Fidelity Check

More often than not, the process of recruitment is usually patterned after the classical time tested procedure i.e. advertisement, short-listing, interview, recruitment and placement. Obviously the most important stage of the recruitment process is the conduct of interviews.

Apart from the fact that it usually provides the first opportunity of physical contact with the prospective employee, it also affords the opportunity of assessing his/her requisite qualifications, experiences, references and several other issues, the basis of which invariably determines the suitability of the prospective candidates for the advertised position or otherwise. Directly arising from this fact however is the fact that most potential employees more often than not tend to exaggerate, embellish or outrightly fabricate facts at their disposal in order to suit the job requirements and standards and get the advertised position.

Invariably, therefore a lot of people have gained employment based not on their inherent qualities but on acquired and fabricated qualities. Before we go any further the following statistics based on the American experience might just suffice.

Accordingly to The Wall Street Journal 34% of all application forms contain outright lies about experience, education and the ability to perform essential functions of the job.  

The Review of Business said one in four resumes contain false information pertaining to educational credentials, skill level, or past experience. College and Universities registrars reports that at least 60% of the verifications they receive contain falsified information.
Managing Office Technology Journal states that 20-25% of all resumes and applications contain at least one major fabrication.
Finally, Small Business Reports stated clearly that employees at all levels falsify their backgrounds.

Bearing the above in mind, we can imagine the magnitude of such fabrication in less developed environments where such data may not be readily available. Recently the Nigerian Financial Standard stated in its human resources column that majority of Nigerian employees routinely lie to get by in the course of their employment. This is what necessitates the conduct of background checks for potential employees and even for already employed members of staff where appropriate. For a better clarification, the following questions may suffice.

WHY IS THE CONDUCT OF BACKGROUND ENQUIRIES  NECESSARY?  

• Employers seek to protect their companies and their employees. Violence in the work place threatens all employees – both physically and financially. Employers who hire applicants without conducting background checks can be held and have been held, financially liable for the actions of that employee. Case law refers to this as “Negligence Hiring” and Negligent Retention”.
  In holding employers liable, courts have ruled that employers have a duty to exercise “reasonable care” in hiring and make a “reasonable effort” to investigate an applicant’s background.

• Employers also seek to protect companies assets: According to USA Today theft in the workplace, both white-and blue-collar, costs US employers in excess of $60 billion annually. While past offences do not necessarily dictate future actions, the question is: Would an employer knowingly hire someone who had an outstanding warrant or conviction for burglary or fraud.

• Background check add an important piece to the applicants total information profile:  The results serve to confirm impressions from interviews and assessments from testing. They increase the likelihood that the applicant is right for the job.

            Obtaining background information on an applicant is a legitimate part of the screening process. Naturally the information must be obtained and used in legal ways.

AREAS OF VERIFICATIONS

1.         PREVIOUS EMPLOYMENT VERIFICATION
A verification report of the applicant’s previous employers during the period specified by the client. The information obtained by the interviewer includes but is not limited to:   dates of employment, character, salary, title, performance and productivity, attitude, skills, attendance, eligibility for rehire and reasons for termination.

2.         EDUCATION VERIFICATION
Confirmation of the applicant’s highest level of education, degree earned and class of degree obtained. The check will also confirm the period of attendance and class graduation.  Depending on client’s requirements the verification may involve ALL educational qualification presented by the potential employee or specific ones. This verification is essential because inaccurate or exaggerated educational background can lead to costly mistakes and liability situations arising from staff misplacement.

3.         PERSONAL REFERENCES VERIFICATION
A verification of the applicant’s professional references included on his or her resume or application. This comprehensive survey conducted by skilled operators covers several topics including Psychological Problems, Family, Domestic Relations, Trustworthiness, Reliability, Use of Illegal substances and Abuse of Alcohol.

4.         PROFESSIONAL LICENCE VERIFICATION
            Like academic verifications, professional qualifications verifications can lead to avoidance of mistakes and potential liability situations. We will verify the status of the qualification and its validity, any reported disciplinary actions, date of issue etc. This will mostly involve professionals such as accountants, lawyers, architects, insurers, bankers, engineers and so on.

5.         DRUG & CRIMINAL VERIFICATIONS
            Where, required we can obtain clearance in respect of potential employees as concerns their involvement in drug abuse and trafficking. We can also cross check on their criminal conviction history. This is critical for positions requiring trust and honesty or positions of fiduciary responsibility. Towards this end, Canaan Consulting has a verification arrangement with the Nigerian police and the Nigerian Drug Law Enforcement Agency.

JUSTIFICATION

Bearing in mind the very expensive cost of hire, a bad hire who leaves the company within months costs the company a lot of money through severance pay, training, wasted human resources time, possible search firm fees, loss of productivity and impact on employee morale. As with insurance, each employer must decide the level of protection they seek. The financial cost of a bad hire can be staggering.

Perhaps the more appropriate question for employers is Can you afford not to do fidelity check?