Category: Academic Qualification Verification

 

Are you a manager who struggles with managing your employees? Just sit back and read along.

It is believed that meeting targets is the only complicated task today’s managers often encounter. However, the very difficult tasks managers face today often relate to managing people and optimizing the work environment to foster best performance from employees. These tasks range from prioritization of tasks and time management; to team-building; decision-making; and managing a multigenerational workforce. In essence, the role of a manager is multi-dimensional.

Similarly, some managers undergo limited training in managing people, which is a prerequisite to successful employee relation. What’s more? Several managers lack the values, sensitivity, and awareness required to communicate with people effectively. Regardless of your current status as a manager (whether desiring a career in management or already practicing); it is crucial for you to be equipped with adequate knowledge of how to carry out your duties effectively. Here, we have highlighted 10 common mistakes managers make while trying to manage their employees.

1. Micromanaging

Micromanaging is the syndrome of wanting to control every part, however small, of (an enterprise or activity). It is perhaps the most common mistake managers make, and it seems to be prevalent amongst new managers. They often feel the need to exercise their veto powers and establish themselves as the boss. In other words, they engage in micromanaging to feel in control. Although employees might fail to react physically from the fear of being laid off; no one enjoys being micromanaged. More importantly, micromanaging is a fast way to turn employees against you. Instead, you should set goals and deadlines, and delegate roles to your employees. However, employees should get to determine by themselves how assignments would be carried out.

 

2. Not making time for your team

Managers often have tight schedules day-in-day-out, that they get so wrapped up in their own workload and don’t make time for their team. It is true that the organization’s success rests solely on you as a manager. However, it behooves you to understand that you are not alone. With the contribution of your team, the organization’s goals can be attained swiftly. In other words, you should be sure to make yourself available to your team members. Furthermore, you should develop your emotional intelligence so that you can be more sensitive to your team and their wants. Once you attain a leadership or management role, your team should come first above anything else. This is, at heart, what good leadership is all about.

 

3. Using money as motivation

It’s a wrong assertion to believe that money is, or can solve everything. If you’re fortunate enough to have a mutual relationship with your team, you would likely find out that money isn’t the only way to motivate them. Sometimes, it might even be the wrong move. As a matter of fact, engagement and acknowledgement of hard work have been proven to motivate employees.

4. Attitude

Being calm and patient are traits a manager must exhibit at all times – even at those times when the whole organization is nagging. A manager’s attitude can determine whether people feel anything from motivated and relaxed, to pressured and tense. The mistake some managers make is reacting with emotion to the actions of those they lead. Whether it’s in reaction to a below-par work; an opinionated comment; or even an irritating attitude of a team member; managers are consistently faced with the issue of maintaining composure and solving every situation in a fair, calculated and professional manner.

It is significant to reflect on the environment you would like to breed, and to be an example of that environment. This way, others can get acquainted with its merits and buy into the associated behaviours.

 

5. Being a reactive manager

For some, it is common sense to solve problems as they appear. However, this reactivity and can be at your peril if not carefully tackled. Often, new managers make this mistake. They “overdo” in an attempt to be accessible to their team. They work long hours and respond to crises immediately, instead of chilling to think strategically about what to do and focus on what’s most important. In all honesty, this act might earn the immediate approval of your team. Howbeit, it is important to be aware that misdirected action will be detrimental in the long run.

 

6. Being too friendly

On many occasions, managers want to appear as friendly and approachable to people in their team – especially if they just got hired. This is usually based on the thought that people are more productive working for a manager they can get along with. As interesting as this might sound; sometimes, you might have to take tough decisions regarding people in your team. Even more, some people would be tempted to take advantage of your relationship if you’re too kind to them. The bottom line is that while you socialize with your people, you should endeavour to create a balance between being a friend and being the boss.

 

7. Failing to define goals

When your team doesn’t have visible goals, they just muddle through their daily activities. There can be an adverse effect on performance rate if employees have no clue what they’re working for, or what their work means. As a manager, you should avoid this error by setting clear and visible goals for your team.

 

8. Not delegating

Many managers refuse to delegate on the basis that the employee would under-perform. This can be risky, not only to the organization, but to the state of your health – as you could become stressed and worn out. Delegating takes a lot of effort up-front and it can be scary to rely on your team to do the work effectively. Either way, unless you delegate, you never create time for other responsibilities. More significantly, you would have successfully failed to develop your team members if you do not assign tasks to them.

