“Providing employment is the best form of social service, as it serves you, others, your country, your world, the entire society” – Amit Kalantri
Any applicant has the power to have an impressive resume. But resumes can be deceiving. Employers can take the word of their employees to hire someone they know, but what does it mean to know someone? The problem with relying on word of mouth is that character judgment is subjective. There were people that spoke well of Ted Bundy, and this includes even after his convictions.
When reviewing the resume of a potential new hire employers are forced into asking themselves if they should perform due diligence and verify their previous employers. Or do they opt for the cost-cutting route of accepting the resume at face value? The cost upfront for paying for verification services may seem excessive, but when you consider the cost of a bad hire, it becomes a small price to pay. Consider the costs associated with a bad hire:
- The fees associated with advertising.
- The fees associated with relocation.
- The negative impact on potential team performance.
- Incomplete projects or missed deadlines.
- Failing compliance audits.
- Lost clients.
- Missed business opportunities.
- The cost associated with directly replacing a bad hire.
- Weakened employer brand.
- Litigation fees.
The worst-case scenario could lead to the employer being sued. Charter Communications were recently forced to pay billions to the family of a woman that was robbed and murdered by one of their employees. It is important to note that this applicant had passed his criminal background check, according to the company. However, the employee had listed fictitious past employers. Had the company verified past employment, it would have found a discrepancy in its infancy. According to one study, about seventy-eight percent of applicants embellish or lie on their resumes.
On July 1st, 2016 the State of Connecticut passed a law requiring inter-district charter and magnet schools, as well as state charter schools to request the 16-67 employment verifications on the current and previous employees in which the applicant dealt directly with children. Not all incidences reported within the schools result in criminal charges. The state of Connecticut recognized the severity of this oversight and implemented this law to prevent potential predators from jumping from one educational institution to another.
Contacting current and previous employers is time-consuming and tedious. Perhaps you are opting not to verify employment as it would sacrifice the time required for other pressing job responsibilities. Research Services offers both regular employment verifications as well as 16-67 education employer verifications. Our highly trained staff work with countless clients in aiding them with their onboarding needs and requirements. We are relentless at verifying our requests have been received and timely follow-ups are completed. All of our attempts are clearly and precisely documented, down to the date and time. Our mission is to obtain complete and accurate data on every applicant.
If you are interested in receiving a quote for our services, please contact Heather Dunn at her direct line (860)-295-4045.
