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Have you worked at a place that had a toxic environment? How did you handle this? Were you able to work through the situation? Did you wait it out, hoping it would change, or did you exit when you could?
A toxic environment is a place marked by personal conflict; serious toxic conflict can harm productivity, and cause absenteeism and job turnover. If employees are feeling harassed or bullied and their well-being is not taken into consideration, then they may feel another job would be a welcome change. Consequently, employers would be stuck again with posting the job, rounds of interviews, candidate selection, reference checking, re-training, and possibly the threat of the same toxicity. Different events impact people in various ways, but here are some tests for toxicity that do not include bullying or harassment:
Are you aware of what lies behind the terse greetings at the water cooler, the quiet lunchroom, the five-o’clock silent march to punch out? While everyone has a bad week or a challenging period at work, a toxic environment is more complicated than that and could involve hidden conflict or job abandonment. It is also a workplace where drama negatively impacts mental health causing employees to become unproductive; ultimately, it becomes so untenable that no reasonable person would return. Job abandonment or rapid job turnover are two red flags that something is very wrong. If this is your workplace and you want to be in the loop about the everyday atmosphere your employees face, you can use exit interviews and hold a full employee review to highlight challenges a corporation or department might be experiencing. Employees often feel on the spot doing an exit interview; however, having a third party do an arms-length away interview can help an organization receive candid responses from employees and can help uncover workplace trauma. An exit interview is an opportunity for an employee to offer feedback on job satisfaction, company policies, and the direction they feel the company is heading; this is valuable information to resolve issues. If you have been having rapid job turnover and job abandonment concerns, Inline Reference Check can assist with exit interviews, collect extra data, and clarify issues. We can follow up with exiting employees to take the pulse of your workplace and give you documented findings to make changes or to highlight motivating events. In either case, it is worth your while to get valuable information to strengthen your team and resolve issues. With knowledge there is power: Let Inline Reference Check make your company stronger Susan Brooks Business Development Manager Inline Reference Check Is what you see on resumes to be believed? In this highly competitive, materialistic, and sometimes
callous world, how often do you think someone might be tempted to inaccurately report the truth? If you said 30%, a variety of surveys would agree -- one in three people are padding their resumes and fabricating details. Some are just ‘bending the truth,’ some are ‘fudging’ it, and some are blatantly lying. If you need to hire for a vital position and shortlist three candidates, which of those three is being less than truthful, and how will you know? What will be the consequences to you and your organization if you pick that third one? If you are the hiring manager and are not actively verifying the information given to you on resumes, that should keep you up at night. Two common discrepancies on resumes are the experiences claimed or educational accreditation that has not been earned. Reasons vary, but a particular job gap is often masked by stretching employment dates. Sometimes a required educational accreditation is obtained from a diploma mill - an organization claiming to be a higher education institution that provides realistic-looking credentials for a fee. Ultimately, these discrepancies can lead to not just major embarrassment and an erosion of public confidence but a real loss of time and money. The solution to these common problems is to implement a background checking policy and follow through by verifying information. Inline Reference Check, with more than 25 years of experience, can confirm your candidates’ information and offer peace of mind. Inline Reference verifies educational achievements and authenticates all sources for referrals. We conduct thorough comprehensive interviews using senior professional interviewers. We provide the information you need to select the strongest legitimate candidates. Depending on the position you are interviewing for, you may need to verify criminal records, driver’s licenses, social media, and financial history. Each of these verifications done on your short-listed candidates can save you significant financial and legal problems down the line. A professional interview with detailed documentation from a 360-degree viewpoint can give you a clear perspective of the candidate’s strengths and weaknesses from those who have worked alongside them. Your employees are your organization’s lifeblood. Exercising due diligence in verifying the information of prospective team members is vital to ensuring a more secure and safer future for your organization. Susan Brooks Business Development Manager Inline Reference Check "After many issues had been raised against a nurse, we discovered the worker was assuming a false identity, leading to her employment termination." Global News
Brigitte Cleroux’s alleged behavior involved her treatment of patients and co-workers and claims of fraudulent employment. This case has brought hiring concerns to the forefront in hospitals across Canada. People are demanding answers, “What happened, and how did this happen?”. Raised concerns are focused on how the systems that people trust and depend on fail them. It raises questions about how someone posing as a nurse could easily and repeatedly slip through the system. B.C is responding to the proposed class action suit that has been submitted. Health Authority argued it did not authorize her actions because she was defrauding them. The Nursing-Nightmare is a startling example of why we must utilize comprehensive and in-depth reference checking to eradicate problems before they begin.
