Most people practice what they are going to say in a job interview. They come up with the likely questions and prepare their answers accordingly. You just have to make the best choice with the information you have available. You may or may not pick the right person. At first most new hires are great because they come to work when they’re scheduled, they stay over when you need them, and they seem to live and breathe to make your business successful. Unfortunately you likely won’t find out until it’s too late if you have gotten yourself a bad apple. Out of all the steps you take to pick the right person for the job, one of the most important is the background check.
You should still perform the obligatory employment history verification and check their references, of course. As far as employment history, most companies have now instated policies forbidding store level management from giving any information about former employees. You are likely to only get them to tell you whether or not the person did indeed work there. Reference checks can be helpful, but only to a short extent. I know the people on my own reference list are notified ahead of any possible calls, and they know the drill: make me sound awesome. If you are stopping after these steps, you may be setting yourself up for more work and effort in finding another employee sooner than you had hoped.
The company I work for does include a background check in the application process. I hired a young lady a few years ago, and she seemed ideal. She was well liked among her peers and the customers. She really did a great job and I was pleased with her work. Then she started having a lot of refunds on her shifts. I figured it was just a training issue, since in most cases there was a receipt for the merchandise. The refunds continued so I began to monitor her closely. I discovered she was keeping customers receipts when they didn’t take them, and in some cases she was actually getting them out of the day shift trash when she came in for the night shift. She would just wait until no one was around and take that merchandise off the sales floor and refund it with the receipt. After some investigation, she was interviewed and admitted to taking about $700 over a three month period. She was terminated and charged with embezzlement.
About a year later, I went to dinner with my family at a local steakhouse. There was a memo posted at the front desk advising recent customers to check their credit card statements. They had discovered a waitress adding major gratuities to her credit card slips at closing. Customers were finding the charges later when their statements came. The memo named the waitress and it was the very young lady I had terminated for refund fraud.
This was a large popular restaurant chain. Had they done a background check on this person, they could have possibly avoided the whole fiasco. Her refund fraud only affected our store, but her criminal activity with people’s credit cards touched their business and disturbed the trust of their customers.
Don’t let the lack of information on a potential new hire affect your bottom line. Look into getting background checks added to your to-do list. This simple step may save you a lot of trouble in the future.
For more information contact us: Backgroundcheckexperts.net or call 1.770.426.0547
Most people practice what they are going to say in a job interview. They come up with the likely questions and prepare their answers accordingly. You just have to make the best choice with the information you have available. You may or may not pick the right person. At first most new hires are great because they come to work when they’re scheduled, they stay over when you need them, and they seem to live and breathe to make your business successful. Unfortunately you likely won’t find out until it’s too late if you have gotten yourself a bad apple. Out of all the steps you take to pick the right person for the job, one of the most important is the background check.
You should still perform the obligatory employment history verification and check their references, of course. As far as employment history, most companies have now instated policies forbidding store level management from giving any information about former employees. You are likely to only get them to tell you whether or not the person did indeed work there. Reference checks can be helpful, but only to a short extent. I know the people on my own reference list are notified ahead of any possible calls, and they know the drill: make me sound awesome. If you are stopping after these steps, you may be setting yourself up for more work and effort in finding another employee sooner than you had hoped.
The company I work for does include a background check in the application process. I hired a young lady a few years ago, and she seemed ideal. She was well liked among her peers and the customers. She really did a great job and I was pleased with her work. Then she started having a lot of refunds on her shifts. I figured it was just a training issue, since in most cases there was a receipt for the merchandise. The refunds continued so I began to monitor her closely. I discovered she was keeping customers receipts when they didn’t take them, and in some cases she was actually getting them out of the day shift trash when she came in for the night shift. She would just wait until no one was around and take that merchandise off the sales floor and refund it with the receipt. After some investigation, she was interviewed and admitted to taking about $700 over a three month period. She was terminated and charged with embezzlement.
About a year later, I went to dinner with my family at a local steakhouse. There was a memo posted at the front desk advising recent customers to check their credit card statements. They had discovered a waitress adding major gratuities to her credit card slips at closing. Customers were finding the charges later when their statements came. The memo named the waitress and it was the very young lady I had terminated for refund fraud.
This was a large popular restaurant chain. Had they done a background check on this person, they could have possibly avoided the whole fiasco. Her refund fraud only affected our store, but her criminal activity with people’s credit cards touched their business and disturbed the trust of their customers.
Don’t let the lack of information on a potential new hire affect your bottom line. Look into getting background checks added to your to-do list. This simple step may save you a lot of trouble in the future.
For more information contact us: Backgroundcheckexperts.net or call 1.770.426.0547
