What if we had a way to make the words "trustworthy" and "honest" part of the definition of our company?s employees? We put systems in place to electronically discover, prevent, manage, notify of, react to and respond to any number of security issues for our customers. But do we have a similar system in place for hiring, promoting and managing people that identify security issues in our own companies on the ?People? side? Why not? All too often, we consider a background check "that system," if we do even that. And it's usually not universally deployed so there is plenty of room for employees to fall through the cracks. Today, the integrity of your employees has become extremely important as catastrophic events and lawsuits have been shown us. We need to make the words trustworthy and honest synonymous with employee. Currently, that's not the case in the majority of workplaces. In fact, we know a majority of applicants stretch the truth on applications and resumes! ? More than half, 55%, lied about length of past employment. ? Past salaries, 52% ? Criminal records, 45% ? Former job titles, 44% ? Former employers, 34% ? Driving records, 33% ? Degrees, 28% ? Credit, 24% ? Schools attended, 22%. ? Some 15% percent falsify their social security numbers! While background checks can reveal a number of discrepancies between a candidate's resume and reality, we don?t do background checks on every applicant. Also, it would be prohibitive in cost. Worse, the traits that may cause security issues or disgruntled employees are behavioral traits and are not revealed in background checks at all. And..What about other candidate "realities" that are not apparent but will present "security or integrity risk" if hired like: ? The Great Pretender - he is not who he pretends to be ? A Low Integrity Candidate - he justifies minor theft and will do so regularly ? The Worker Who Is ?Absent? - not reliable ? A Substance Abuser - and more likely to be coaxed into a "slight" breach of security ? A Slacker Who Won?t Accept Supervision - or worse, might get agitated or angry when supervised So, what's out there for us folks that can help us make sure our people are not " security issues"? There is a readily available, reliable and tested tool for doing exactly this. Called an SOSll, this online pre-hire or employee assessment tool is very unique and accurate in revealing and predicting these attributes ? use it in the job-application process, way before you even decide to interview, and screen out the bad risks upfront. It's an on line assessment tool that any job applicant can take in about 20 minutes from any computer that can reveal these negative and potentially dangerous hidden traits and behaviors in an applicant. It reveals the core traits and behaviors that make up a person and the kind of conduct you can anticipate from them. It defines them, shows the conflicting input to key questions about integrity, theft, even drug use issues, with answers coming directly from the applicant. It helps you see what's below the tip of the iceberg before you interview. Neil Licht www.ucanpreventbadhires.com answers@ucanpreventbadhires.com
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