By Maureen Aylward
The CEO of Yahoo lied on his resume and was forced out. Several other high profile CEOs have done the same in industry and academia. We asked our Zintro experts to offer tools and ideas that boards of directors or company executives can use to research and combat resume fraud.
Don Richard, a healthcare services director and recruiter, says that people are waking up to the reality that the competition for top talent is here to stay. “Unfortunately, few have woken up to the reality that it is not as simple as once thought to trust the resumes of the individuals being considered for top posts in organizations,” he says. “As a recruiter, I have spent the last 12 years finding the best talent for clients, and I am still shocked when I hear stories like the dismissal of the Yahoo CEO for an oversight that seems so easily avoidable.”
Richard says that it may seem counterintuitive to think that paying a top recruiter can save a company money, but consider the cost of hiring the wrong employee. “An experienced recruiter brings years of expertise in evaluating human capital to the job and takes the time to research the historical background of each candidate,” says Richard. “The internet has made it easier to verify facts if you know where to look and take the time to conduct the research. That is where a trained nationally certified recruiter would be a great benefit.”
Warren Olson, a former high profile private investigator in Southeast Asia, says as a rule of thumb, he advises company directors/HR executives to take little notice of academic credentials until such time as you have made a shortlist of candidates. “At that stage, without exception, employers must validate all documentation by contacting the alleged issuing body directly and asking for confirmation,” he says. “In this day and age, fraudulent certification can be produced in moments. In South East Asia, fake copies often originating from Malaysia are identical to the real thing.”
Olson says that as a basic reference, ask the candidate to name his or her mentors. “You spend a number of years completing degrees and work closely with course mentors, so any legitimate graduate will know immediately who taught or coached them,” he says.
What do you think?
Posted in Clients, Customer Service, General, Health Care, Hiring Process Tips, Interview Tips, Recruiting, Uncategorized
Tagged Candidate, candidates, Client, client representation, doctor, health care staffing, Healthcare, healthcare hiring, interview, interview tips, medical recruiting, mid-level hiring, mountain medical, National Association of Personnel Services, physican jobs, Physician Job, physician recruiting, placement firm, professional, professionalism, provider, recruiter, Recruiting, talent
Congratulations! You’ve hired a new team member! They’re up and running, but how do you keep your new hire and team inspired? If you take a cue from House, you’ll know that you must keep the team challenged but also need to offer guidance.
In order for your team to be efficient, they need to stay motivated. But it can be a challenge so remember that as a manager it’s important that you…
Take the time to define your management style – You cant inspire a team if you don’t understand how to effectively manage.
- Get to know each team member and their work style – A team is a team, but it’s comprised of individuals. Don’t lose sight of that.
- Communicate efficiently – Knowing that communication is key and providing a clear vision can keep your team productive.
- Invest in your team – They need to understand their role in your team’s initiatives and that they are essential to your organization’s success.
We hope you’ve enjoyed our HOUSE series and that our tips have provided you some food for thought. Keep in mind that you’re not alone; we’re here for you (and we won’t roll our eyes!). We work with managers every day to provide guidance and insight into hiring and retention practices.
Posted in Advantages To Using a Recruiter, Candidates, Clients, General, Health Care, Hiring Process Tips, Humor, Interview Tips, Recruiting, Uncategorized
Tagged Doctor House Hiring Tips, funny job interview, health care staffing, Healthcare, healthcare hiring, healthcare humor, House, interview, interview tips, medical recruiting, mountain medical, National Association of Personnel Services, physican jobs, physician recruiting, placement firm, recruiter, Recruiting
Hiring the wrong person can affect not only your organization’s bottom line, but your team’s morale and productivity as well. In fact, the average hiring mistake can cost up to three-times the annual salary of the position, considering the cost of termination, replacement, and loss of productivity during training and learning curve. Taking steps to ensure that you’re on track to hire the right person is key to prevent a bad decision, so be sure to.