 

9. Breaking HR regulations

Breaking regulations may be deliberate or the other way round. For instance, managers may be aware of policies regarding racial or sexual discrimination; but may not think about the comments they make that could be viewed as sexiest, racist, or in line with any other type of discrimination. However, such statement(s) could erupt problems. In essence, you should be aware of policies guiding your industry. Also, you should be aware of such questions you can and cannot ask during an interview – especially when it comes to personal information.

 

10. Ignoring people problems

There’s no manual on how to handle people problems, especially problems such as trying to win over new reports or managing former peers. It can be uncomfortable to address problems. But anytime issues like low performance or ill behaviour arise, you should be sure to address it immediately with the employee in private, and probably consult with HR for advice. As a manager, you should calmly and carefully explain issues, and ask the employee how they can help solve the problem and create a concrete improvement plan. You should be firm. But in the same vein, you should be deliberate enough to show that addressing the issue is in the employee’s best interest.

 

 

Dipo Umoru

Verification Consultant

Klinsheet Consulting

+234 703 719 5924

 

As awkward as it may sound, the lack of gender equality is still a major concern in the corporate space. Apparently, this phenomenon has plagued the global economy in the workplace for many decades. Even today, it is still considered an essential factor for competitiveness and growth of any organization. What’s more? Experts in various industries opine that in order to create an inclusive and dynamic economy, everyone ought to get equal opportunities. There are several tactics that could be applied to ensure success in the promotion of gender equality. But here are 5 effective strategies to promote gender equality in your organization:

1. Reevaluate vacancy announcements

Promoting gender equality begins at the recruitment stage. This is why you should consider reevaluating your vacancy announcements to avoid gender discrimination. This seemingly petty fact is often overlooked by HR managers. Meanwhile, little are these professionals aware that even the smallest word or phrase could turn-off women from applying.

Instead of using phrases such as “he”, using or “he/she” can send a better signal. It is a simple strategy at removing gender discriminating vocabulary, and it instantly portrays the fact that your organization is dedicated to gender equality.

 

2. Considering leadership roles for both men and women

In truth, having a woman at the helm of affairs is seen as a “taboo” in some organizations. However, it is wrong to think that only men can succeed in leadership roles, while women are apt for support-oriented positions. Such stereotype is the hallmark of gender discrimination in organizations today.

Individuals – either male or female – who have what it takes should be granted leadership positions. Moreover, a better representation of women in leadership positions inadvertently enhances gender equality in an organization – as more women will be employed across strata.

3. Equal Pay

The concept behind equal pay is a significant aspect to take note of. This can destabilize and thus, lead to the demise of an organization. Pay should be reliant on the position and the job description. Also, a regular pay structure needs to be implemented. This would help enhance transparency among staff and eliminate discriminating pay rate issues.

Similarly, an annual audit of staff salary should be conducted to evaluate whether gender bias is taking place in the organization or not. Industry experts have advised companies across the globe to start taking steps to offer equal pay for women.

 

4. Penalize gender-based harassment

Although women might have publicly denounced themselves as a weak gender, the fact remains that they still need to be protected. Some men still find it difficult to understand what it means to suffer from gender inequality in the work environment. In situations like this, policies safeguarding the interests of women should be enacted. In other words, there should be a penalty for gender-based harassment, which would allow male colleagues to pay for their actions.

These penalties could range from salary reduction or suspension, to contract termination. Be it as it may, these types of penalties are necessary if you desire to create a female-friendly work environment.

 

5. Promote work-life balance

Having a balance between work and personal life is fundamental for all employees – especially mothers. People in these categories should be allowed to do their jobs remotely, as long as they’re able to deliver value.

More importantly, it would undoubtedly yield great results for the company, as a good work-life balance tends to make people happier and super-productive.

 

Withal, you should be sure to consider the suggestions of current employees, as they can contribute valuable insights into the challenges faced by the organization and check for improvement.

 

 

 

 

Dipo Umoru

Verification Consultant

Klinsheet Consulting

+234 703 719 5924

 

Starting out as a new employee with an organization can be an uneasy experience. The first few days are spent trying to understand the culture, and the pros and cons of the organization. It is also during that period that a new employee gets to learn everyone’s names and roles. Most times, it comes with a feeling of excitement. However, it can be overwhelming and sometimes comes with this feeling of isolation.

