As employers search for
applicants within labor pools that were once considered taboo, the employment
process has become a corporate version of the game we used to play as kids .
. . hide-and-seek. Unscrupulous prospective employees have no incentive to reveal
their tarnished work histories. In fact, they do everything they can to cover
them up. When successful, they put employers at great risk.
Low unemployment has made
it more difficult and expensive to recruit employees. Since it is so much harder
to get quality applicants than it was in the past, it can be tempting for managers
to cut corners, overlook potential problems, and hope for the best.
Employers have no choice
but to protect themselves. It's imperative that they do all within their power
to gather the information they need to make sound hiring decisions. The risks
associated with hiring from the least-desirable applicant pools are much greater.
The consequences are more severe. Using a hiring process that fails to incorporate
background checks, interviews, skill assessments, personality assessments, attitude
assessments, educational verifications, trial periods, and reference checks
is like agreeing to play Russian roulette without observing all the chambers
of the weapon first.