http://community.csdecisions.net/ Convenience Store Decisions Community Tag: Human Resources en Fri, 04 Jul 2008 19:18:53 +0000 http://community.csdecisions.net/topic/14#post-22 Sun, 30 Dec 2007 16:17:07 +0000 admin 22@http://community.csdecisions.net/ <p>I have worked in th c-store industry for almost 20 years (15 as a manager), and no matter how carefull you are, how many backround checks you do, which by the way only tell you that the person has not been caught doing anything wrong, you need to set policies in place and follow through, termination is not enough they will just go to the next place and keep doing it, we explain up front during the interview that the cameras are not for decoration and that we do watch the videos and if you still want to take the chance of doing something wrong you will be arrested and charges will be brought against you no matter how small you may think the theft is. </p> http://community.csdecisions.net/topic/14#post-21 Sun, 30 Dec 2007 16:17:03 +0000 admin 21@http://community.csdecisions.net/ <p>I recently caught an employee stealing and fired him on the spot. I’m wondering now how most managers handle this situation and what I can do to prevent it from happening again?</p> <p>---</p> <p>It’s a well-known fact that employee theft accounts for most shrink and the most common remedy is termination. Unfortunately, the strategy of firing employees for stealing has turned out to be mostly ineffectual for three reasons: (1) It sends a message to present employees that, if you get caught stealing, the worst that will happen is termination; (2) the terminated employee and your present employees get a little smarter about how best to abuse the system; and (3) the person you fired can just go down the street and get hired at another store.</p> <p>Why does this scenario play out over and over again? Because there is no real consequence for stealing and because subsequent employers either don’t bother to check references or, when they do try to check, find that previous employers feel they are under company policy “gag orders” that prevent them from discussing how former employees performed on the job.</p> <p>An interesting recent development has been the willingness of more and more companies to take a hard line on employee theft by actually prosecuting offenders. As you would expect, those that have employed this measure have since seen a dramatic reduction in shrink.</p> <p>Before matters end up in court, however, your first line of defense should be screening job applicants for honesty (learn how to position applicants to tell you the truth and ask honesty questions in the interview process, test for values and work ethics). Your second line of defense is thorough reference, criminal background and credit checks. Finally, when new employees come on board, have them sign a Reference Release form. This document authorizes your company to share job performance information with future employers. It is a “hold harmless” statement that lets your new employees know that the past can indeed come back to haunt them.</p> <p>You’ll find more information on interviewing for honesty and a sample Reference Release form in my book, "Hire Tough, Manage Easy," which is available at <a href="http://www.melkleiman.com." rel="nofollow">www.melkleiman.com.</a><br /> Mel Kleiman CSP<br /> President of Humetrics<br /> <a href="http://www.melkleiman.com" rel="nofollow">www.melkleiman.com</a><br /> <a href="http://www.humetrics.com" rel="nofollow">www.humetrics.com</a><br /> <a href="mailto:mkleiman@humetrics.com">mkleiman@humetrics.com</a> </p> http://community.csdecisions.net/topic/13#post-20 Sun, 30 Dec 2007 16:15:22 +0000 admin 20@http://community.csdecisions.net/ <p>I completely concur with James’ advice to never interview from a resume and to require every applicant to complete your application form. That form should include a clause that makes it clear that any lies or omissions on the application and/or on any supporting documentation are grounds for immediate dismissal. (If you have a completed application on file for this person, review it to see if a clause like this is on it before you talk with him.) Also check to see if the supposed lie was reflexed in the application blank.</p> <p>Then, before you decide to take the risk of keeping him on, ask yourself why he is telling everyone he lied to get the job? Is this something he is proud of and, if so, what else is he lying about? Have you considered the fact that you will be setting a precedent that may come back to haunt you? And, finally, I’ve seen it be the case too many times where the dependable, presumably honest, and well-liked person turns out to be the employee from hell.</p> <p>Mel Kleiman CSP<br /> Mel Kleiman CSP<br /> President of Humetrics<br /> <a href="http://www.melkleiman.com" rel="nofollow">www.melkleiman.com</a><br /> <a href="http://www.humetrics.com" rel="nofollow">www.humetrics.com</a><br /> <a href="mailto:mkleiman@humetrics.com">mkleiman@humetrics.com</a> </p> http://community.csdecisions.net/topic/13#post-19 Sun, 30 Dec 2007 16:15:16 +0000 admin 19@http://community.csdecisions.net/ <p>I just found out that one of my best and most popular employees lied to on his resume and in his interview. He is never late, his drawer is never short and he is looked up to by all the other employees. But what bothers me is that he told everyone he lied.</p> <p>---<br /> '<br /> You do not say in your question what your employee lied about. If he is a convicted murderer, sexual predator, bank robber, etc., he should obviously not be retained. However, you will find that most applicants lie on their resumes and many lie in their interviews to get hired. Further, hiring should not be done from resumes, rather he should be filling out your application. This makes misrepresentations much easier to spot. In your situation, unless his lie is so bad that you cannot keep him on the payroll, I suggest you have a meeting with him in private and explain that you are retaining him despite the fact that you know he misrepresented himself during the hiring process. But you are retaining him only because of his performance. </p>