What’s more? There’s pressure from within to impress and to prove competence – which can adversely affect an employee’s productivity if not properly managed. In other words, welcoming new colleagues and making them feel among from the onset helps to set the tone for their overall performance. Alongside focusing on the employee’s onboarding, helping new employees feel welcome should be given a lot of priority. Hence, in this article, we would be discussing what some of the employment experts out there have said about how to welcome a new employee. This would give them the best possible start at your organization.

 

1. Give them a clean and clear space to work from

Sometimes, existing employees exhibit hilarious behaviours like changing desks, chairs, or computer external devices from the desk of the position that is up for hire. This could be a source of concern, as new hires are often reluctant to complain during their first few weeks. Sometimes, this affects the way new employees perceive the organization. You should ensure that after the office of the vacant position has been organized, no one is allowed to remove items from there. In essence, you should ensure that the predecessor’s clutter is cleaned off, while keeping the space clean in preparation for the new occupant.

 

2. Assign a company mentor

When hiring a new employee, you need to think beyond their first day. Hence, you should consider assigning a mentor who can help them acclimatize more effectively. The primary purpose of this mentor is to help new employees get acquainted with the culture, people and policies within the organization.

 

3. Get them a gift

One of the greatest techniques of welcoming new employees is to show that you have longed for their arrival. This can be achieved by presenting an amazing gift or a welcome package to them. Receiving a gift on the first day would make any employee feel cared about, and would also signal that you value them – especially as they try to adapt to unfamiliar surroundings.

 

4. Phase in the workload gradually

Piling up work on the desk of new employees could be a bad idea. Instead, you can make it flexible for them by presenting their workload over time, but not on the first day. Gradually introducing new projects allows new employees to engage and interact with their colleagues, while they assimilate the realities of the organization. That way, they do not feel overburdened with their workload.

 

5. Follow up

Finally, it is logical to get feedback to be sure that the employee is having a great time. In achieving this, you could organize a physical meeting with the employee for them to share their thoughts and opinions. Very importantly; you should ask about the impression they had about the organization’s people and processes during their first week of resumption.

 

 

 

Dipo Umoru

Verification Consultant

Klinsheet Consulting

+234 703 719 5924

As technology continues to evolve around several spheres of business globally, background check – one of the most integral parts of human resources – has joined the bandwagon for good. Since the past decade, there has been a vast change in the recruitment process, with thousands of candidates applying for one available role. This has made hiring and verifying applications of candidates one of the most important functions of Human Resources. However, using technology in the recruitment process can greatly enhance the quality of the process. Also, it can help to save time and other resources in the long run. Similarly, adopting technology for background verification during the employee screening process offers a vast number of advantages. Undoubtedly, new inventions have completely revolutionized the way background checks are conducted. Apparently, technology has made the hiring process a less labour-intensive task. Below are 6 advantages of technology in the background check space.

1. Time-saving

In a multinational organization where hundreds of job applications need to be screened and verified, conducting the process manually could take till eternity. However, using special software or a secured online platform can help your organization reduce the Turn Around Time (TAT) for background check screening to a limited time. That way, the time saved can be put into good use by the HR personnel.

2. Data security

Every organization is solely responsible for the protection of its employees’ information. Anyway, some amount of information needs to be shared between organizations when conducting background verification. While this process is legal, the said employee must give their consent. Technology can help HR personnel protect shared ex-employee information for background checks, while ensuring that the data does not fall into the hands of cyber-criminals.

3. Accurate background checks

There’s high chance that a cursory sweep of records and information had slipped through the cracked walls while conducting employee screening manually. For example, while conducting a health record or reference check manually, some details of the applicant might be overlooked. However, by using the appropriate technology and online platforms, a more thorough background verification can be achieved. What’s more? Automated results can be more credible and more reliable than manual results.

4. Access to huge data repositories

Technology has relatively lessened the burdens of HR managers in scanning through negative database while conducting a criminal record check. Technology used in screening candidates via negative database can assist an organization in selecting only those employees who have clean records.

5. End-to-end automation

Gone are those days when HR managers had to scan through papers with their four eyes. Nowadays, applicants’ requests can be automated, and results can be delivered online. In other words, prospective candidates can apply through the company’s portal; and all data would automatically get populated to the employee screening platform. HR would just have to view the status of the ongoing verifications and get the results delivered online.

