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Tag Archives: background checks

Rapid HR Hiring Process Required In Professional Environment

11 Thursday Jan 2018

Posted by Paul Kiser in Aging, Business, College, Education, Employee Retention, Ethics, Generational, Government, Higher Education, Human Resources, Management Practices, Public Image, Public Relations, Technology, Universities, Women

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background checks, discrimination, EEOC, higher education, hiring process, HR, Human Resources, recruiting, references, universities

Apollo Mission Control sits empty now. Just like a lot of professional offices.

Highly Skilled Workers are MIA and HR is part of the problem

Large organizations, especially government organizations, are losing great applicants because Human Resources is not keeping pace with the reality of the recruitment environment.

Challenges to Hiring Highly Skilled Workers

The issues:

  1. the workforce has not kept pace with the growth in highly educated and skilled jobs
  2. unemployment is now nearly down to four percent
  3. professional salaries and benefits have flattened as executive salaries have fattened
  4. executives have become more insensitive to workers and less humble about their value to the organization
  5. Human Resources have created a massive bureaucracy that is inhibiting the hiring process 

The problem often comes down to the Human Resources department. About the time the Personnel Department became Human Resources, the wizards of bureaucracy established an elaborate maze of hoops and ladders that managers and departments had to push a candidate through to hire a person. Their stated justification for their hiring procedures was to avoid liability and discrimination issues.

The truth is that the policies and procedures of Human Resources also keeps their hand in the organizational functions, and that is job security. 

What Human Resources is Required to Do

Every company should have safeguards in place to verify the qualifications and backgrounds of potential employees, ensure that all applicants are considered without discrimination (regarding race, color, religion, sex – including gender identity, sexual orientation, and pregnancy, national origin, people age 40 or older, disability or genetic information,) and determine a fair and competitive salary/benefit package.

However, only discrimination issues need to be determined for all applicants, and that process must happen before the final selection is completed. Everything else only involves the person that is going to be offered the job.

Once the selection process is completed, Human Resources should be verifying the background and determining the salary and benefits package for the candidate being offered the job. There is no excuse for the final offer process to take longer than a day.

Checking References BS

Wait, I just heard every Human Resource recruiter tell me that the verification of references of a potential employee take forever. References are a joke. Anyone who offers a poor reference is risking a lawsuit, so the time-honored process of checking references is absolutely unnecessary.

Most large organizations complete an I-9 verification, a criminal background check, a credit check, and sometimes a Google Search. A reference is not going to offer as much information as other methods of background checks.

Under the current environment, checking a reference after a job is offered would be acceptable because only something that uncovered a lie by the applicant would be significant, and that would be cause for termination.

Organizations that can’t whip their Human Resources department into reality are risking more failed recruitment searches and watching great people go to their competition.

Highly skilled labor jobs outpacing unskilled labor

6 Actions Needed To Protect America From Bad Gun Owners

14 Monday Jan 2013

Posted by Paul Kiser in Crime, Ethics, Government, Government Regulation, Opinion, Politics

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Tags

501(c)3, assault rifles, assault weapons, background checks, conceal and carry permits, CT, guns, high capacity magazines, liability, National Rifle Association, Newton, NRA, rifles, school safety, school violence, Secret Service, tax exempt, Vice President Joe Biden

12 of 26 faces lost on December 14, 2012

12 of 26 faces lost on December 14, 2012

One month ago 26 people, of which 20 were children, were taken from us by a man with an assault rifle. The man was given the opportunity to access weapons by a gun owner who failed to understand the potential threat of keeping guns in the home, even though she was so concerned about her son that she was allegedly attempting to have him committed.

Asking for common sense in the ownership, availability and use of a gun is NOT a political agenda. Our pledge is “and liberty for ALL.” Not “liberty for me because I own a gun.” Liberty requires a citizen to act responsibly and most importantly respect all the other citizens of this country. Somehow many gun owners seem to have forgotten that part of being an American.

Fifty years ago I saw a bumper sticker that said, “When guns are outlawed, only OUTLAWS will have guns.” The National Rifle Association (NRA) and some wacko gun owners keep shoving this in the face of America. The problem is that it is not the ‘outlaws’ who are threatening our lives, but irresponsible gun owners. Easy access to guns, especially in urban environments, coupled with weapons that are dangerous for citizens to own is not protecting our liberty, but rather is increasing the likelihood of death and serious injury for all Americans.

