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| SAFE HIRING - PRE EMPLOYMENT SCREENING |
An old adage "an
ounce of prevention
is worth a pound
of cure." Due diligence
failure in hiring
just one bad employee can
have disastrous results.
An employee needs
many tools to protect their
workplace from hiring
a person with certain
types of a criminal
record. The candidate
could be guilty of
providing false credentials.
The candidate could
wish to harm this country.
Since 911 these requirements
have been expanded.
In order for you
to prove "due diligence"
in your hiring program
it is essential that
job applicants consent
to a "safe hiring
program" or
SHP:
- Set a legal foundation for a safe hiring
program.
- Realize the six figure litigation costs in
not complying to
a SHP.
- Anticipate the damage that will be incurred
in theft and loss
of productivity.
- Consider the economic fall-out from a bad
hire.
7% of applicants
have a criminal record
in
the last few years.
51% provide inaccurate
or false information
in their resumes.
30% of all business
failures are created
by theft and dishonesty.
9% have filed worker's
compensation claims.
44% had a driving
record of violations
and
convictions.
24% had judgement
lien bankruptcy or
collections
pursued by a collection
agency.
This information was taken from ADPs 6th
annual hiring index.A "Safe hiring"
program consists of:
- The entire company organization are informed
of and abide by a Safe hiring program.
- Provide an in-depth screening formula for
all "phases of the hiring" process.
- Even after the applicant has been hired include
an ongoing commitment to provide a safe workplace.
- A company must become very aware of the regulatory
and legal aspects with continuous efforts
to be informed of the legal issues involved
with safe hiring.
Certain professions
and companies are more
vulnerable to hiring
mistakes. We specialize
in training management
in "safe hiring"
procedures. Our
background checks
are complete
and cover all the
aspects of due
diligence.
Since 911 and the
legal issues that
must
be considered,
hiring has reached
a new level
of management involvement
even for those
companies not involved
in homeland security.
If you send us
your hiring program
and the
results you have
obtained, we will
examine
and evaluate your
program. At no
cost to
you. Be sure and
block out all names
and
any words that
can identify the
applicant.
All information
is held in strict
confidence,
and for my personal
examination only.
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Howards of Colorado
765 South Alton Way,
Suite 6A
Denver, CO 80247
303-813-9586 (Office)
720-352-1315 (Cell)
Email: howardinv@livewirenet.com
Your privacy and safety is always our primary
concern. Should you
need a discreet consultation,
e-mail a contact
number with the best
time
to call.
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