6. Improved work environment

One of the primary benefits of adopting technology in the background verification process is that the work environment can be greatly developed. Not only can the hiring teams spend their time and resources in more productive areas; they can also attain a high hiring quality as well. With these points stated above, it is glaring that technology has started to revolutionize the process of running background check services.     Dipo Umoru Verification Consultant Klinsheet Consulting +234 703 719 5924  

Whenever employees seek clarity about the organization or want to tender a request for their benefits; there’s just one person to turn to – the HR. Time and time again, we have heard HR professionals lament about the rate at which employees bombard them with questions and feedback on what should be communicated to the management. In a bid to help young HR professionals have a seamless blend, we have compiled a list of 5 common issues employees approach their HR for.

1. Why have I been taxed so much?

In many cases, HR ends up fielding questions about payroll. Apparently, the most common cause of this is an abnormality on employees’ payslip. One of the most common questions employees ask HR is “why have I been taxed so much?” Meanwhile, there are a number of reasons why employees may be charged higher tax than expected. For instance, they might have underpaid the previous year, and the deficit needs to be rectified. Another possible reason is that their tax code may have changed.

In truth, you were hired as an HR specialist and not a payroll specialist. Regardless, you should make it your priority to understand the pros and cons of employee payslip, and the way tax is calculated. This way, you may be able to spot the obvious answer to employees’ questions. This gives you the opportunity to build trust between yourself and your employee(s).

2. How do I access the web portal? I forgot my user ID/password.

This question is inevitable, as new employees tend to forget their login details while they strive to settle into the new environment. Either way, your payroll person should have unrestricted access to this information. At least, he/she should have the eligibility to reset the login credentials of your staff. Again, you can create a simple system for helping your employees remember their user IDs.

3. What’s my remaining holiday entitlement?

After all the work is done, everyone sure needs a break. After the salary has been discussed, one other thing employees want to know is how much vacation they are entitled to. If your organization has automated systems that allow self-service functionalities for employees, they obviously can log in and get this information themselves. If on the other hand, there are no such automated systems in place, the HR’s office is definitely the place to go.

As an HR professional, you should be conversant with your organization’s entitlement rules and be sure to know how to navigate the employee database as quickly as possible. Furthermore, you should have a solid grasp on how to calculate holiday entitlements for casual workers.

4. “My colleague isn’t pulling their weight”

You should be aware that many of the questions and queries you would attend to might not relate directly to employees’ roles or productivity. As a matter of fact, HR is the department where employees walk to whenever there are grievances between co-workers. HR managers are saddled with issues like: “my team member isn’t pulling their weight; can you transfer them?”

Apparently, situations like this can be very tricky to handle. Be it as it may, the very first thing to do is to calm the dissatisfied party down. The reported employee may truly have breached the company’s policy or made things uneasy for his/her colleagues. However, the dissatisfied party might also have come to lay such allegations over what was a petty and avoidable fallout.

Hence, your next move should be to call the alleged perpetrator to order and liaise with him/her. If it’s an issue related to performance, you may want to have the perpetrator’s supervisor or line-manager involved in the discussion. That way, the supervisor can help monitor and facilitate the progress of the lagging staff.

5. My job description isn’t right

Often times, HR managers have to answer questions that aren’t related to their roles or responsibilities within the organization. Some of the common problems HR managers have to deal with is that of an incorrect job description. As the HR, you might have helped to setup an employee’s initial contract. In many cases, their job description would have been prepared by the employee’s direct manager, or the hiring manager. This literally means you do not have the autonomy to change their job description directly. However, you could be of help to the employee by organizing a meeting between the employee and the relevant staff. This way, the employee would feel listened to, even if they would end up carrying on the set of tasks they’re complaining about – which is usually the case anyway.

 

 

Dipo Umoru

+234 703 719 5924

Verification Consultant

Klinsheet Consulting

 

 

Klinsheet offers the most dependable background verification service in Nigeria.

In the world today, the phenomenon of telling ‘white lies’ appears not to be a big deal anymore. Hence, padding CVs with white lies and embellishments is now popular practice. Nowadays, job applicants feel the urge to create eye-catching resumes, not realizing that they’re actually committing resume fraud. From a recent survey that was carried out by an online platform; it was discovered that 3 out of every 4 hiring managers have detected a lie on a resume.

Usually, trainee positions usually require applicants to have a degree before they can be considered for the position. But in a competitive job market, applicants may decide to gain an advantage over other applicants by falsifying their credentials. Again, applicants may give false representations of their credentials in a bid to get a higher pay.

