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Topic:
backround checks
This thread has 35 replies. Displaying posts 1 through 15.
Post 1 made on Friday November 10, 2006 at 11:27
idodishez
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Anyone have any idea where I would start, to do backround checks on potential new hires?

There are hundreds of links that come up w a google, and not really sure where to start.

Thanks
No, I wont install your plasma with an orange extension cord hanging down the wall.

www.customdigitalinc.com
Post 2 made on Friday November 10, 2006 at 11:40
Tom Ciaramitaro
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You can do a credit report pretty easily. Let him know; by finding how he pays his bills you will get insight into his "response-ability".

Other than that and talking with previous employers, not sure.
There is no truth anymore. Only assertions. The internet world has no interest in truth, only vindication for preconceived assumptions.
Post 3 made on Friday November 10, 2006 at 11:51
Theaterworks
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You should get written approval from the applicant before proceeding. I hire an HR independent contractor to do the initial interview, get the signiature, and do the background check. Much, much cheaper than a bad hire, let me tell you.
Carpe diem!
Post 4 made on Friday November 10, 2006 at 11:53
ceied
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have a cop friend run his drivers liscence and plates.
Ed will be known as the Tiger Woods of the integration business, followed closely with the renaming of his company to "Hotties A/V". The tag line will be "We like big racks and tight holes"...
Post 5 made on Friday November 10, 2006 at 12:58
Mr. Stanley
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On November 10, 2006 at 11:27, idodishez said...
Anyone have any idea where I would start, to do backround
checks on potential new hires?

There are hundreds of links that come up w a google, and
not really sure where to start.

Thanks

intellious.com

I just did some work for one of their big-wigs... Hope he didn't run a check on me! :0
"If it keeps up, man will atrophy all his limbs but the push-button finger."
Frank Lloyd Wright
Post 6 made on Friday November 10, 2006 at 12:59
chicagoinstaller
Advanced Member
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992
Ceied, I dont think you can't just run anyones license as far as a few cops I know tell me. They need to log the reason they run a plate just for that reason.....Hot chick in a car, what's her name and age....

I'm sure some will still do it but we used to have WCCA in Wisconsin where you could log on and search someones name and birthdate or just the name and get back all court time spent including divorces and arrests.

Also you could try watching old episodes of DATELINE Predator....A sure sign not to hire them.

CI
If you can't be good, be good at it.
Post 7 made on Friday November 10, 2006 at 13:35
johndn
Long Time Member
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67
We stll have WCCA here in Wisconsin. It displays all public cases, not arrests.

Federal (and state) law does require the applicant's permission before checking one's credit report. There are a number of good firms out there that will supply ones' credit report for a nominal fee.

I consider a person's credit, criminal background (and civil matters, really part of credit), and employment history prior to hiring. I also obtain from them a written release authorizing my investigation of these matters.

Finally, federal (and state) law prohibits considering an arrest record for hiring criteria. It is also generally a violation of law to disriminate based on a criminal conviction unless that conviction substantially relates to the position applied (or considered) for. Be careful! It is not that hard to follow the rules, but it is easy to violate them if you are careless or disregard them.

Last edited by johndn on November 11, 2006 08:02.
Post 8 made on Friday November 10, 2006 at 13:52
freakadeak
Long Time Member
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143
For making a good decision when hiring, the pre-employment screening is the most crucial point in the selection process.

Credit checks are ok, but I would think "most" (don’t shoot me) general laborers will not be in the 700 Becon range. So will not be a good gauge of character, only that they should not be responsible for your business' financial decisions. I worked for a major restaurant chain that required a credit check in the pre-employment screening process. Even thought the credit rating was not used in the final selection process it shed light on one other very important thing. Your credit report can be used to verify your employment history. EX: You tell me you worked in WA 1999 to 2004, but your Credit report states clearly you opened a credit account in AL in 2002. How is this? Your credit report (if updated correctly) list your job history in order. Just remember they are guidelines not rules.

When contacting previous employers. This process is so hit and miss. Most large companies who have HR policies in place, the only response you should get will be. Dates of hire and eligibility of rehire status. You are also at the mercy of the information the applicant gives you (for example: I have done many reference checks where the applicant gives me false information, like his friends cell number as his old employer.)

You can even do background checks on applicants (with their permission of course.) But the information you get there will be things like: Driving record, Felony status, name change ect.

If you are hiring a management candidate, then these things might help guide you in your decision.
But take it from someone who has conducted well over 1000 interviews. Your best defense is a well structured interview that contains lots of open-ended questions. These are questions that require the applicant to give answers that can not be answered simply by “YES” or “NO”
(Example: Tell me about an install where things went wrong. How did your react? And what was the outcome?)
A question like this requires the applicant to dig from real experiences. You also have to probe the same questions with (after answering the first part, and before you ask part two. Ask them what was your role in this install, who was your supervisor? And when I call “JOHN” how will he tell me you handled this incident?

Write down several questions in advance prior to the interview based on actual requirements for that position.

I know that this is not what you wanted a response on, but I can assure you NOTHING and I do mean NOTHING will ever replace the best hiring technique ever developed.



YOUR GUT INSTINCT!
Post 9 made on Friday November 10, 2006 at 13:53
pepper08
Long Time Member
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Verified Credentials

[Link: verifiedcredentials.com]

They can perform a variety of background checks, fairly inexpensive (especially when compared to the potential cost/liability of a bad hire). I have used them a few times and been very happy with their service. They also provide a form that you give to your potential new hire to sign, authorizing the background check.

Might be worth talking to an HR consultant as well, for general interview/hiring procedural type things if you need that kind of assistance.
Post 10 made on Friday November 10, 2006 at 16:51
Carl Spackler
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Take them out drinking. Truth Serum.
Gunga.....Gunga....GU-Lunga

And since Ernie won't keep count, I will. Hes up to 249, and counting.
Post 11 made on Friday November 10, 2006 at 20:32
freakadeak
Long Time Member
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143
On November 10, 2006 at 16:51, Carl Spackler said...
Take them out drinking. Truth Serum.

Or lawsuit. That is if you don't hire her after you get her drunk and the "serum" gets on her blue dress.

lol
Post 12 made on Friday November 10, 2006 at 21:26
Michael Clarke
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Ever notice when you are driving that everybody going slower than you is an idiot and everyone going faster than you is a maniac.
Post 13 made on Friday November 10, 2006 at 21:31
2nd rick
Super Member
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I have a friend and former client who owns a temporary agency.
They all have services that they use regularly.

It sounds like there are plenty of people who will be happy to take your money and give you some kind of data, but very few who are conscientious...
Rick Murphy
Troy, MI
Post 14 made on Saturday November 11, 2006 at 12:10
augsys
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On November 10, 2006 at 11:53, ceied said...
have a cop friend run his drivers liscence and plates.

If this doesn't work you can have Rick find out what Icepick knows.;-)
http://www.gmillerdesigns.com/ Propose-Design-Program

http://integrationpros.org Where the Pros Go!
Post 15 made on Saturday November 11, 2006 at 12:13
2nd rick
Super Member
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On November 11, 2006 at 12:10, augsys said...
If this doesn't work you can have Rick find out what Icepick
knows.;-)

Or we can go up with TC and fly over their compound in the most inconspicuous helicopter ever.

EDIT:
Little known 2ndRick fact: I was such a Magnum fan that I once bought a VW Vanagon like TC's (without the paint scheme). I guess I knew that the Ferarri is out of my range... I really miss that stupid van.
Rick Murphy
Troy, MI
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