Corporate Resolutions Provides The Kind Of Actionable Intel That Prevents Fatal Errors

Human resources has the reputation of being a make-work department, primarily existing to make the lives of current employees difficult and those of potential hires even more so. While some aspects of this stereotype may have an element of truth, it obscures the fact that the human resources department’s main job is almost unquestionably the most important one that any company will ever carry out: choosing the people that make up the company itself.


And most human resources departments, steeped in years of rigorous research and techniques in scientific management, have gotten pretty good at what they do. Statistically speaking, it’s not uncommon for the human resources departments of major companies to hire candidates that go on to stay with the firm for at least one year in more than 90 percent of cases. For the purposes of hiring entry-level employees, this is a strong mark of a job well done.


However, when it comes to hiring C-level executives, 90 percent simply isn’t good enough. Because high-level executives and upper management often serve as the public faces of the company and because they have access to financial accounts and other critical company assets, corporations that are hiring a new executive team member need to get it right 100 percent of the time. The consequences for not hitting the bullseye every time include everything from incurring lawsuits to the destruction of entire companies. From WorldCom to Bernie Madoff’s investment fund, the evidence of what happens when the wrong people are put at the helm of major enterprises is as shocking as it is conclusive. No corporation wants to end in that avoidable ash heap.



The truth we don’t want to face: Lying is prevalent



Studies have shown that up to 30 percent of job resumes contain material, willful and job-relevant misrepresentations while another 30 percent on top of that contain some form of embellishment. Put more bluntly, more than 60 percent of job applicants, across every industry in America, lie on their resumes.


It would be tempting to think that this sort of behavior is reduced as one moves further up the corporate hierarchy. In fact, there is evidence to believe that it may actually be worse when dealing with executive job candidates.


Too often, executive job candidates have an almost diva-like complex that makes them believes they should be treated with white gloves throughout the interview process. Because the pressure can be so high for human resources to land a particular candidate, this can often lead to a feeling that due diligence can be curtailed and corners can be cut throughout the executive background check. But Corporate Resolutions warns this is a serious mistake.


Missing serious criminal, civil or interpersonal red flags for an executive job candidate is almost guaranteed to lead to serious problems for a company down the road. People who have engaged in criminal or malfeasant behavior in the past are all but certain to continue doing so in the future. And while those who might engage in seriously untoward, dishonest or even criminal behavior only represent a relatively small fraction of the total job candidate pool, weeding them out of the hiring process is absolutely imperative for companies that would like to be long lived.


With these concerns in mind, Corporate Resolutions tailors its background check services around discreetness. But it also provides the most comprehensive executive background check in the business. Corporate Resolutions has dozens of professional investigators who have access to thousands of proprietary and public databases with which they can hunt down everything from the smallest parking infraction to major federal criminal cases against a prospective executive employee.


At the same time, Corporate Resolutions carries out real investigations. The information that can be gleaned from these services is simply not replaceable. No matter how much money one spends on database searches and other internet-based due-diligence techniques, it cannot compare with the first-hand character knowledge that comes from a Corporate Resolutions in-depth background investigation.


Knowing how a candidate was perceived by former coworkers and how they treated both those above and below them in the corporate hierarchy can give real insight into their character. Through these and other techniques, Corporate Resolutions can develop comprehensive reports on candidates’ personality profiles, giving executive hiring teams the best possible information in making this decision that is so critical to their company’s future.

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