Top 5 Aspects to Verify Before Hiring Your Senior Level Hire

Top 5 Aspects to Verify Before Hiring Your Senior Level Hire

Table of Contents

With the rising instances of leaders misusing their position and powers to furthering their own selfish achievements has alerted companies of the magnitude of this risk attached to filling top positions.

Leadership background screening is one requirement that, if met, can make the company gather tremendous amount of invaluable information to enhance effectiveness of hiring decisions manifold. Following are the top 5 aspects that needs to be looked into before a top managerial position is filled, to set apart this league from the rest.

1. Industry Reputation– Leader has the capability to lift your company’s image and market goodwill. This makes it best to come in the ‘know’ of what is reputation of the person in the market out there. In addition, the professional milestones should also be looked into to be able to substantiate the hiring decision better.

2. Criminal History– Person in a leadership position is not expected to have criminal or a delinquent past anyway, nor should he be present in any of the negative databases. This makes criminal record check necessary. Reference check is held high because it is capable of shedding light on things which other checks might not be able to e.g. personality traits, attitude, etc. Talking to references, which are dug out through the verifier’s own research, can reveal things about the individual’s personality traits that can be of high relevance for the company. Overall conduct at work is another piece of important information. Other than that, it can provide facts which have never been recorded anywhere, like the case of sexual harassment, power play, etc.

3. Political Affiliations– If a prospective leader has some links to influential political figures, or is part of any political group, then that can have a direct or indirect impact on the company by way of influence to the subordinates. While this may look like a far-fetched idea, it is still better to know these things so that in case the workforce is influenced in any way, the company knows what to do.

4. Litigation– Verification of the person’s background can also reveal details about any court case the person may be involved in. Delving deep into these details may bring out facts that might be impactful on the hiring decision for company’s good.

5. Creditworthiness– This is one piece of information that can be brought out through credit check, but is generally given a cold shoulder because of the possibility of hurting the sensibilities of verified person. A check into credit worthiness gives you information about the person’s defaulting history which may or may not be of relevance to the company. With such an exhaustive record search on a candidate, the decision to hire for the leadership position can hardly go wrong. To know more, schedule an appointment with our expert today.

Write to us at   communication@authbridge.com.

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