Top Level Executives Steps for Effective Employee Screen

We have recently seen a top level executive when Scott Thompson (Former CEO of Yahoo.inc)resume and using a fake degree of computer science.

Similar story which was abandoned some years ago as the electronic media, defines the pre employment screeningEdmondson who resigned in 2006 after a newspaper reported that his two supposed degrees were invented and that he was facing a trial for DUI charges.

Higher management or top level executives means reputation and integrity. As we have seen that Yahoo Inc. and Radio Shack suffered a phenomenal humiliation and reputation loss, plus they have been highly criticized all over print and in online media. This whole scenario nshattered their trust in the industry but also they have lost a great deal of business as well.

Hiring top level executives costs a lot, as they are all highly paid employees and losing them in the middle means a loss of money and time. And the onlsurvive and prevent such disgrace is to perform pre employment screening effectively.

Top Level Executives Pre Employment Screening Steps for Effective Employee Screening

We have recently seen a top level executive pre employment screening success Scott Thompson (Former CEO of Yahoo.inc) was caught exaggerating his

resume and using a fake degree of computer science.

Similar story which was abandoned some years ago as the electronic media, oyment screening success story of RadioShack CEO

who resigned in 2006 after a newspaper reported that his two supposed degrees were invented and that he was facing a trial for DUI charges.

Higher management or top level executives means the higher need of credibility, reputation and integrity. As we have seen that Yahoo Inc. and Radio Shack suffered a phenomenal humiliation and reputation loss, plus they have been highly criticized all over print and in online media. This whole scenario nshattered their trust in the industry but also they have lost a great deal of

Hiring top level executives costs a lot, as they are all highly paid employees and losing them in the middle means a loss of money and time. And the onlsurvive and prevent such disgrace is to perform pre employment screening

Employment Screening – Five ing!

employment screening success was caught exaggerating his

Similar story which was abandoned some years ago as the electronic media, success story of RadioShack CEO David

who resigned in 2006 after a newspaper reported that his two supposed degrees were invented and that he was facing a trial for DUI charges.

the higher need of credibility, reputation and integrity. As we have seen that Yahoo Inc. and Radio Shack suffered a phenomenal humiliation and reputation loss, plus they have been highly criticized all over print and in online media. This whole scenario not only shattered their trust in the industry but also they have lost a great deal of

Hiring top level executives costs a lot, as they are all highly paid employees and losing them in the middle means a loss of money and time. And the only way to survive and prevent such disgrace is to perform pre employment screening

The big fishes are not easy to catch; it needs a special net, experience and a perfect hook. Similar is in the case of top level executives, CEO’s and directors hiring and recruitment. There is a great risk involved in this job and only best professional pre employment background screening companies know the perfect and effective way to do it.

Here are 5 easy steps to implement into the hiring/pre employment screening process of Senior Level Executives, CEO’s and Directors. These actions will go a long way toward assisting in making the right decision:

Pre employment screening Step 1 – Comprehensive Education Background Checks:

As the case of Scott Thompson gives us the lesson that education is the very important are where usually people exaggerate and fake things. One of the most embarrassing media frenzies a company can fall victim to is finding out a member of their top level management faked their degree.

Employing a trusted and a reputed third party to background Checks Company can reduce the threat and manages to dig out the important information like any claims of degrees, verify dates, classes, and any graduation honors.

Pre employment screening Step 2 – Complete and Attentive follow up on references:

Several work references are always been handy. These references must be verified by calling a number that is found online for the company where the reference says they are/were employed. Never use personal phone numbers when verifying a reference, as this could link you to the applicant’s friend or family member.

Pre employment screening Step 3– Asking Right Questions:

All information presented on resume must be completely verified. Ask about (or let the background screening company ask) specific duties handled, projects completed, goals attained, etc. Broad, vague questions like “Did Tom do a good job” really don’t glean valuable answers.

Pre employment screening Step 4 – Using Assessment Surveys:

By reviewing an assessment survey, hiring managers can discern a top level executive’s inner core values and perceptions. This information is invaluable in deciding whether or not a person will fit well into the company culture.

Pre employment screening Step 5 – Social Media Screening:

Social media sites for background screening and hiring process are becoming popular these days. Tweet, posts, and blogs can give a company insight on a potential new hire that they cannot find in a resume or job interview. Negative information like (bad judgment, drug use, and inflammatory racial comments) can really help.

In the contrast, positive things like well-written blogs, interesting posts, etc can also show that a candidate would have a good impact on the workplace.

Muhammad Saad Khan is a Writer, Social Media and Business Management Thought Leader Working with Dataflow Group, the world's leading primary source verification company headquartered in Singapore. His current research is about pre employment screening of top level executives.