The Importance of Background Verification

Written by Stephen Spain

Continued from page 1
Corporate management has enormous pressure to hold employees torepparttar highest ethical standards. Background checking cannot give employers everything they want but, there are data bases and sources for many other kinds of information; criminal data bases, sex-offender registries, workers compensation histories and of course critical screening for drivers licenses, employment history and educational history. Bad hires can be devastating for a firm. Even a low level employee might mange to embezzle a few thousand dollars or drive away customers or atrepparttar 119414 l east consistently not show up for work costing you your hard earned customers business. While it might be impossible to safeguard a company against every potential act of dishonesty, Hiring professionals can minimizerepparttar 119415 chances for unscrupulous behavior by understanding who it is they are really hiring. This means developing easy to institute background checking procedures that are utilized at all levels ofrepparttar 119416 organization.

Established in 1996, MEPatWORK is the leading full-service recruitment solutions provider in the HVAC, sheet metal, refrigeration, control, electrical, plumbing and piping industries. Headquartered in Des Moines, Iowa, this privately held company also has offices in in Chicago and Pittsburgh and specializes in finding top talent for all levels of contracting, wholesale, manufacturing, consulting engineer and facilities management firms within these trades.

Character -- Why It Matters In Leaders

Written by Guy Harris

Continued from page 1

As you can see fromrepparttar results of these studies,repparttar 119413 character ofrepparttar 119414 leader affects not onlyrepparttar 119415 behavior ofrepparttar 119416 organization, but its results as well. I do not know allrepparttar 119417 details ofrepparttar 119418 Enron or MCI WorldCom scandals, but I do know thatrepparttar 119419 fallout hurtrepparttar 119420 companies and their employees. These examples are extreme cases of character failures, but many smaller ones happen in business and organizational life every day.

As usual, I have a story to relate to illustrate my point. One time I hired a man to work in a department I managed. Duringrepparttar 119421 hiring process, I realized that a woman inrepparttar 119422 department, working inrepparttar 119423 same capacity, was significantly underpaid compared to both industry standards andrepparttar 119424 starting salary ofrepparttar 119425 man we were hiring. I immediately went to my supervisor and attempted to negotiate a resolution plan. In response to my request to adjust her salary he asked, “Does she know that he will be making more than her?” This perspective floored me. It seems that her knowledge ofrepparttar 119426 situation, rather than a determination of whether it was right or wrong, wasrepparttar 119427 deciding factor on whether it should be addressed or not. At that moment, I remembered a statement I had heard long before: “Character is what you do when no one is watching.”

Unfortunately, I was unable to persuade my supervisor to take action in this case. This response severely damaged my trust and respect for bothrepparttar 119428 person andrepparttar 119429 organization. I eventually leftrepparttar 119430 organization for other reasons, but in retrospect, I probably should have left sooner. When it comes to character, leaders simply cannot compromise.

You can staff your organization to compensate for skill and knowledge deficiencies. You must stand alone on character. Do not let short-term thinking entice you into small, subtle concessions on matters of character. Be a leader of high morals and impeccable integrity in everything you do.

So, I encourage you to remember this simple tip . . . It is far better to have character than to be one.

You may use this article for electronic distribution if you will include all contact information with live links back torepparttar 119431 author. Notification of use is not required, but I would appreciate it. Please contactrepparttar 119432 author prior to use in printed media.

Copyright 2005, Guy Harris

Guy Harris helps entrepreneurs, business managers, and other organizational leaders improve team performance by applying the principles of human behavior.

Guy co-authored "The Behavior Bucks System(tm)" ( to help parents apply behavioral principles in the home. Register for Guy's monthly “Positive Principles” newsletter at

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