Once upon a time, I had an employee. He was very good at certain aspects of his job. However, he was prone to drama in his life. Anytime the drama struck, his job performance would falter. Since his pre-employment screening did not show his weakness for personal drama, we hired him based solely on his job application.
Fast forward many years later. My husband received an application for one of his stores. The applicant seemed qualified on paper, so my husband had a phone interview with him. It was only after asking some questions, did it come out that this applicant may have worked under one of my friends supervision at a previous job.
When my husband asked me if she might know him, I actually said yes, and that I was also one of his previous supervisors. It’s a small retail world after all. Well, even though I knew I could not say much about his personal downfalls, I could speak to the position he held at my place of employment.
My friend also confirmed his position with her company. The interesting thing was that this applicant worked in a very different capacity than the job he was applying for.
This, unfortunately, is not uncommon; an applicant omitting details of their work history to seem like they have more relevant experience than what they really do. It was only by chance that my husband asked the right questions to get more information. Had he only relied on the information provided on the application, his pre employment screening would not have given him the information he needed to make an informed decision.
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