tive team members, but we continue to use traditional recruitment efforts while supplementing those with LinkedIn, Facebook and Twitter,” states Kelly. “Years from now, as the younger generation grows to maturity, I believe social media will become the primary means for recruit-ment at all levels.” Check Twice And Hire Once The single best thing you can do to vet potential new hires is to perform thorough background checks. According to Alfred Firato, president and chief executive officer (CEO) of HireSafe Employment Background Screening, employers have a financial obligation to grow their business and a moral obligation to protect the public and their employees from danger. “This ‘duty of care’ can only be per-formed by accurately knowing the demon-strated history of each applicant before they are hired,” proclaims Firato. Some of the more important verifications detailed by Firato that can be confirmed during a pre-employment screening include criminal history, academic records, right-to-work status, previous employment and, aside from many more, a job skills assess-ment. But, no matter how exhaustive a back-ground check may be, it will never tell you everything you need to know about a candidate. As such, face-to-face interviews, tele-phone conversations and e-mail correspon-dence all still have their place in the hiring and vetting process. Because organization is key in filling open positions from a large potential workforce, hiring managers are increasingly looking to software programs that track everything along every step from initial recruitment, through background checks and to the first day of employment — if an applicant is deemed a worthy hire. Applicant tracking software also makes it easier to share information with those in authoritative roles across a company or organization, further bolstering the vetting process. “When different managers and key peo-ple are involved with the vetting process, a better ‘job fit’ will naturally emerge, as mul-tiple eyes and ears contribute to the hiring decision,” concludes Firato. Whatever they type of position you’re looking to fill, do not haphazardly hire someone simply to fill the void. Take the time to find the ideal candidate and screen him or her thoroughly and appropriately to ensure they are a solid fit for you, your company or organization and their future coworkers. By properly vetting potential hires, we can reduce the instances of turnover in the JanSan industry and save precious capital while creating cleaner, healthi-er and safer built environments in the process. EXPEL GERMS QUICKLY. Raising Red Flags Body language and other nonverbal cues say a lot about a person and are generally more representative of one’s personality than any spoken words or written text. Many nonverbal cues — eye contact and intermittent nods to convey inter-est and attentiveness, for example — enhance the likeability of a potential hire. But, some unspoken actions can also work to the detriment of future employ-ment. Some red flags that can serve as an early warning about a prospective work-er include: ■ An application containing gross misinformation or grammatical mis-takes ■ A misrepresentation of job skills and proficiencies ■ A short or nonexistent work history ■ A criminal record or history of incar-ceration ■ Being hired and let go numerous times in the past several years ■ No listed references or poor reviews from character witnesses ■ An unkempt appearance or an unprofessional demeanor. CM Germs can transmit illness on almost any surface. Fortunately, Clorox® Hydrogen Peroxide Disinfecting Cleaner kills 37 pathogens — including MRSA, CA-MRSA, Norovirus, Rhinovirus, Rotavirus and Infuenza — without harsh chemical fumes. And it kills infection-causing germs in as fast as 30 seconds, quickly cutting down their spread. SMART and TOUGH Find more classroom solutions at Cloroxprofessional.com © 2013 Clorox Professional Products Company. Use as directed on hard, nonporous surfaces. NI-20375 Product Information no. 205 on page 24 www.cmmonline.com 15
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