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Dallas Business Lawyer Offers One Extremely Helpful Idea for Making Sure You Hire Great People

Dallas business lawyer Richard “Ric” Armstrong has advice for employers who want to hire the right people.

Have you ever paid the price for hiring the wrong person? Training costs, valuable time and money—all are for naught if you hire the wrong candidate. Subpar job seekers are notorious for misleading, embellishing, and lying on their résumés. Fortunately, there’s a free way to eliminate lackluster candidates.

Topgrading, Inc., calls this secret weapon a “TORC,” or “threat of reference check.” Simply put, it’s arranging reference calls as the last step in the hiring process. This seems like a no-brainer, but many companies still don’t go through with reference checks. The TORC technique helps eliminate any possible dishonesty and effectively weeds out candidates who embellish their resumes.

How Does TORC Work—And When Should I Use It?

The TORC technique is most effective when employers use it through every step in the hiring process. Making note of a required reference check on your Careers page, for example, will weed out what Topgrading refers to as the “C players” right from the onset. Your applicant pool will be better qualified and likely possess a better work ethic.

The difference between a C player and an A player is simple: A C player won’t want you talking to old managers, while an A player will be happy to arrange those calls.

Are There Risks to TORC?

Some hiring managers may point out that many companies’ policies prohibit reference calls. Fear of a slander suit may keep some larger companies mum, but managers often are happy to talk about their A players because they have only good things to say.

If you’re looking for a way to get around company policies, try calling it a “personal reference” call as opposed to a “business reference” call. Some businesses may prohibit talking to prospective employers about employees’ work habits, but they may be able to provide general comments about their personality at work. Also, if you can “drill down” to a lower level manager, you are more likely to get candid responses to your reference call than if you call HR.

Who Makes the Calls?

Your hiring manager and members of the HR department should divvy up reference calls and compare notes. If everyone leaves with a positive feeling, it’s time to offer that prospect a job. The TORC process saves time, money, and maximizes chances of finding a good hire. Every business should use reference checks to recruit the best candidates.

How does this all relate to the law?

Candidates who are a better fit for the position are candidates who are less likely to part ways with an employer on bad terms, which can lead to an EEOC claim, unemployment claim, or a lawsuit or arbitration grounded on employee rights. So, do your homework ahead of time to avoid legal issues on the back end.

For more information about succeeding in business and to arrange business law services, contact Dallas business lawyer Richard “Ric” Armstrong today.

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Armstrong The Law Firm, P.C.
Plano Location
1400 Gables Ct #103
Plano, TX 75075

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Ft. Worth, Texas 76112

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