August 28, 2008
How to Check Out a Job Candidate's Background
Would your charity eagerly hire someone with a criminal history of embezzlement or bank fraud to a managerial position?
Gary Snyder, a nonprofit consultant, lists a half-dozen charities—including an affordable housing group and a Christian school—that unwittingly hired people with just such background blemishes. And most of the groups only found out after they, too, became victims of financial misconduct.
Writing on the blog maintained by the the National Committee for Responsive Philanthropy, a watchdog group in Washington, Mr. Snyder stresses, is the importance of checking references.
For senior-level job candidates, he recommends contacting as many as five or six references. Getting the most from a conversation with a reference is an art, he writes.
“Drilling down below the surface of initial comments will make a reference truly useful,” Mr. Snyder says. “Listen not just to the overall comments a reference makes, but also to the specific word choices and the tone and enthusiasm.”
What are you experiences in checking references and exploring the backgrounds of would-be employees?
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Non-profit boards and executives also have been known to be at fault for lack of assistance in weeding out individuals who commit criminal activity while working at their organization. We have found instances where an employee found to be involved in embezzlement was fired and under the condition that the funds were returned, both parties would agree not reveal any details of the theft or restitution plan. These kinds of people end up with a “clean” criminal record and references comments that are far from complete.
Thanks goodness the philanthropic industry has a spectacular record when it comes to honest people.
Richard A. Murray
Paschal Murray, Inc.
— Richard Murray Aug 29, 03:28 PM #