WORKPLACE VIOLENCEDo you believe you’re safe in the workplace?Threats to our security don’t always come from overseas. Workplace violence and sexual harassment happen daily throughout corporate America.Can you pick up on warning signs? You can start with the interview process. According to Monica Ballard, CEO of Parallax Education, behavioral-based interviewing is grounded on the theory that past behavior predicts future behavior.“You can write questions to examine specific past experiences that demonstrate potentially violent behavior,” Ballard said.Red flags* during an interview can include:
- Victim mentality–blames others
- Defensive or angry
- Past history of domestic or criminal violence
- Fantasizes about retaliation
- Holds grudges
- Moral righteousness
- Short-temper
- Violence in family or extreme dysfunction
- Mention of owning or using use of firearms during the interview process (if not in context to the dialogue)
If you have doubts about a candidate who can do the job, seek a second opinion from others involved in the interview process. Check references, run a background check and do due diligence. If in doubt, don’t move forward.*Provided by Monica Ballard, Parallax EducationFor more information go to www.TechExecPartners.com.
Corra believes these are all great tips. To say the least, violence in the workplace is no laughing matter. Aside from the obvious physical damage, there is a strong and linger emotional impact that will affect the morale of your other employees for many months to come.
Corra became aware of one situation not long ago where a woman snapped out in the workplace and started hitting her foreman over the head with a hammer. Apparently, this woman had a record of committing such acts, but no one had picked up on this history. They hadn’t run a background search.
Legion are the instances of women having violence committed against them in the work place. Other employees commit violent acts upon them, or jilted or quarreling lovers have been known to rush in and hurt their paramours as well as other, fellow employees.
Although it is no guarantee against violence in the office, a pre-employment screening program can tell you a lot. Corra strongly suggests the criminal background check, along with a credit history and DMV/ driving records. These three searches can often demonstrate a behavior pattern that can suggest your candidate may resort to committing violence.
Check them out before you hire.