We want to do our due diligence, retain our good name, and protect the people who trust us. Allow Inline Reference Check, your partner in the hiring process, to empower you to make the most informed hiring decision and support you in identifying the strongest candidates to build your team. Susan Brooks Business Development Manager Inline Reference Check What is the consequence of hiring someone who is not what they claim to be, or what is the truth about a candidate’s degrees or and experience? The truth is that this is not a game, and while we hope all our hiring consequences are happy ones, we know that it can be sometimes somewhat of a Gong Show. An employee without the specified training or education required can bring serious negative consequences to the company including litigation, harm to employees, or monetary loss. The negative consequences might be a loss of company reputation which could leave a lasting impact on financial goals
Seventy-five percent of HR Managers say they have caught lies on resumes. That is a challenging number, and it makes validating assertions more than a thoughtful consideration. Companies are finding they need more than the black and white claims of the person desperately seeking work. It becomes of increasingly pressing importance to get a fully rounded truthful picture of a person’s hard and soft skill levels in today’s workplace. Checking and verifying references takes time and patience. Waiting for the professionals to get back to you to confirm licensing, educational standards or employment checks can be an on-going frustration. That nagging worry about your front-line people interacting with the public’s money, or your organization’s youth can give restless sleeps. Worker’s misrepresenting their safety certifications, hazardous material documentations or their driving record can give cause for concern. For these reasons and numerous others, today more HR Managers are beginning to double-down on verifying candidate’s claims. Partnering with a pre-employment screener has never been a more attractive option in terms of time, money saved, and employee retention. While it has been normal for executive hires to be thoroughly vetted, the time has come to make the screening of all employees a normative practice as you build the heartbeat of your company culture. If a comprehensive verification with a quick turnaround time is important to you, look to Inline Reference Check, Canada’s Premier Pre-employment Screening agency. With Inline’s 360-degree reviews, senior interviewers will speak to a candidate’s superiors, co-workers, and subordinates to gather a clear and comprehensive picture of the candidate from those who have spent time and training with this person who will be impacting your business culture and your bottom line. The pivotal conversations that take place between an experienced interviewer and the references can bring vital oversights to your hiring practices. Your hard-earned reputation is resting in the hands of those you employ. While you cannot cover every situation or every scenario, when things happen on your watch, it does reflect on the company. Let Inline Reference Check help you be more effective in your employee retention, your performance goals, and your personal serenity with comprehensive pre-screening technology. Susan Brooks Business Development Manager Inline Reference Check By Myles Harding, Managing Director, Inline Reference Check There are many employment verification methods on the market today, but not all are created equally. With that in mind, we wanted to explore: what exactly is The Work Number and is it good for employees?
By Myles Harding, Managing Director, Inline Reference Check There was a time when the only way to verify a candidate's ID was for recruiters to meet with candidates in-person. Thankfully technology has evolved this process in recent years, but what you may not know is that not all verification methods are created equally. Today we’ll be discussing what you need to know about the most popular methods for verifying your candidates’ IDs online.
Textbook – Human Resources Management in Canada – Published by Pearson Canada The thirteenth Edition of the Human Resources Management in Canada textbook demonstrates how human resources are among the most important assets in organizations today. Contributing to the Expert Opinion Industry Viewpoint boxes, Myles Harding (Managing Driector – Inline Reference Check) is among practitioners including the President of Unifor, Executives from Loblaw and Labatt, HR representatives from the Government of Yukon, and other small business owners. Providing readers with valuable insight regarding critical issues according to industry experts, and first hand knowledge in terms of how these issues impact Canadian workplaces.  Toronto Event (Jun 17, 2014): National Crowdfunding Association Networking Night
Event Details Date/Time: June 17, 2014 from 6:00PM – 9:00PM Venue: O Resto Lounge Restaurant & Bar & Cafe Address: 7 King St E, Toronto, ON M5C 3C5 (map) Registration and ticket prices $15 Members – Early Bird (limited number) $20 Members – Standard price $25 Non-Members (consider joining NCFA Canada today here) Notes:
CBC: the current – Kickstarter meets Bay Street: Selling shares through crowdfunding
Online pleas to crowdfund money comes from thousands looking to make a film or start a business. Now, seven Canadian securities commissions want to take that idea, to let companies sell shares to potential investors through crowdfunding portals. |
