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Background checks sound pretty sleazy in any case - what business is it of yours if someone once had financial problems (such a record will never tell you the w

by bdfh42 17y ago

Background checks sound pretty sleazy in any case - what business is it of yours if someone once had financial problems (such a record will never tell you the why only the what). Call the last employer but one for an honest assessment of the reasons your prospective employee left and how easy they are to get one with - you already know they have the knowledge required for the job - you tested for that before and during the interviews - right? If you still feel a little uneasy then it's a "No Hire" - end of story.

rfreytag 17y ago
As SysAdmin he will control all the servers in my company, have access to all the data, all the passwords, all the personnel files. He will control $100Ks of investment. I think this is basic due diligence. I have also had confirming advice this is a good idea from previous company owners (and stories about times when they did not). Its like checking if your accountant has money troubles. There is also lots of research that shows people are really really poor at detecting lies (http://www.youtube.com/watch?v=EXm6YbXxSYk http://www.youtube.com/watch?v=EXm6YbXxSYk). We all have made mistakes in judging people, I am pretty trusting actually and have been burnt. There is too much on the line this time.
- bdfh42 17y ago
  well at least that way you are going to hire someone who has not been "caught".
byoung2 17y ago
Call the last employer but one for an honest assessment of the reasons your prospective employee left and how easy they are to get one with Most employers will not give detailed info to protect themselves from defamation lawsuits. Usually HR departments at big companies will just confirm the start date, end date, and position. Occasionally you can get more, if it is quantifiable (87% attendance, 2 promotions, 1 writeup). I got a voicemail once that said something like this: "We're interviewing John Doe for the position of general manager at a widget factory. If you believe he is a trustworthy employee that you would hire again, call 213-555-1234. If you wound not hire him again, call 213-555-5678." Pretty sneaky!

by bdfh42 17y ago

rfreytag 17y ago

As SysAdmin he will control all the servers in my company, have access to all the data, all the passwords, all the personnel files. He will control $100Ks of investment. I think this is basic due diligence. I have also had confirming advice this is a good idea from previous company owners (and stories about times when they did not). Its like checking if your accountant has money troubles. There is also lots of research that shows people are really really poor at detecting lies (http://www.youtube.com/watch?v=EXm6YbXxSYk http://www.youtube.com/watch?v=EXm6YbXxSYk). We all have made mistakes in judging people, I am pretty trusting actually and have been burnt. There is too much on the line this time.

bdfh42 17y ago
well at least that way you are going to hire someone who has not been "caught".

byoung2 17y ago

Call the last employer but one for an honest assessment of the reasons your prospective employee left and how easy they are to get one with Most employers will not give detailed info to protect themselves from defamation lawsuits. Usually HR departments at big companies will just confirm the start date, end date, and position. Occasionally you can get more, if it is quantifiable (87% attendance, 2 promotions, 1 writeup). I got a voicemail once that said something like this: "We're interviewing John Doe for the position of general manager at a widget factory. If you believe he is a trustworthy employee that you would hire again, call 213-555-1234. If you wound not hire him again, call 213-555-5678." Pretty sneaky!