January 26, 2021

I Didn’t Get the NY Mets Job, Again. How This Will Help You Hire at Your Glass Company Going Forward

By Paul Bieber

It seems that the Mets interview me for every management job they have open, yet they never hire me. I am becoming a little afraid to answer the phone when they call. The new owner hired a new general manager who had a lot more baseball experience than I do. Who can blame them? But then, new information came out about some problems in his past with bad emails to a lady journalist and the Mets fired him within 24 hours.

What a shame. He would have been perfect for the job, except he withheld information about himself. It cost the GM a multi-million dollar job and embarrassed him and the Mets. I doubt he will ever work in baseball again. And the Mets start over again. How could they have prevented this, and more importantly, how can you prevent this from happening at your glass company? Read on my friend.

You place ads, read resumes, interview and are grateful that you can find an experienced candidate for the position you have open. A second interview confirms your feelings and you offer the job. It is accepted and your new employee starts in two weeks. He passes a physical exam you give to all people. You are on cloud nine. And four weeks later, you get two different complaints from others that this new employee has placed hands on other employees that were certainly beyond the propriety of a glass shop employee. To make a long story short, he does this again a week later and you reluctantly fire him after he tells you that was the real reason he lost his last two jobs.

How could this have been prevented? Most employers give lousy job references today. They are afraid of being sued so they only confirm employment dates and job title. What do you do?

Easy. Do what is called a “deep-dive” on the internet concerning every new person you would like to hire. Start by googling the person. Read everything that comes up. This is perfectly legal. Read the comments on twitter that mention their name. Look for YouTube videos. And then if you are not satisfied, have your 16-year-old daughter or son really do research. Most kids today know how to do this. If you don’t have that route, search for ’employee background checks’ on Google and find out their fees. It is usually under $100 per search.

This will add a day or two to your hiring procedure but it is worth the wait to protect your company and your fellow workers.