We have recently seen a top level executive employment screening success when Scott Thompson (Former CEO of Yahoo.inc) was caught exaggerating his resume and using a fake degree of computer science.

1. Top Level Executives Pre Employment Screening – Five
Steps for Effective Employee Screening!
Screening
We have recently seen a top level executive pre employment screening success
when Scott Thompson (Former CEO of Yahoo.inc) was caught exaggerating his
resume and using a fake degree of computer science.
Similar story which was abandoned some years ago as the electronic media,
defines the pre employment screening success story of RadioShack CEO David
oyment
Edmondson who resigned in 2006 after a newspaper reported that his two
supposed degrees were invented and that he was facing a trial for DUI charges.
Higher management or top level executives means the higher need of credibility,
reputation and integrity. As we have seen that Yahoo Inc. and Radio Shack
suffered a phenomenal humiliation and reputation loss, plus they have been
highly criticized all over print and in online media. This whole scenario n only
not
shattered their trust in the industry but also they have lost a great deal of
business as well.
Hiring top level executives costs a lot, as they are all highly paid employees and
losing them in the middle means a loss of money and time. And the onl way to
only
survive and prevent such disgrace is to perform pre employment screening
effectively.

2. The big fishes are not easy to catch; it needs a special net, experience and a
perfect hook. Similar is in the case of top level executives, CEO’s and directors
hiring and recruitment. There is a great risk involved in this job and only best
professional pre employment background screening companies know the perfect
and effective way to do it.
Here are 5 easy steps to implement into the hiring/pre employment screening
process of Senior Level Executives, CEO’s and Directors. These actions will go a
long way toward assisting in making the right decision:
Pre employment screening Step 1 – Comprehensive Education Background
Checks:
As the case of Scott Thompson gives us the lesson that education is the very
important are where usually people exaggerate and fake things. One of the most
embarrassing media frenzies a company can fall victim to is finding out a member
of their top level management faked their degree.
Employing a trusted and a reputed third party to background Checks Company
can reduce the threat and manages to dig out the important information like any
claims of degrees, verify dates, classes, and any graduation honors.
Pre employment screening Step 2 – Complete and Attentive follow up on
references:
Several work references are always been handy. These references must be
verified by calling a number that is found online for the company where the
reference says they are/were employed. Never use personal phone numbers
when verifying a reference, as this could link you to the applicant’s friend or
family member.
Pre employment screening Step 3– Asking Right Questions:
All information presented on resume must be completely verified. Ask about (or
let the background screening company ask) specific duties handled, projects
completed, goals attained, etc. Broad, vague questions like “Did Tom do a good
job” really don’t glean valuable answers.

3. Pre employment screening Step 4 – Using Assessment Surveys:
By reviewing an assessment survey, hiring managers can discern a top level
executive’s inner core values and perceptions. This information is invaluable in
deciding whether or not a person will fit well into the company culture.
Pre employment screening Step 5 – Social Media Screening:
Social media sites for background screening and hiring process are becoming
popular these days. Tweet, posts, and blogs can give a company insight on a
potential new hire that they cannot find in a resume or job interview. Negative
information like (bad judgment, drug use, and inflammatory racial comments) can
really help.
In the contrast, positive things like well-written blogs, interesting posts, etc can
also show that a candidate would have a good impact on the workplace.
Muhammad Saad Khan is a Writer, Social Media and Business Management
Thought Leader Working with Dataflow Group, the world's leading primary
source verification company headquartered in Singapore. His current research is
about pre employment screening of top level executives.