In addition, the strong-arm tactics of the NRA is crippling our government from taking common sense actions that are desperately needed.

There are six steps that are necessary to keep Americans safe:

Ban on ownership of assault-type weapons and high-capacity magazines

Assault weapons are effective when used by a trained professional, not by citizens fantasizing glory

Assault weapons are effective when used by a trained professional, not by citizens fantasizing glory

The need for renewing the ban of assault-type weapons and high-capacity magazines has been demonstrated over and over, with each violent event costing innocent lives.

Assault-type (automatic and semi-automatic) weapons give the shooter the ability to spray multiple bullets on a target in seconds. A person must train extensively with an assault-type weapon in order to know when and when not to shoot. Citizens do not have the expertise to use such weapons without endangering innocent people.

In addition, these weapons are often used on law enforcement personnel which means we are encouraging ‘outlaws,’ (aka; our neighbor with a gun and a grudge) by giving them the means to attack the very people who are actually supposed to protect the rest of us.

Strict limitations on conceal and carry permits

Conceal and Carry

Conceal and Carry: a self-inflicted wound to America

Carrying a gun in public is extremely dangerous and most training is inadequate. Gun training organizations acknowledge this:

…”because concealed carry courses required for issue of a CC permit fail to give students the proper skills to safely carry a concealed weapon…”

ALASTAR TDS-C, NC Gun Training Website

Conceal and Carry means that a gun is easily accessible which means that a person might be tempted to use it before understanding the situation. Even under the best circumstances, firing a gun with other people in the area is risking the safety of innocent people.

In 2012, police in New York wounded nine innocent people when confronted by another man with a gun. Certainly a citizen carrying a gun with little or training is not a solution to street crime and in most situations would add to the confusion of crime by pulling out a gun even if it were only in self-defense.

In addition, gun training should be standardized and only licensed trainers should be allowed to teach gun safety. In at least one all day gun training program in Reno, Nevada, one of the instructors spent much of his time ranting about his dislike for President Obama and shared his conspiracy theories about what the current administration was planning to do to gun ownership. The only people making gun ownership a political agenda are gun owners.

Conceal and carry permits should all expire by June 30, 2013, and renewed only if extraordinary circumstances indicated that the citizen needed, and was qualified to use a gun in a public place. In those circumstances the person should be required to be recertified every six month with at least four hours of training in the use of firearms in public situations.

Secret Service Consulting and Training for Schools

Secret Service agents are experts in identifying threats

Secret Service agents are experts in identifying threats

We do not need another TSA-like division of the federal government; however, the federal government does have unique qualifications in the area of observing situations for possible threats. Secret Service agents are experts in assessing and  taking action to neutralize violent threats. 

Acting as consultants and trainers, the Secret Service could create a division with a five to ten-year mandate to work with school district and school staff across the United States in assessing and identifying potential threats. They also could offer classes similar to train law enforcement and school security threat assessment techniques, similar to what the FBI offers to private business leaders and security personnel at Quantico, VA.

Background checks on 100% of gun sales/exchanges

This is a no-brainer. The problem is that a background check doesn’t address future mental breaks, or temporary emotional triggers that could lead to violence.

Financial liability to gun owner and gun sellers for guns used in criminal acts.

Most gun owners are responsible. Most. The threat is not from ‘outlaw’ as the NRA suggests, but from the irresponsible gun owner. We can take steps to attempt to prevent an innocent citizen from being harmed by the direct or indirect act of an irresponsible gun owner, but their must be a consequence in order to discourage the idea that a gun owner can wash his or her hands of a situation that they could have prevented. To do this we need to link the gun owner to the crime committed by the use of his or her gun.

A person should be responsible for any crime committed with their gun both during their ownership, and within 18 months after they sell, trade, give, or lose their gun. The exceptions would be as follows:

  1. The gun is stolen even though the owner took due diligence in securing their gun.
  2. The gun is donated to a recognized government law enforcement agency.

Financial liability should be no less that $100,000 per incident and have criminal penalties for repeat offenders.

NRA Tax Exempt Status

The NRA has held America hostage for decades and has been able to harass our elected officials into complacency, while at the same time being exempt from paying taxes. They have enjoyed preventing government action to protect our citizens as they steal from the citizens by not paying their fair share to support our citizen-run government. This is unacceptable.

