It’s very probable to comprise misrepresentations and candidates piece of work histories and training backgrounds aren’t what they actually seem on the resumes.
Awilda, checking references seems to work pretty well. People tend to exaggerate on their capabilities, work histories etc. When there is a gap in the years worked, there is usually a good reason. Ask good questions and if the eyes start shifting, there is probably something to hide.
What does the article mean when it says the they are considering ‘medical marijuana policy”? Does it mean that they will start to screen for marijuana or will they NOT screen for it?
Yogi, it is very hard to find good help these days. So many qualifiers and if an important one is not good, the employer has no choice but not to take the chance.
insurance, if a prudent business owner is not screening for Marijuana or other drugs before hiring someone, he is asking for trouble. In the insurance business, I don’t want a CSR high on dope sitting in front of a monitor and working with customers. That is an E&O waiting to happen.
but there are hundreds of drugs that are legal you can’t test for that have the same effect. i don’t want an alcoholic or a pill popper or someone who huffs paint fumes or drinks 2 bottles of NyQuil every night working for me, but you can’t test for that stuff.
pray tell, what exactly do you think i exaggerated?
May 17, 2016 at 4:12 pm
Agent says:
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3
Confused, I can explain it to you, but can’t understand it for you. You talk like a very immature individual as is common with the young inexperienced person.
May 17, 2016 at 4:39 pm
Confused says:
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1
okay, so explain it to me please. what exactly do you think i exaggerated in my last post? be specific.
May 18, 2016 at 1:28 pm
Captain Planet says:
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Confused,
How true! I have seen more prescription abuse in the workplace in my days than anything else. And that stuff is like being on heroin or morphine when abused. Most people who smoke up treat it like having a drink. They’ll wait until after work when they are unwinding. There is the issue of the the legality of the substance, but not much difference in the effects of the two. Some of the elder crowd doesn’t quite get it, but they won’t be in the workforce for that much longer anyhow. And, as the song goes, “The times they are a changin’.” It’ll be legal in the next 10-12 years everywhere and will be a moot point.
captain – i’m sorry you have also seen how prescription abuse hurts people. the issue of altered mental and physical capacity is not limited to alcohol and marijuana. codeine, benadryl, opioids…the list can go on and on. OTC drugs consistently rank as the most common drugs responsible for overdoses. A legal drug does not mean it’s safe, especially in high doses. And it’s not like you can run a test and say “Oh, you have 10 grams of pseudoephedrine in your body – you have a drug problem.”
I’d still REALLY like agent to tell me what i exaggerated…not holding my breath though.
May 16, 2016 at 2:18 pm
Agent Sue says:
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0
And 100% of employees find employers’ misrepresentations in the job descriptions/functions.
Agent Sue, are you making the hiring decisions for your agency? Did you misrepresent the job descriptions/functions? I have never had one hire ever say they didn’t understand what the job entailed or what the agency expected. An Agency manual is very helpful on job descriptions and proper interviews with questions answered is a good thing. They also have to sign a non-disclosure agreement that they will never share proprietary info with any other agent about customer info.
One of the real values WAHVE (Work At Home Vintage Experts) offers comes from the fact that wahve resumes are created only after WAHVE vets their work experience and skill set.
Rick, good answer. That would be nice to verify work experience and skill set. Do they also vet for drug use including Marijuana use? How about gaps in the work history? How many stops have they made for the number of years worked? Were they laid off or leave voluntarily to find a better job?
I had another agent call me on someone that had worked for us that we let go for non-performance, poor work habits and attendance issues. He asked if the person was eligible for re-hire. The silence was deafening so the guy got the message.
It’s very probable to comprise misrepresentations and candidates piece of work histories and training backgrounds aren’t what they actually seem on the resumes.
Awilda, checking references seems to work pretty well. People tend to exaggerate on their capabilities, work histories etc. When there is a gap in the years worked, there is usually a good reason. Ask good questions and if the eyes start shifting, there is probably something to hide.
What does the article mean when it says the they are considering ‘medical marijuana policy”? Does it mean that they will start to screen for marijuana or will they NOT screen for it?
It means they are indecisive and shouldn’t be a part of management, which are people who must make important decisions.
Yogi, it is very hard to find good help these days. So many qualifiers and if an important one is not good, the employer has no choice but not to take the chance.
insurance, if a prudent business owner is not screening for Marijuana or other drugs before hiring someone, he is asking for trouble. In the insurance business, I don’t want a CSR high on dope sitting in front of a monitor and working with customers. That is an E&O waiting to happen.
but there are hundreds of drugs that are legal you can’t test for that have the same effect. i don’t want an alcoholic or a pill popper or someone who huffs paint fumes or drinks 2 bottles of NyQuil every night working for me, but you can’t test for that stuff.
Confused, don’t worry about it. You will never be in a position to make hires anyway. Exaggerate much?
pray tell, what exactly do you think i exaggerated?
Confused, I can explain it to you, but can’t understand it for you. You talk like a very immature individual as is common with the young inexperienced person.
okay, so explain it to me please. what exactly do you think i exaggerated in my last post? be specific.
Confused,
How true! I have seen more prescription abuse in the workplace in my days than anything else. And that stuff is like being on heroin or morphine when abused. Most people who smoke up treat it like having a drink. They’ll wait until after work when they are unwinding. There is the issue of the the legality of the substance, but not much difference in the effects of the two. Some of the elder crowd doesn’t quite get it, but they won’t be in the workforce for that much longer anyhow. And, as the song goes, “The times they are a changin’.” It’ll be legal in the next 10-12 years everywhere and will be a moot point.
captain – i’m sorry you have also seen how prescription abuse hurts people. the issue of altered mental and physical capacity is not limited to alcohol and marijuana. codeine, benadryl, opioids…the list can go on and on. OTC drugs consistently rank as the most common drugs responsible for overdoses. A legal drug does not mean it’s safe, especially in high doses. And it’s not like you can run a test and say “Oh, you have 10 grams of pseudoephedrine in your body – you have a drug problem.”
I’d still REALLY like agent to tell me what i exaggerated…not holding my breath though.
And 100% of employees find employers’ misrepresentations in the job descriptions/functions.
Agent Sue, are you making the hiring decisions for your agency? Did you misrepresent the job descriptions/functions? I have never had one hire ever say they didn’t understand what the job entailed or what the agency expected. An Agency manual is very helpful on job descriptions and proper interviews with questions answered is a good thing. They also have to sign a non-disclosure agreement that they will never share proprietary info with any other agent about customer info.
One of the real values WAHVE (Work At Home Vintage Experts) offers comes from the fact that wahve resumes are created only after WAHVE vets their work experience and skill set.
Rick, good answer. That would be nice to verify work experience and skill set. Do they also vet for drug use including Marijuana use? How about gaps in the work history? How many stops have they made for the number of years worked? Were they laid off or leave voluntarily to find a better job?
I had another agent call me on someone that had worked for us that we let go for non-performance, poor work habits and attendance issues. He asked if the person was eligible for re-hire. The silence was deafening so the guy got the message.