information who "verify" false work and education histories.
Most of us probably agree that it is wise to check for criminal convictions when one hires a new employee. Consider though, whether you should spend time and money for such record checks without having accurate identification data at the starting point? Equally as important, do you know where to check for those criminal records? Would you recognize a legitimate Colorado driver's license from a fake one?
Despite popular belief, there are no reliable nationwide criminal conviction record systems available to private sector employers. By example, an applicant who claims to have lived locally for the past few years may have been serving prison time in Nevada. Only by knowing how record systems function can you expect to receive dependable results.
Recognize too, that our region's substance abuse epidemic includes the most prevalent and dangerous of all drugs: methamphetamine. It is highly addictive and creates a documented propensity toward violence. Methamphetamine is consistently associated with other forms of employee misconduct; including thefts from employers and co-workers, intimidation of supervisors and workplace drug-dealing. Factually, drugs such as methamphetamine, cocaine, heroin, oxycotin and psychedelics are all detectable via urine drug screening, but only for a few days at the most.
What's an employer to do? Start by accepting that 5-10 percent of all applicants are highly problematic, for reasons already stated. But know that reliable solutions do exist and are readily available.
As the "gatekeeper," you should tailor a lawful set of screening procedures which enable you to hire the absolute best of all candidates. There is no one-size-fits-all methodology for every company.
For assistance with developing effective protocols, work with your employment attorney and a licensed corporate investigator. Make a significant difference by implementing a contemporary plan at your own business.
Schmidt, a Certified Professional Investigator, can be reached at [email protected].
Somewhere in-between are a plethora of applicants who have taken resume "fudging" to new levels. We know of many diploma mills (complete with verification contacts), issuers of IDs, and providers of illicit contact information who "verify" false work and education histories.
Most of us probably agree that it is wise to check for criminal convictions when one hires a new employee. Consider though, whether you should spend time and money for such record checks without having accurate identification data at the starting point? Equally as important, do you know where to check for those criminal records? Would you recognize a legitimate Colorado driver's license from a fake one?
Despite popular belief, there are no reliable nationwide criminal conviction record systems available to private sector employers. By example, an applicant who claims to have lived locally for the past few years may have been serving prison time in Nevada. Only by knowing how record systems function can you expect to receive dependable results.
Recognize too, that our region's substance abuse epidemic includes the most prevalent and dangerous of all drugs: methamphetamine. It is highly addictive and creates a documented propensity toward violence. Methamphetamine is consistently associated with other forms of employee misconduct; including thefts from employers and co-workers, intimidation of supervisors and workplace drug-dealing. Factually, drugs such as methamphetamine, cocaine, heroin, oxycotin and psychedelics are all detectable via urine drug screening, but only for a few days at the most.
What's an employer to do? Start by accepting that 5-10 percent of all applicants are highly problematic, for reasons already stated. But know that reliable solutions do exist and are readily available.
As the "gatekeeper," you should tailor a lawful set of screening procedures which enable you to hire the absolute best of all candidates. There is no one-size-fits-all methodology for every company.
For assistance with developing effective protocols, work with your employment attorney and a licensed corporate investigator. Make a significant difference by implementing a contemporary plan at your own business.
Schmidt, a Certified Professional Investigator, can be reached at [email protected].