By Ron Ulmer
Governments in McLean County need to overhaul their hiring process to cost effectively hire the best fit and qualified candidates. The recent costly government hiring fiascos include the Connect Transit Manager, Bloomington Water Director, McLean County Economic Development Director, Normal Theatre Manager, and ISU President. All either quit or were terminated in 2 weeks to less than a year. In addition to the direct hiring process expenses, costs include low employee morale, quality employees resigning, a compensation package for the terminated employee and payment to the search firm that is never held accountable both of which need to be questioned.
Let’s compare hiring practices in the private and government sectors. During my 17 years of employment at Illinois Power, the only information a supervisor or human resources person would provide to a prospective employer, mortgage company or landlord was the date of hire and currently employed or not. No exceptions. Similarly when I perform a background check on prospective tenants, the only information State Farm will provide is start date and if current employment status. State Farm then refers you to a firm called “the Work Number”.
Therefore, when I read Bloomington’s hiring procedures in the May 20, 2015 Pantagraph was stunned. Bloomington’s human resource manager said, “The city’s hiring process includes checking references that applicants provide and calling previous employers”. Really, I know of no large private company that has provided this information since the early 1980’s and so did applicants providing references. Other Bloomington leaders ask questions, such as can we conduct a background or criminal check? I say “why not”, as it is public information that is available on the Internet. Or just state on the job posting that the candidate will need to approve a complete background and criminal check. For example, candidates may want to hide that they frequently change jobs either for career advancement or because off requent termination. However, it is easy to find a past address list on the internet. When a prospective employee has numerous past addresses, the information raises questions to be pursued with the applicant.
The government human resource managers are very well compensated, in return the taxpayers deserve a high level of competence. The time has come for government employment procedures to catch up with best private employment practices and to have contracts with the recruiting firms that hold them liable for withholding information or failure to fully vet the job candidate.
Ron Ulmer is an economist, have taught economics/finance at 3 central Illinois universities and employed by Illinois Power as a Senior Rate Analyst, supervisor of economic research, Market Program Manager. Now retired, Current member Normal Kiwanis, past 25 year member Optimist International Service Club, Property owner and manager in Normal for 37 years ongoing.
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