is that candidate who they say they are? (6 of 6 in the “Hiring Right” series)

Most of us know at least one business that has been embezzled from or had employees use their accounts to purchase materials for a side job.  Heck, maybe that’s even you!  In over 30 years of working with contractors, the one thing I’ve found is that if you take a few extra steps before you make that job offer, you can avoid the horrors of dishonest employees.

In today’s video, I share with you a proven system for verifying a candidate’s background. This system is used by many head-hunters and successful contractors to ensure that what a candidate tells you or puts on their resume is true, or if they are lying.

In this video get the steps to help you have the peace of mind that the hire you’re about to make can be trusted.  The special offer I make at the end of this video is good until Friday, July 2nd at midnight – check it out!

2 Comments

  1. Peter DiGiammarino

    A good question to ask a reference is: “what do you know now that I will have learned about working with this person that I will wish I had known from the start?”

    Also, when checking references it is indeed good to check three references… presumably references provided by the candidate. Of course references provided by the candidate are going to be most positive. Better is to get references from some who know the person well but who weren’t provided by the candidate. The way to get such references is to ask those the applicant provides who else they know that knows the person well that you should speak with.

    Good Luck!

    Reply

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