Smarter Hiring: Reducing the Insider Threat

Organizations of all types and sizes require a safe environment for employees and customers, and car rental operations are no exception. It really begins with who you hire and place in a position of trust.

Yet, at the same time, today’s economic climate is requiring everyone to control costs. Budgets are being slashed, and everyone is expected to accomplish more with less. This often leads to the cutting of corners, and mistakes can occur. Hiring, like other business processes, is not immune to this. After all, the wrong candidate in the wrong position can prove disastrous for a car rental company’s reputation, and to the career of the person doing the hiring.

Delaying Background Checks Can Cost You

Unfortunately, when it comes to hiring new employees, background checks and due-diligence are among the first items to get cut when money is tight.

Background screening seems like common sense, and it is. However, sometimes a company will delay a thorough background check on a candidate in order to see how he or she will function on the job first. This happens particularly in positions where there is a higher turnover rate, such as frontline counter reps, and where more background checks are required.

Then again, some forgo the screening process entirely, or perform a cursory investigation in hopes that things will just work out. These scenarios hold potentially terrible consequences and can expose an organization to far greater losses than the initial cost of conducting thorough background checks.

As in any industry, the effort to do a thorough background check goes a long way, and in the automobile rental industry it is paramount. When millions of dollars in assets are placed in the trust of strangers, managers owe it to the company to learn as much as they can about the people they hire.

What Background Checks Should Include:

The best indicator of a person’s future behavior is his or her past behavior. This is why background checks are essential. Resumé fraud alone is rampant and can range from minor embellishment to a complete and total fabrication that can embarrass an institution or result in exposure to danger. With this in mind, whether you are conducting background checks in-house or have contracted an outside source, here are five points to consider:

• Criminal Record Investigation: The first step should be a criminal background check that investigates, at a minimum, the past seven years of a candidate’s life. It’s not enough to just check the past few years. Even if an item of concern is a distant memory, it’s simply better to be aware of it so an organization is not caught off guard if questions do arise down the road.

CONTINUED:  Smarter Hiring: Reducing the Insider Threat
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