Are you hiring a lawsuit? Here are 7 red flags whenever you hire someone:

Posted by Bernie Reifkind on June 1, 2009

By Bernie Reifkind, CEO of Premier Search, Inc. (800) 801-1400

1. Applicant fails to explain gaps in employment history. It is critical to look for unexplained employment gaps. There can be many reasons for a gap in employment. However, if an applicant cannot account for the past seven to ten years, that can be a red flag.

2. Applicant fails to give sufficient information to identify a past employer for reference checks. If an applicant does not give enough details about past employers, that can be a sign of trouble. Verifying past employment is a critical and important tool for safe hiring. Some employers make a costly mistake by not checking past employment because past employers may not give detailed information. However, even if a reference check only reveals dates of employment and job titles, this critical information eliminates employment gaps. In addition, documenting the fact that an effort was made will demonstrate due diligence.

3. Applicant failed to indicate or cannot recall the name of a former supervisor. Another red flag. Past supervisors are important in order to conduct past employment checks.

4. Explanations for employment gaps or reasons for leaving past jobs do not make sense. A careful review of this section is needed and anything that does not make sense must to be cleared up in the interview.

5. Applicant fails to explain reason left past jobs. Past job performance can be an important predictor of future success.

6. Applicant does not sign application. An applicant with something to hide may purposely not sign the application form so they later cannot be accused of falsification.

7. Applicant is playing “hard to get”. If you are trying too hard to hire an individual that is non responsive- though your job opening is dire- you may be hiring a flake that can damage the morale of your entire organization.

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