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Will You Add? - Corporate Cancer: An Epidemic of Dishonest Employees
1. Don't discuss your job search with colleaguesYou can never be sure who they will tell. If you tell one person in confidence, they tell one person and it could easily reach your boss. At the point when you are only thinking about looking for another job your boss calls you into his office ...2. Search for a job away from the workplaceYou may be able to shop on the net during working hours, but you certainly don't want to be seen browsing job sites. How would you reply if your boss comes up to your desk, even in your lunch break
In 91% of the cases we investigated for employers, we found that the identified employee was predisposed to causing loss and that he or she had participated in acts that caused losses to previous employers.
But how do you make an informed decision when it has been PROVEN that at least 35% of all job applicants will lie to you?
TRAIN YOUR HIRING MANAGERS AND THOSE WHO HAVE THE AUTHORITY TO MAKE HIRING DECISIONS.
In every case in which we investiga
There are bombardments of advertisements in every part of the city. But have you ever imagined an advertisement on a balloon high above the sky. Yes, hot air balloons are the most in-thing in the field of advertising tools. Advertisers look to impinge us, arrest our minds and eventually compel us to buy their products. In order to achieve this they will have to come up with an array of innovative ideas. What better than hot air balloon advertising if that's the case?Products and services are best advertised nowadays with hot air balloon advertising. You cannot hold on to your exc
The liabilities inherited with each job offer include employee theft, huge turnover rates, unqualified employees, negligent hiring practices and discrimination based lawsuits, and violence in the workplace.
Each of these challenges has a distinct and overwhelming effect on every business, within every market segment in every country of the world.
Quality hiring decisions build profitable and successful companies, bad employees tear them down.
All other problems aside, employee theft alone has been described as an epidemic... a corporate cancer… a disease murdering commercial enterprise. It has also been characterized as the fastest growing segment of rhe U.S. economy.
The estimates of the damage to the American public vary widely:
· The U.S. Department of Commerce has estimated $50 billion dollars annually
· The Association of Certified Fraud Examiners claims it costs in excess of $121 billion dollars every year
· Florida State University’s 2004 National Retail Security Survey indicates that the percentage of a business’ losses caused by employees is the highest it has been in its eight previous surveys!
· Perhaps the most shocking statistic claimed by the U.S. Small Business Administration indicates that between 30% and 40% of all business failures and bankruptcies are a direct result of losses caused by employee theft and fraud.
Losses that include fraud and embezzlement are obvious but did you know that the loss of productivity can be even more damaging to a company than theft and that this potential for loss can be identified ahead of time?
There is a cure for this cancer and I have the answer to this question that bothers everyone who has the responsibility to attract and find the very best (honest) employees.
Understand first, that past performance is ALWAYS indicative of future behavior. You must completely and accurately gather all of the facts from a potential new-hire concerning previous work history, performance, attitude, criminal involvement, etc.
In 91% of the cases we investigated for employers, we found that the identified employee was predisposed to causing loss and that he or she had participated in acts that caused losses to previous employers.
But how do you make an informed decision when it has been PROVEN that at least 35% of all job applicants will lie to you?
TRAIN YOUR HIRING MANAGERS AND THOSE WHO HAVE THE AUTHORITY TO MAKE HIRING DECISIONS.
In every case in which we investiga
It’s perceived to be one of the most difficult transitions in life: rejoining the workforce after an extended layoff. Maybe you were raising your children, maybe you were caring for a relative, or maybe you were downsized and had trouble finding a job. In any case, it’s a daunting proposition to pull out the business suit, polish up the resume and start looking for a job.To be sure, it’s not an easy task, but if you prepare appropriately, and attack the search smartly, it’s not as intimidating as you may think.With the right Mindset, the proper downtime Approach, and som
All other problems aside, employee theft alone has been described as an epidemic... a corporate cancer… a disease murdering commercial enterprise. It has also been characterized as the fastest growing segment of rhe U.S. economy.
The estimates of the damage to the American public vary widely:
· The U.S. Department of Commerce has estimated $50 billion dollars annually
· The Association of Certified Fraud Examiners claims it costs in excess of $121 billion dollars every year
· Florida State University’s 2004 National Retail Security Survey indicates that the percentage of a business’ losses caused by employees is the highest it has been in its eight previous surveys!
· Perhaps the most shocking statistic claimed by the U.S. Small Business Administration indicates that between 30% and 40% of all business failures and bankruptcies are a direct result of losses caused by employee theft and fraud.
Losses that include fraud and embezzlement are obvious but did you know that the loss of productivity can be even more damaging to a company than theft and that this potential for loss can be identified ahead of time?
There is a cure for this cancer and I have the answer to this question that bothers everyone who has the responsibility to attract and find the very best (honest) employees.
Understand first, that past performance is ALWAYS indicative of future behavior. You must completely and accurately gather all of the facts from a potential new-hire concerning previous work history, performance, attitude, criminal involvement, etc.
In 91% of the cases we investigated for employers, we found that the identified employee was predisposed to causing loss and that he or she had participated in acts that caused losses to previous employers.
But how do you make an informed decision when it has been PROVEN that at least 35% of all job applicants will lie to you?
