Hiring Good Help The Ins-and-Outs of Good Hiring Practices

Think about this—nearly two million American workers report having been victims of workplace violence each year and, in the United States, fraud committed by employees cost companies approximately $20 billion annually. Workplace theft tops out at more than $120 billion annually.

Property managers hired by condo boards and HOAs have a duty to provide the best people for the job, but with staggering statistics such as these, it’s crucial that anyone hired by a residential community be reliable, trustworthy and dependable. This means that applicants need to go through a rigorous screening process to weed out candidates with records of terminations, disciplinary action or criminal history. But be careful, studies show that roughly 30% of applications already contain false information.

According to the HireRight Benchmarking Report (hireright.com), a survey of nearly 1,800 human resources, talent management, recruiting, security, safety and other professionals from organizations of all sizes, most employers require screening in order to maintain compliance with employment laws and regulations, improve the quality of hires, protect their organizations from theft and fraud and reduce employee turnover and workplace violence. These background checks can range from Social Security number verification to employee's history, credit checks and, even a peek into their Facebook page.

“But before we even go down the road to drilling for more detail, we need to see if the applicant is qualified to do the job first,” says Dan Wurtzel, the president of Cooper Square Realty, a New York City-based property management company that handles buildings in Jersey City, Guttenberg, Fort Lee and Union City. “So our initial screening of the applicant is their employment history.”

Your First Impression

A resume is a first impression of who your applicant is and can say a lot both positively and negatively. What are you looking for? Job stability. Do they stay at their jobs or hop from job to job. For schooling, call any schools listed as well as previous employers to confirm the applicant attended those schools and worked at those businesses. A former boss can tell a caller anything about the performance of the applicant, although most employers have a policy to only confirm dates of employment and final salary.

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