Does your HR manager have a sixth sense?
How pre-employment screening may avoid incidents
i-Force* carried out a pre-employment screening (PES) during the recruitment of an operator for a food company. In the online questionnaire, the candidate had indicated to have no history of employment conflicts. The analysis of his resume revealed that his employment history consisted of short-term contracts alternated with a number of periods during which his occupations were unclear.
Moreover, a telephone call with a former employer exposed that the candidate had left the organization after an employment conflict, which had also involved a court case. Apparently, the candidate had leaked confidential information.
The contradictions in the online questionnaire, the interview with the former employer, the many short-term employment contracts and the number of unexplainable periods in his employment history have led our client not to accept this candidate.
*Food Security has an extensive network of privileged experts in various fields, amongst others i-Force concerning PES and fraud investigation.
Food Security helps her members by:
- Organizing a pre-employment screening session on 23 October. In this session, the possibilities and limitations of screenings will be discussed. Experts will also provide the participants with tools and aids. More information.
- Building anetwork that consists of experts in various fields.
- Giving advice on a custom-made approach.
Learning points
First aid for consumer complaints
When receiving a sensitive consumer complaint, a swift response is key. Proper complaint management directly affects consumer confidence in your brand and products.
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