5 Primary Elements of Executive Background Checks

The average American cost per hire is estimated to be in the thousands of dollars. Because of this, some human resource departments might have the temptation to cut out some of the costs associated with conducting thorough executive background checks. Then, they might hear news of yet another corporate embezzlement charge and change their minds.

 

Every company conducts employee screening in their own way whether it be for making a decision on an entry level applicant or upper management candidate. However, executive background checks as well as the exploration of any employee regardless of experience level typically include these five elements:

 

  1. Financial History Evaluations

 

By 2010, more than half of all employees already conducted credit checks on employees. This trend is likely to continue because many employers realize a person under financial pressure might not make money-related decisions that are in a company’s best interest. This could be a detriment to otherwise well-deserving, honest employees who wouldn’t steal but maybe would not comprehend a corporation’s business model enough to implement the right financial strategies to move a company toward its revenue goals.

 

Credit checks, however, can determine who would use executive bank accounts responsibly based on how timely a person is with making payments and how well they budget money and prioritize expenses. Credit checks could also identify likelihood of theft if a person has ever falsified their identity to make purchases or has overdrawn multiple times to the point of facing criminal charges.

 

  1. Criminal Investigations

 

As of 2007, about 86 percent of companies conducted criminal background checks on employees. This has continued to be a standard practice — which had tightened during the recession when jobs were scarce — because of the value that HR has discovered in digging deeper into a person’s past.

 

A criminal conviction, by the way, does not automatically disqualify an employee. However, hiring a CEO, vice president, treasurer or other person who would assume more responsibility than an entry level employee usually requires making sure a person having this much power over a company will not abuse the position. Money laundering or drug charges may be some top concerns for hiring managers as well as any history of violence or sexual harassment.

 

  1. Social Media Screening

 

Many people do not realize the impact that social media has concerning the hiring process. However, almost a third of companies as early as 2009 already set policies in place concerning what workers can post on their personal blogs. For instance, many companies forbid gripes about the company and certain confidential processes an employee might not like. Any negative comments on social media at all even ones not work-related could possibly hurt a candidate’s career potential and block them from securing executive positions.

 

  1. Personality Tests

 

Many employees including some applying for executive positions find some of the multiple choice tests they have to take during a job interview ridiculous. They may not realize the purpose behind these questionnaires that seem to ask the same questions over and over again.

 

Corporate Resolutions states that many of these tests are designed to determine how an employment applicant would respond in certain scenarios, as an arm of an executive background investigation. Oftentimes, these tests are simply to get to know the person and predict how that individual would fit in with a team. This prepares a company for a variety of interaction possibilities from which they can choose the match that best suits them.

 

Some personality tests provide more than just prediction of interaction with other employees, however. They might delve into attitudes a job candidate might have that either could negatively or positively affect work performance. In addition, these tests might reveal signs of impatience or even show evidence of a violent temper.

 

  1. Reference Verification

 

The quest for information never seems complete without asking for references who can verify that a person is who he or she claims to be. This step taken further can reveal references of references to add a double layer of assurance of trustworthiness. Contacts provided by employment applicants might include co-workers, an old boss, a business partner or longtime friend.

 

The effort that a company puts into executive background checks varies. It sometimes depends on available time and funds for it, but the level of position responsibility typically determines how high of a priority this process is. On the other hand, many companies thoroughly check all hourly and salaried employee candidates.

Steve Ritchie Is Interested In Helping Everyone

The smell of Papa John’s pizza is nothing new to Steve Ritchie. As per Wikipedia, twenty years of working for the company has made him familiar with all of the products and all of the levels of employment. He has gone up each run of the ladder, and has arrived at the top where he is now the CEO.

Twenty years is a long time, though to some it may seem that the time has passed quickly. A lot of things have changed in America and in the world, socially and politically. People who were children around the time that he started his career, as well as the time that he bought his own franchise, are now grown up. Because of the changing times, he has made it a point to keep the viewpoint of the company up-to-date and accurate to the times by forming as much of an understanding of the company as possible.

More CEOs should follow in the footsteps of Steve Ritchie, because too many CEOs don’t give a damn about their employees! Some CEOs talk to the talk, but they do not walk the walk. Everyone says that they care about their workers, but few actually do.

Steve Ritchie Papa Johns is trying to help everyone who buys pizza, everyone who works for the establishment and everyone in society who is affected the presence of Papa John’s. He knows that the existence of Papa John’s is multidimensional. Different aspects must be tended to in order for the whole organization to improve. The company isn’t just about pizza or the big people on top; it is about everyone. Everyone who is directly and indirectly affected by the company is involved and must be considered. Details about Papa John’s newest campaign can be seen here.

Everything is good so far. Of course, some customers have lost trust in the organization over the years, but the damage is reparable. Steve Ritchie knows what he is doing. He is well versed in dealing with relations between customers, workers and the public. Check out Steve’s profile on Bloomberg for more information about him.

Hussain Sajwani and DAMAC Owner

Hussain Sajwani and DAMAC Owner was born in the year 1952/1953 by an entrepreneur father who was then the seller of Parker pens, shirts, watches and dealt with the importation of the goods from China. He is the developer of the Emirati billionaire property as well as the chairman and the founder of DAMAC properties which is a real estate oriented property.

The business was named the top during the 2017 Forbes global 2000 which was the outline of the fastest developing companies globally based on the annual rate of growth of the revenues as from the year 2013 to 2016. However, in 2018 Forbes rankings, Hussain Sajwani and DAMAC Owner, with the worth of $ 4.1 billion emerged to be 4th wealthiest Arab in the world. His success in the business field could be attributed to the skills and knowledge he gained after being awarded a scholarship in the US via his government where he managed to hold a bachelor’s degree in economics and industrial engineering at the University of Washington.

Ideally, Hussain Sajwani’s and DAMAC Owner career can be dated back to the year 1981 after being slated into a position in the finance department specifically in Abu Dhabi Gas industries. After two years he ventured into a catering business field inclusive of customers such as Bechtel and the U.S military which is still functional till now with name Global Logistics Services. Moreover, it was in the year 2002 that he established a company property by the name DAMAC which is known to be the largest company in the region of the Middle East in Asia with an estimate of 19,000 complete apartments. Furthermore, the property is in possession of more than 44,000 units which are still under several stages of growth globally.

In the year 2015, his company was listed publicly with its shares trading on the famously known Financial Market in Dubai. Also, the company has managed to develop other properties which include a golf course which was designed by Woods and controlled by the important Trump Organizational Luxury apartments initiative. The entrepreneur has invested approximately £ 600 million specifically in London through some other efforts thus positioning him in the list of top Arab influential business entrepreneur.

Instagram: instagram.com/hussainsajwani/