Nowadays, there are online platforms that help applicants to build their CVs with enticing but false information that will scale through the hiring systems. These platforms claim they help applicants to create professional CVs, when in reality, they only contribute to a larger problem.

Of the areas where applicants tell their ‘white lies’, the most common is likely the education section. Therefore, it behoves every employer to screen potential employees and verify their school and NYSC certificated before confirming their appointments. The importance of this verification process cannot be overemphasized. This is majorly because background checks aren’t limited to checking criminal records and confirming guarantors. If an applicant can tell a lie about their education, then they can tell a lie about almost anything and pose serious threat to your business.

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Having an applicant lie about their education might seem like a minute issue that can be overlooked, especially when an applicant has the required experience to fit into the role. Howbeit, these individuals get to tarnish their company’s reputation and probably cost the company a lot of money when they get caught.

Sometime ago, information leaked about the Dean of Admissions at a certain institution who lied about her educational qualifications on her resume. This employee claimed to have bagged degrees from three academic institutions. Meanwhile, never did she attend any of those institutions. This shocking discovery was a rather embarrassing occurrence for the institution, as a big blow had been dealt on its reputation. Beyond the shame, the institution had to spend more resources on screening and hiring a replacement.

Another risk that’s involved in hiring someone who lies about their educational and/or NYSC background is that these individuals may be likely to tell other lies about matters arising at work. These ‘petty’ lies could evolve into larger issues and probably end up in a lawsuit. Hence, verifying an applicant’s education and NYSC status could protect your company against lawsuits and other losses.

In some cases, false claims in educational histories do not become obvious until later in an employee’s career. Some jobs may not necessarily require a degree upon employment. But as the employee begins to earn promotions and climb the company ladder, the company may not pay much attention to verifying the supposed education.

If you would like to verify the educational background of your staffs, Klinsheet Consulting is your best choice.

 

Dipo Umoru

07037195924

dipo@klinsheet.com

Verification Consultant

Background Check Company!

Jimi (not real name) applied for a job with a management-consulting firm. He claimed on his credentials that he received his master’s in human resource management from the University of Lagos. Hence, he was invited for the interview. Subsequently, after rounds of interview, his name and that of four others were shortlisted for possible employment.

The consulting firm quickly reached out to a background check company and forwarded the names of the five potential employees to them. The names were sent with a mandate to do a thorough check on their credentials. Armed with this, they swung to work. And after sharing correspondence with the University of Lagos, they found out that Jimi was never a student of the school.

An embarrassment that would have ensued was averted because this management-consulting firm did their due diligence via a background check company. Background check companies among others, do the following.

THEY VALIDATE CLAIMS

As seen from the above story, the claim of Mr Jimi was found to be false. Background check companies validate claims, they ensure your employees are who they say they are and as qualified as their credential says. No one wants a fraud working for or with him/her. That feeling or utmost certainty is priceless and only a background check can give you that.

THEY ENSURE CREDIBILITY

A firm that prides itself as being credible is only as good as the credibility of its least credible employee. The presence of one dishonest person does a huge disservice to the claim of credibility. Imagine for a minute that a hospital-employed an unqualified doctor. Then in the cause of his ‘work’, he performs a procedure that led to the death of a patient. Subsequently, word got out that the said doctor never went to medical school! The effect on the reputation of that hospital will be unrecoverably tainted.

This is where a background check steps in. It gives you the platform to scream about how credible your firm is; ensure your firm is not peopled with questionable characters masquerading as honest people.

THEY ENSURE YOU GET A PERFECT FIT

When most people think of background check, the tendency is to assume it’s all about criminal records. However, the truth is, checks are more encompassing and they deliver a wider range of outputs. Take for example employment history check. What you get by checking a prospective employee’s employment history is a set of useful information that could determine his or her eligibility; as well as how much of a good fit for the job he or she is.

It helps you eliminate a trial and error phase. Furthermore, it makes the transition and adapting stage to a new organisation a whole lot easier. So you see, you get to know the employee better; make accurate decisions and propel your business in the right direction. This is possible because you’re going to put a round peg in a round hole as it were.

REDUCE RISK

As much as risks cannot be eliminated, it is sacrosanct to err on the side of caution. The chances of reducing the risk of hiring a wanted person with a questionable past or a ‘misfit’ for a particular position is greatly enhanced by thorough checks. Reduced risk is a good move for any business and only accurate background check guarantees that.

 

Dipo Umoru

07014636348

dipo@klinsheet.com

Verification Consultant – Klinsheet Consulting Limited