Ask detailed questions during the interview process and listen for insight into why someone says they’re “dependable” or “a team player.” Always ask for examples to support their statements.
- Interview, interview, interview – The phone screen, a first interview and then bringing the top candidates back in for a final, or second interview to see the candidate in your setting and interact with your team is crucial. Personality and group dynamics should always be considered – strong personalities like House’s unique outlook may conflict with your team and lead to exasperated staff likeWilson.
- Check References – Be sure you get at least three references. Former managers and co-workers are good choices. For the more junior positions, college professors are fine as well.
- Be confident you have the right candidate for the right job – you may interview someone and think that they “could” be a good fit for the position, but may lack some of the skills or experience. Focus on the job description to stay on track to select the right person for the position.
Posted in Clients, General, Health Care, Hiring Process Tips, Humor, Interview Tips, Recruiting, Uncategorized
Tagged Client, doctor, Doctor House Hiring Tips, funny job interview, health care staffing, Healthcare, healthcare hiring, medical recruiting, mountain medical, National Association of Personnel Services, physician, Physician Job, physician recruiting, placement firm, provider, recruiter, talent
Let’s face it: When someone quits, it’s often a poor a reflection on the boss. Unless you’re really incompetent or a destructive thorn in his side, the boss might look bad by “allowing” you to go. His immediate gut reaction is to do whatever it takes to keep you from leaving until he’s ready for you to go on his terms – that’s human nature. Unfortunately for your boss, it’s also human nature to want to stay where you’re comfortable unless your work life is utter misery. Career changes, like all ventures into the unknown, are tough. That’s why bosses know they can usually entice you to stay by pressing the right buttons.
Before you succumb to a tempting counteroffer, consider these universal employment truths:
- Any situation in which an employee is forced to get an outside offer before the present employer will suggest a raise, promotion or better working conditions, is cause for suspicion.
- No matter what your company says when making its counteroffer, from now on you’ll be considered a fidelity risk. Having now demonstrated your lack of loyalty (for whatever reason) to the company, you’ll lose your status as a “team player” and your place in the inner circle.
- Counteroffers are usually nothing more than a stalling device to give your employer time to replace you.
- Your reasons for wanting to leave still exist. Conditions are just made a bit more tolerable in the short term because of the raise, promotion or promises made to keep you. You also have no way of knowing to what extent these promises will be kept.
- The potential opportunities your new position can provide will most likely outweigh what your current company has been willing to provide (or you wouldn’t have sought something new!).
The bottom line: Counteroffers are only made in response to a threat to quit. Will you have to solicit an offer and threaten to quit every time you deserve better working conditions?
Companies in sync with their employees don’t need to make counteroffers… EVER! Their policies are fair and equitable, and they are in touch with your level of job satisfaction. They won’t be subjected to “counteroffer coercion” or what they perceive as blackmail, and they won’t need to be.
If the urge to accept a counteroffer hits you, continue to clean out your desk as you count your blessings… you’re on to something better.
Key ideas from this article have been taken from “Counteroffer Acceptance: Road to Career Ruin” by Paul Hawkinson, NATIONAL BUSINESS EMPLOYMENT WEEKLY (Published by the Wall Street Journal: Dow Jones & Company, Inc.)
Posted in Candidates, Clients, Health Care, Humor, Recruiting
Tagged funny job interview, Healthcare, healthcare humor, interview tips, medical recruiting, mountain medical, National Association of Personnel Services, Recruiting, talent
The recruiting industry in general has a poor reputation for taking good care of candidates and clients. Clients need to take a closes look at who is representing them to potential candidates and candidates need to take an even closer look at who is speaking on their behalf to clients that may be interested in hiring them. The time has come to rid the industry of unethical and not certified “recruiters”.
Posted in Candidates, Clients, Ethics, Recruiting
Tagged American Staffing Association, Candidate, Client, Emergency Physician, Ethics, Locum Tenens, National Association of Personnel Services, Per Diem, Permanent placement.