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This episode explores the complexities of HR background checks with Ghislaine Knauff, who has worked in HR operations for a Fortune 100 company for the past 15 years. This discussion rarely occurs on podcasts and would help many job seekers understand background checks have many snares and nuances.
I learned a lot, not realizing how much could happen along the way. As you’ll see in the episode, it’s not just what an employer says about a former employee. I’ve shared notes with you, but hearing them will add much context to my quick talking points.
Highlights:
Hiring Process Delays:
– Hiring delays are common and frustrating for candidates.
– Varies by industry; some are highly regulated (e.g., financial services), requiring extensive background checks.
Factors contributing to delays:
– Industry-specific regulatory requirements
– Comprehensive background checks (e.g., criminal history)
– Candidate responsiveness
Role of HR in Hiring:
– HR’s involvement begins after the resume review and initial interview.
– HR checks applications for employment history, education, and criminal records.
– Verification processes may include contacting previous employers and checking licensing databases.
Employment and Background Checks:
– Background checks vary by industry.
– Common checks include employment history, education verification, and criminal background checks.
– Performance issues noted in past employment may be considered but are only sometimes a dealbreaker.
References:
– The importance of references can vary.
– References are only sometimes required in some industries.
– Ideal references include supervisors or peers who can vouch for work ethic and teamwork.
Challenges in the Hiring Process
– Delays obtaining information from external sources (e.g., understaffed courts, previous employers without automated systems).
– Differences in checks for industry-specific roles.
– Potential application discrepancies (e.g., incorrect employment dates) can lead to distrust.
Social Media and Hiring
– Social media checks are handled separately, not as part of initial background checks.
– The impact of social media presence can be significant if it is negative (e.g., hate speech).
– It is essential to maintain a professional online presence.
Industry Trends and Advice
– Some industries are consistently hiring; consider exploring new fields if you need help finding a job.
– Skills can be transferable across industries.
– Research and understanding of where skills fit can broaden job opportunities.
Conclusion
– Encouragement to explore different career opportunities.
– Contact Just Lane via LinkedIn for more insights.
– Stay informed about upcoming job-related podcasts and resources.
About Mark Anthony Dyson
I am the “The Voice of Job Seekers!” I offer compassionate career and job search advice as I hack and re-imagine the job search process. You need to be “the prescription to an employer’s job description.” You must be solution-oriented and work in positions in companies where you are the remedy. Your job search must be a lifestyle, and your career must be in front of you constantly. You can no longer shed your aspirations at the change seasons. There are strengths you have that need constant use and development.
Be sure you sign up to download my E-Book, “421 Modern Job Search Tips 2021!”
You can find my career advice and work in media outlets such as Forbes, Inc., Fast Company, Harvard Business Review, Glassdoor, and many other outlets.
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