As of December 14, 2012, the NRA should be declared by the IRS to by a for profit organization and all contributions be declared as taxable. In addition, all organizations involved in lobbying and/or contributing to politicians, or politically associated organizations on behalf of gun manufacturers, owners, enthusiasts, or gun-related activities should not be considered for 501(c)3 status, or any other tax exempt status.

This should only apply to gun oriented organizations attempting to influence politicians and/or legislation.

These six actions would address the key issues that threaten American citizens, while still allowing for responsible citizens to maintain their rights to own guns. It’s time common sense returned and trumped blind stupidity.

HR/Security Hot Topic: Should you watch your employee’s personal Internet activities? (Facebook, MySpace, Twitter, etc.)

28 Thursday Oct 2010

Posted by Paul Kiser in Branding, Business, Communication, Consulting, Crisis Management, Customer Service, Employee Retention, Ethics, Government Regulation, Honor, Human Resources, Information Technology, Internet, Management Practices, Pride, Privacy, Public Relations, Re-Imagine!, Recreation, Relationships, Respect, Rotary, SEO, Social Interactive Media (SIM), Social Media Relations, Violence in the Workplace, Website

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background checks, Blogging, Blogs, case law, Employee evaluations, Employee privacy, Employer liability, Employment, Employment Law, employment verification, Executive Management, Facebook, HR, Human Resources, Internet, lawsuit, LinkedIn, Management Practices, monitoring employees, New Business World, performance reviews, Privacy, Privacy on the Internet, Public Image, Public Relations, Publicity, Rotary, security, Social Media, Social Networking

by Paul Kiser
USA PDT  [Twitter: ] [Facebook] [LinkedIn] [Skype:kiserrotary or 775.624.5679]

Paul Kiser

One of the hottest topics in the world of employment is whether or not an employer should monitor his or her Internet activities. This is a subject I’ve written about before, but it is an issue that is still emerging and has yet to have any significant case-law to provide guidance to employers.

It is well-known that a large number of employers perform a ‘Google’ search on the Internet before they hire an applicant, but now companies are feeling the need to continue to monitor an employee’s Internet activities after hire. Many experts, especially those involved in employee liability prevention support an employer’s right to monitor an employee’s Internet activities even when those activities occur off-duty and offsite. The logic is that it is prudent to aware of anything an employee might say or do that could embarrass the employer, or any indication that the employee might take an action that might involve the company and its facilities.

These are rational arguments, but I believe that monitoring an employee’s activities is opening the door to bigger liability issues. Sound odd? Here’s the scenario I see happening in three Acts.

Should the Employer be Big Brother?

Act One: A busy-body employer or manager casually checks his or her employee’s Facebook, MySpace, and/or Twitter accounts. The employer might even do a Google search on an employee from time to time. When the employer or manager finds something that they see as objectionable they confront the guilty employee and take the proper action. It becomes known throughout the company (and the employee’s family) that the employer monitors its employee’s personal Internet activity.

Act Two: An employee has been reprimanded for content they have posted on the Internet. Six months later the same employee posts information on the Internet that he  is considering suicide and describes in detail how he is going to kill himself. Two weeks later the employee carries out the suicide as described. The family is aware the employer monitors the employee’s Internet activity and sues the employer claiming that the employer should have reasonably been aware of the planned suicide and taken action.

Act Three: Companies find themselves with two polar opposite choices. Either the company does not monitor their employee’s Internet activities or the company assigns resources to constantly monitor the Internet on every employee to insure they capture any relevant data for which the company should take action.

I was trained in Human Resources under the policy that what the employee did on her or his own time was off-limits to the employer unless it had a direct impact the job performance. That policy has had to be adjusted in a world where work and off-duty time can often be hard to differentiate, and where drug testing, researching credit scores and background checks have become standard operating procedure for many companies. However, an employee’s personal Internet activities is almost impossible to track in a society that is increasing involved in hours of daily online social networking. The question is whether an employer wants to be liable for monitoring its employees 24/7/365 and being held responsible for taking the appropriate action, or whether the employer would be better served by not being sucked into liability issues that can be avoided by simply not playing the role of Big Brother ?

I know which strategy I would recommend to my clients.

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