TM - August 2008 - (Page 20)

Tuesday, Aug. 12, 2008 11AM PT/2PM ET Flawed Leadership: Is It Pressure or Personality? As the marketplace for products and services becomes more global, the challenge of assessing and evaluating candidates from a worldwide labor pool has become more pronounced than ever. United States: The following pieces of information are available: • Federal, state and county criminal searches. • Federal and state civil searches. • Employment and education veriﬁcations. • Motor vehicle records. • Credit histories. • Bankruptcies. • Tax liens and judgments. • Character references. • Professional licenses. • Media searches. • Multiple watch lists and other databases. Walking a Fine Line At present, many countries are coping with declining workforces, and for global companies, that means the hunt for quality talent is getting intense. Organizations are growing rapidly, and so are their needs for highly qualiﬁed workers. As a result of these myriad forces, global organizations are looking to talent management technology solutions to balance the pressures, streamline processes and increase the efﬁcacy of their screening and compliance processes. As talent managers examine the growing number of solutions on the market, they should keep the following in mind: • A single, streamlined system can incorporate a complement of screening tools such as substance abuse testing, skills and behavioral assessments, ﬁngerprinting and other solutions needed to ensure no critical information about a candidate is inadvertently omitted from consideration. • As companies push for more background information, the expectation is many of the restrictive rules will relax and countries will attempt to digitize records, enhancing access. As a result, screening organizations with database solutions for false universities, media searches and foreign criminality records will separate themselves from the ﬁeld. • Background veriﬁcations should be overt and conducted through ethical means with due authorization. • All veriﬁcations should be carried out in a completely secure environment and strict conﬁdentiality maintained at all times. Companies that identify vendors that understand and conform to these rules of the road will position them at the head of the recruiting race to grow globally. But those companies should understand that locking in the best vendor is not a guarantee of a successful ﬁnish. Companies must understand and rigorously adhere to best practices including continuously screening for the level of risk based on individual roles and positions; monitoring program metrics and continually adjusting procedures to maximize efﬁciency; and, if the organization is subject to third-party audits, organizing reports and documentation at the outset of vendor engagement. Paige Vesuvio is vice president of First Advantage’s Employer Services division. She can be reached at editor@talentmgt.com Talent managers are trained to recognize the attributes that identify a high-potential candidate. However, when the pressure is on, a whole new side of the candidate emerges. Ryan Ross, director of alliances and partners at Hogan Assessment Systems, and Brandy Agnew, senior consultant and program manager of global talent management at Dell, will share best practices to minimize derailers’ effects in this webinar, sponsored by Hogan Assessment Systems. Wednesday, Aug. 20, 2008 11AM PT/2PM ET How Cisco Leverages Inclusion and Diversity to Succeed in the Global Marketplace At the power of inclusion and diversity webinar, Cisco will discuss their business benefits. You will gain insight about how Cisco engages its talent on all levels, not only to foster an unprecedented level of innovation but also to connect more effectively with customers throughout the global marketplace. Don’t miss this informative session by one of Cisco’s top diversity practitioners. T register, go to o www.talentmgt.com/ events. Now featuring “Quick Register” for returning attendees. http://www.talentmgt.com/events http://www.webex.com/ http://www.talentmgt.com/events

Table of Contents Feed for the Digital Edition of TM - August 2008

TM - August 2008 Editor's Letter Contents Human Performance Leading Edge Foundations Global Background Screening Does Global Assessment Work? Global Total Renumeration: Creat One Organization Border Insecurity: Immigration Reform and Talent Management The Global Workforce: Communication Across Cultures Around the World in How Many Days? Insight: Exelon: Performance Under Pressure Special Report: Perspectives on Managing People Application: Reinventing Sales Rewards at Motorola Dashboard: Mideast Meets West Dashboard: Mergers and Acquisitions 2008 - Don’t Leave Employees Behind Editorial Resources Advertisers' Index Full Potential

TM - August 2008

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