Right now is the time to go back to the basics. The beginning of each “New Year” brings the challenge to successful businesses, and to its people, the need to evaluate the past year and make changes to execution, process, or “other” components of success that fit your enterprise. Management and your business structure demands change sometimes, but not always! Let’s examine any weak links in your hiring program, which is the real starting point to that business success every owner or manager wants to achieve, each year, but starting January 1. 

(Summary from “Court Favors Yale in Suit Involving Fake Degree,” the New York Times, August 15, 2013)

As an employer, one of the first things you look at in an applicant’s resume and submitted paperwork is the school where he or she graduated. When you see a degree issued and conferred from Harvard, Yale, Princeton, or Columbia universities, for example, your interest in this candidate will most likely be piqued. Ivy League graduates demand and get your attention very quickly, in the hiring phase.

Our work is all about doing the right thing for our clients. Clients may mistakenly miss important background screening steps, unless we reinforce reasons that make sense and are credible for them to not deviate from their plan. Making every hiring decision on a set of unconditional background screening tasks also makes your program relevant to avoid the bad hiring circumstances noted below.

Business owners have a lot of things to worry about for sure! Offering a quality product or service means revenue growth and business success, which is the goal of every firm. The key word is “quality,” as defined by your customers or your clients.