Available:*
Library | Item Barcode | Call Number | Material Type | Item Category 1 | Status |
---|---|---|---|---|---|
Searching... | 30000010018438 | HF5549.5.E429 A53 2003 | Open Access Book | Advance Management | Searching... |
On Order
Summary
Summary
The original edition of The Complete Reference Checking Handbook provided managers, small company owners, and human resources professionals with all the tools and information necessary to reduce screening time, identify underqualified or potentially problematic employees, and get honest and accurate information from references, all while staying within legal boundaries and avoiding charges of discrimination. Nowfully updated and expanded, this second edition remains the best resource for getting information about job candidates. The book includes all the relevant material from the original, as well as new chapters on: * Searching public records, including criminal, workers comp, driving, and other records * Spotting criminals and other serious troublemakers * The importance of the Fair Credit Reporting Act * Areas to avoid in background checking, and much, much more" "
Author Notes
Edward C. Andler (St. Louis, MO) is a nationally recognized authority on reference checking. Since 1988 he has been President of Certified Reference Checking Company. Dara Herbst (St. Louis, MO) is an associate with the firm.
Table of Contents
Acknowledgments | p. xiii |
Introduction | p. 1 |
A Major Problem | p. 2 |
Why a Special Book on Reference Checking? | p. 3 |
Frequent Questions | p. 3 |
Part I Dishonesty--A Major Business and Social Problem | |
1 An Overall Look | p. 9 |
The Problem | p. 9 |
Job Market Distortion | p. 11 |
The Bottom Line | p. 12 |
2 Initial Steps | p. 14 |
Identify Problem Candidates | p. 15 |
Check Their Education History | p. 17 |
Watch for Gaps in Their Career History | p. 22 |
The "X" Factor | p. 22 |
The Honesty/Competency Matrix | p. 24 |
Management's View of Employment | p. 26 |
Don't Be Fooled | p. 27 |
3 Screening Options | p. 30 |
Additional Screening Methods | p. 31 |
Avoiding the Problem Altogether | p. 33 |
4 The Candidate's Advantage | p. 35 |
Career Counseling and Outplacement | p. 35 |
Resume-Preparation Services | p. 36 |
Job-Hunting Books, Tapes, and Computer Programs | p. 37 |
Search Firms and Employment Agencies | p. 38 |
Appearances May Be Misleading | p. 39 |
Inflated Salaries | p. 42 |
Part I Summary | p. 43 |
Part II The Legalities and Confusion Surrounding Employment | |
5 The Real Problem in Employment | p. 47 |
The Lawyers' Perspective | p. 48 |
Let's Correct the Problem | p. 49 |
Why Check an Applicant's Background? | p. 50 |
Does It Really Happen? | p. 51 |
Authorization and Release | p. 52 |
The Cost of Running Scared | p. 53 |
6 Who Is Actually Running Human Resources? | p. 56 |
The Law and Good Business | p. 56 |
A New Direction | p. 57 |
Getting and Giving References | p. 58 |
Negligent Hiring | p. 60 |
Negligent References | p. 62 |
Simplified Guidelines | p. 63 |
7 Legal and Illegal Questions | p. 69 |
Preventing Employment Discrimination | p. 70 |
Interview Small Talk | p. 72 |
The Interview | p. 73 |
Areas Always to Avoid | p. 73 |
Part II Summary | p. 76 |
Part III Honesty--The Best Policy | |
8 The Application and Interview | p. 81 |
The Interview Itself | p. 93 |
Identifying References | p. 94 |
Two Principles to Ponder | p. 95 |
The Interview in Perspective | p. 99 |
Interviewing Questions | p. 102 |
9 Spotting Liars | p. 111 |
Aggressive Listening | p. 112 |
Keeping the Applicant Honest | p. 115 |
How Honest Are You? | p. 116 |
10 Speeding Up Reference Checking | p. 119 |
Collaboration with Mutual Gain | p. 120 |
It Really Works | p. 121 |
The Overall Advantages | p. 123 |
Advice for the Job Candidate | p. 124 |
Part III Summary | p. 127 |
Part IV Searching Public Records | |
11 Why Public Records Searches Are Necessary | p. 131 |
Criminal Records Checks | p. 132 |
Workers Compensation Records | p. 134 |
Credit Reports | p. 135 |
Educational Attainment | p. 135 |
Driving Records | p. 136 |
Licensing Boards | p. 138 |
Screening Directory | p. 138 |
Understanding the Fair Credit Reporting Act | p. 141 |
12 Spotting Criminals and Troublemakers | p. 144 |
How the System Fails Us | p. 145 |
The Identity Problem | p. 147 |
Employment Eligibility Verification | p. 147 |
Illegal Immigrants | p. 148 |
Social Security Numbers | p. 149 |
Contacting Police Authorities | p. 150 |
Part IV Summary | p. 152 |
Part V Techniques That Work | |
13 Effective Reference Checking | p. 155 |
Types of Checking | p. 155 |
The Benefits of Reference Checking | p. 157 |
Exchanging Information | p. 159 |
The Real World | p. 162 |
Why Give References? | p. 164 |
14 Reference-Checking Techniques | p. 166 |
Initial Contact | p. 166 |
Uncooperative References | p. 171 |
The Voice's Body Language | p. 173 |
Make It Enjoyable | p. 174 |
Returning Your Calls | p. 175 |
Nobody's Talking | p. 177 |
Letters of Recommendation | p. 179 |
When You Discover Something Bad | p. 180 |
Networking References | p. 181 |
"Don't Call My Employer" | p. 182 |
A Personal View | p. 184 |
Personal References | p. 185 |
Telephone Tips | p. 186 |
References by Mail, by Telephone, or in Person | p. 187 |
15 Reference Checklists and Questions | p. 189 |
Conducting the Reference Check | p. 190 |
Peeling the Onion | p. 200 |
Some Good Tips | p. 208 |
16 Handling the Rejected Applicant | p. 209 |
Before the Decision | p. 209 |
After the Decision | p. 210 |
Notification Methods | p. 212 |
Part V Summary | p. 214 |
Part VI Creativity--The Key to Success | |
17 Improving Performance in Your Organization | p. 217 |
Reference Checking Pays Off! | p. 218 |
Applied Creativity | p. 221 |
Networking | p. 222 |
Outsource Screening Tasks | p. 224 |
18 Companywide Hiring Standards | p. 226 |
Advice to Human Resources Professionals | p. 227 |
In Conclusion | p. 227 |
Appendix A Process Summary and Sample Telephone Script | p. 233 |
Appendix B National Credit-Reporting Agencies | p. 243 |
Index | p. 245 |
About the Authors | p. 255 |