HR Professional - December/January 2008 - (Page 38)

FEATURE t the subject for them to say it’s c correct. Don’t confront them at this stage b because the information you’ve b been holding back is important for t the next phase. The truthful and c co-operative witness will provide a lot of detail without much probi ing and will provide information that you can verify. Veriﬁable facts and provable lies will exonerate the innocent and convict the guilty. CHALLENGING THE ACCOUNT This is where you question the subject on the discrepancies in their story with the evidence, the victim/ Canada’s Background Checking Service & Technology Leader Know Who You’re Hiring! witness account and the inconsistencies you discovered in the clarify stage. For example, “John, you said A, B, C and D, which is different from what your co-worker/manager said. How do you explain that?” Each challenge is non-accusatory; simply ask them to explain what they have told you. Do so in chronological order, starting with minor inconsistencies moving onto bigger ones. Done correctly, by the time you arrive at the substantial contradictions you have already exposed several lies. Since you have left no wiggle room for them to manoeuvre, there’s not much they can say to redeem themselves and their credibility is ﬁnished. Criminal History Check A Complete BackCheck includes the following services. Of course, you never know which inquiry discipline will expose an area of concern. Identity Cross-Check Employment Verification Education & Credential Verification Reference Interviews www.backcheck.ca Phone: 1.877.308.4663 Email: info@backcheck.ca Credit Bureau Inquiry CLOSING AND EVALUATION Close the interview on a good note. Thank them for talking to you but don’t thank them for being truthful. Ask them how they feel they’ve been treated. Call them in a couple of days to see how they are doing. Apply this to each subject. This makes it difﬁcult to accuse you of mistreatment or bias and reduces the chance of complaints. Record your interview on video. This is an invaluable way of correcting errors and reinforcing best practices. Show it to a co-worker or superior and ask for their feedback. A recording also demonstrates an unbiased and objective approach and protects all parties from any potential allegations of harassment or mistreatment down the road. All we have is the information from our sources and what people tell us. By following the PEACE method we’ve asked questions based on what we’ve been told, we’ve successfully challenged inconsistencies and contradictions and dealt with possible defenses in a fair and ethical fashion. Michael Stinson is a Sudbury, Ont.-based trainer in interviewing and statement analysis. HR P ROF ES SI O N AL 400200_BackCheck.indd 38 D e c e m b e r 2 0 0 8 1 J a n u a r y 2 0 0 9 / 9/15/08 11:18:44 AM http://www.backcheck.net/hrpao.htm

Table of Contents Feed for the Digital Edition of HR Professional - December/January 2008

HR Professional - December/January 2008 Contents Editor's Letter Contributors Leadership Matters Upfront Legal Compensation Human Capital Talent Management The R-Word Speak No Evil On Message Strategy HR 101 Interview with Donna Wilson Off the Shelf The Last Word

HR Professional - December/January 2008

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