So, I share an office with a General Manager at my home store. It’s a rather large office, tucked away in the rear of the store. He has a large desk. I have a large desk. We both face opposing corners and hardly see each other and he’s a pretty quiet guy. The bad part though, is that managers will often use the office to conduct interviews; even though there are two other offices in the store! Listening to how some managers conduct interviews makes me happy that we always conduct an employee background check on potential candidates.
A pre-employment screening is absolutely a necessity. You can’t leave everything in the hands of managers who may, or may not possess the interview skills needed to weed through a host of candidates.
Last week, I’m twiddling away on a case when a manager comes into my office with a potential hire for the store. I sit back quietly reviewing CCTV and typing my narrative and I can’t help but to be more interested in how this manager interviews a potential employee. For 25 minutes, this manager, a tenured manager who has been around for a decade or more, talks about his expectations. The manager talked for 25 minutes. I couldn’t tell you what this candidate sounded like because the manager did all the talking. The only time the candidate said anything was the resounding YES! When offered a position in the store.
Befuddled, I asked this manager what he learned from the candidate during the interview. He didn’t quite know what to make of my question. In his mind, he was a great interviewer. Side note, this manager has the highest turnover rate in the store. I asked if he treated every candidate the same and he said he did. Boy, am I sure glad we run employee background checks as a safety net.
Some managers just aren’t good interviewers. They don’t know what questions to ask, and they may even ask questions they shouldn’t. A solid pre-employment screening process can help filter out dead weight your managers may let slip by during the interview process.
Think of an employee background check like a three step water filter. The water passes through an initial screen to take out any contaminants. Next, it goes through a process that removes the “hardness” and finally, a good system will pass the water through a UV light, killing any virus or bacteria that may have taken up residence. Your hiring practices should do the same. A good application is your first step. The right questions can weed out anyone not in line with your business. Second, an interview with a manager that knows how to ask questions and really gets to understand and feel out a person in a 30 minute time frame. Lastly, a pre-employment screening/background check is your UV light to the hiring process.
From the great Doctor Gregory House, “everybody lies”. Job interviews are not immune to fibbers. Don’t let the toxic bacteria filled water into your business. Kill the possibility by always conducting an employee background check!
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