Does a job seekers resume jive with their background and employment history. It behooves the interviewers or full set of those involved in the hiring process to dig deeper . Trust but verify are the watchwords.

Its not only in the workplace does “cheating” occur. It is almost endemic in the university and college circuits as well. Everyone wants to “get ahead”. Marks and educational documentation and record means everything. And after all “everyone is doing it”.

It can be said that in most cases , life can down to simple basics. What could be easier during the interview and hiring process than to ask questions , check and verify. All it takes in most cases is a simple phone call , email or fax.

Its often just a simple matter of taking the time to work through and down the resume or resumes. Few managers and those delegated or assigned in the interview setups and processes take the time or employ simple common sense when it comes to these matters. Go into any big box store 2 or 3 months later and look for a familiar face or faces. It seems that even though these firms have well laid out interview processes and series , that management invested many many hours and corporate expense that even though a clear process exists , its just a river to flow down, few actually take the time and effort to do serious follow up on most candidates. Hence a great amount of wasted time and effort is spent in the interview , hiring and training segments of these profit centers.

Some basis’s and standards to rule by. First of all study the candidate or candidate’s accomplishments. Are they reasonable to a point ? Do you or the group evaluate that this individual can really achieve this goal or sets of goals and hold a high standard of performance as well ? On top of that do you note , catch or imply a sense or any notion of evasiveness that may prevail ?

One interesting point to note in the limelight. Excellent and even exceptional references are sometimes suspect. It seems that if a business , firm or organization really wants to get rid of a character or a laggard which is slowing their team down , hampering efficiency and effectiveness , or pulling staff morale down , then often the best course to take to get rid of this incompetent or troublemaker it to “give them a good or great reference”. This way their problem or sets of problems are solved – however at your expense as well as frustration level.

In many cases now hiring and hiring errors and mistakes are dealt with on a team basis. A good and effective manager knows that his “job” is to hire good people and candidates for the “team”. Once hired the team takes over. Add a group based efficiency , customer service level and final bottom line profit based and determined reward bonus to the mix. The team on the sale , product or front lines will effectively police and manage the situation and series of events. If after all a serious and thorough evaluation of job application candidates is done, it will be the employee team who will deal with the situation or series of events. In most cases they will demand of the apprentice worker to either shape up or ship out.

Ace job Service Manitoba Canada’s’s Newest Temp job Agency and This and other unique content ” articles are available with free reprint rights.

categories: hiring,firing,interview,resume,business,corporate,jobs,employment,H.R.,Human Resources,corporate,management

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