P&A Client:

“How do we make sure we’re hiring the right person?”

Recently, one of our clients was recruiting for a senior level position and we helped them use psychometric assessments to make sure the most suitable person was hired.

What happened:

• One candidate came through the interview stage as a front-runner; their background met all the necessary qualifications.
• As part of the screening process, we used psychometric assessments, which are objective tools to help delineate a candidate’s underlying skills, personality, and natural tendencies to see if they will fit into the role and the organization.
• In this case, all short-listed candidates completed Self Management Group’s Executive POP (Predictor of Potential).
• The results raised significant red flags about the front-running candidate’s leadership potential and ability to deal with conflict – which were key requirements for the position.
• The client hired another candidate and was potentially saved substantial headaches and costs by hiring a person that was not well-suited for the position.

References: Why they are Important to Check and to Provide

Checking References

We all know the pros and potential pitfalls of checking references during the hiring process.

However, at P&A, we believe that checking references is still an important aspect of the hiring process to ensure the person meets the qualifications for the role, are a cultural fit, and have what it takes to do the job well.

Checking references is especially vital when hiring people who will work in a remote environment, which has become more common during the pandemic. Background verifications help ensure the people you are onboarding can be trusted to perform when working from home.

The workforce is changing, and it is more common now to hire freelancers and seasonal staff. Employers should not skip out on conducting reference checks for temporary employees; it’s just as important to verify them as it is with full-time hires.

Providing References

Many employers worry that participating in a reference check for a former employee may have legal implications. As such, some employers have taken the decision not to provide references.

Concerned about a defamatory lawsuit, some organizations will only offer employment verification, which shortchanges former staff who deserve a positive recommendation.

Conversely, it also means that under-performers and unfit candidates receive placement in organizations simply because the full story was never told.

Did you know there is protection from legal action for employers if references are done truthfully and without malice? Recent rulings have concluded that if a negative statement is found by the court to be true and given without malice then an employer is cleared of liability.

Start by writing clear, internal policies and procedures on providing references for employees. With proper information, verification and objective communication, the risk of defamation can be removed.

Contact Pesce & Associates for help in establishing procedures for proper reference checks.

Elizabeth Hill, Founding Partner

What brings you the most satisfaction from being in HR consulting?

What brings me the most satisfaction is helping people and organizations create solutions that help them reach their full potential. There is no better feeling then hearing from a client that I helped them solve a problem. And by solving that problem, I helped the individual or organization create a better workplace - that's the cherry on top.

I got into HR because I wanted to establish great workplaces. Consulting with many different organizations allows me to do that in many unique ways.

What do you see in the future for P&A?

I'm excited that we are growing!

Our reach is moving into different sectors and to diverse types and sizes of organizations. Our team is also growing to ensure we can continue to provide exceptional service to our clients. We continue to provide project-based consulting services and are expanding our services to provide an HR On Demand model.

As well, the competition for talent is becoming more fierce and we are getting further involved in recruitment and retention initiatives with our clients.

We look forward to finding more ways to serve our clients and help them create positive workplaces where staff and the organization can prosper.

How have you grown personally over the years since P&A was founded?

When Angelo Pesce started Pesce & Associates in 2003, I was a consultant providing service to clients based on my 8 years of experience in HR. Eighteen (!) years later and my knowledge and experience are so much deeper. I have also assumed the leadership role for the company following Angelo’s retirement from day-to-day consulting.

I have embraced every opportunity to develop my leadership and HR skills. I am not the same person I was when we started the company. I would like to think I am not just older but also wiser!

New Service! HR On Demand

HR On Demand is a new service from Pesce & Associates. We provide organizations with ongoing HR support through a designated human resources team.

HR On Demand provides:

• A designated HR consultant who is available to you by phone, email, videoconference and in-person consultation.
• Regular HR support to help coordinate your HR services and manage your organization’s HR functions and programs.
• Bi-weekly check-in meetings.

The benefits of HR On Demand:

• Full breadth of human resources services to meet all your HR needs.
• Designated HR consultant available when you need advice and assistance.
• Monthly fee that is significantly less than the cost of a staff HR person.
• Full suite of HR services from operational and tactical to strategic all in one place.