TRAIN YOUR HIRING MANAGERS AND THOSE WHO HAVE THE AUTHORITY TO MAKE HIRING DECISIONS.
In every case in which we investiga
Why identical twins don’t have identical first namesThough they may look the same, they’re not. Just ask their parents. Even as newborns, they could tell them apart, and as they grow up, they’re distinctions become ever more pronounced. This is why we don’t give twin babies the same first names.In the business world, this idea would seem to carry over as the foundation for a common sensical approach to branding —that different products need to be different brands with different names. However, the only thing common about this sense is that it’s all too commonly ignored in
· Florida State University’s 2004 National Retail Security Survey indicates that the percentage of a business’ losses caused by employees is the highest it has been in its eight previous surveys!
· Perhaps the most shocking statistic claimed by the U.S. Small Business Administration indicates that between 30% and 40% of all business failures and bankruptcies are a direct result of losses caused by employee theft and fraud.
Losses that include fraud and embezzlement are obvious but did you know that the loss of productivity can be even more damaging to a company than theft and that this potential for loss can be identified ahead of time?
There is a cure for this cancer and I have the answer to this question that bothers everyone who has the responsibility to attract and find the very best (honest) employees.
Understand first, that past performance is ALWAYS indicative of future behavior. You must completely and accurately gather all of the facts from a potential new-hire concerning previous work history, performance, attitude, criminal involvement, etc.
In 91% of the cases we investigated for employers, we found that the identified employee was predisposed to causing loss and that he or she had participated in acts that caused losses to previous employers.
But how do you make an informed decision when it has been PROVEN that at least 35% of all job applicants will lie to you?
TRAIN YOUR HIRING MANAGERS AND THOSE WHO HAVE THE AUTHORITY TO MAKE HIRING DECISIONS.
In every case in which we investiga
Size matters. Or, at least, that is what the big players like to think. Here in Ireland, we have been more aware than most that size is relative. More than most too, we have taken sides when the little streets have hurled themselves against the great. Unlike the Swiss, we don't do neutral terribly well. Almost always, our sympathies are with the small player, the one who is outweighed and outgunned, and we take more than a little pleasure at the prospect of seeing the lumbering giant brought to earth with a crash. But such an outcome is by no means inevitable. The playing field is litte
There is a cure for this cancer and I have the answer to this question that bothers everyone who has the responsibility to attract and find the very best (honest) employees.
Understand first, that past performance is ALWAYS indicative of future behavior. You must completely and accurately gather all of the facts from a potential new-hire concerning previous work history, performance, attitude, criminal involvement, etc.
In 91% of the cases we investigated for employers, we found that the identified employee was predisposed to causing loss and that he or she had participated in acts that caused losses to previous employers.
But how do you make an informed decision when it has been PROVEN that at least 35% of all job applicants will lie to you?
TRAIN YOUR HIRING MANAGERS AND THOSE WHO HAVE THE AUTHORITY TO MAKE HIRING DECISIONS.
In every case in which we investiga
Raffles are one of the most popular and cost effective ways to raise money for a non profit organization. However, it would not be a raffle if you had nothing to give away!So what kind of prizes should you have? First of all, put yourself in your potential supporter’s shoes - What if someone comes up to you and says they are selling raffle tickets? What prize would you like to win?Here are some prizes that attract many people’s attention:Cars - Sports cars, Luxury cars, SUV’s in this years model. Another great alternative is a completely restored classic / collecto
In 91% of the cases we investigated for employers, we found that the identified employee was predisposed to causing loss and that he or she had participated in acts that caused losses to previous employers.
But how do you make an informed decision when it has been PROVEN that at least 35% of all job applicants will lie to you?
TRAIN YOUR HIRING MANAGERS AND THOSE WHO HAVE THE AUTHORITY TO MAKE HIRING DECISIONS.
In every case in which we investigated a specific loss and were able to identify the responsible employee, we determined that the person who conducted the pre-employment interview, examined the job application and checked references, was plainly duped; lied to. They were fooled and they didn’t have a clue. In fact, not one hiring manager we surveyed had any sort of education or training in making employment decisions!
Would you like the power to separate fact from fiction and consistently make quality-hiring decisions based on the truth? Would you like to know the secret to convincing applicants to tell you everything you need to know to make a great hiring decision next time and every time?
You must learn how to 1) Develop honesty, as a theme, within the employment interviewing process; 2)Ask “integrity questions;” and 3) Evaluate the applicant’s responses for truthfulness.
As a professional, entrusted with the tremendous responsibility of selecting new employees for your company, it is your duty to do everything within your capacity and the law to ensure the continued survival and bottom-line profitability of your employer.
Great hiring decisions can be made by properly interviewing job applicants and eliminating dishonesty through proven integrity interview and pre-hire investigation strategies.
You shape the future of your organization with the decisions you make everyday. Perhaps there is no greater feeling to realize that the hiring professional maintains this power and influence over an organization. Therefore, it is your obligation to select the very best applicants available. It is your duty to find a training program designed to quickly and thoroughly prepare you for this responsibility.
Ultimately you will be judged by the quality of your employees, if not by a supervisor then your customers. Undoubtedly, the quality of your work will be reflected in the faces of the men and women you have chosen to represent the organization to which you belong… hopefully they will be men and women of integrity.
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