ICARE Employee Engagement Model

March 7th, 2011

We want to create a model of engagement that not only giving an organization engagement scores by department and division collectively, but also informative and instructive so that the manager is responsible for changing organization from 50% to 90% in engagement. They should be able to understand the model and be able to relate to each category. Therefore, they can improve communication and relationship to facilitate accomplishment, energize and enthuse of people. This should also be followed by celebration and recognition for staff performance. Energizing and enthusing is part of the performance feedback system. It ensures employees understanding of where they stand and prevent them having worries like ‘does my manager like what I did?’ Giving instant feedback can facilitate improvements and therefore achieving higher performance. Achieving 90 to 95% engagement is desirable and having 60%, 70% and 80% is regarded as disengaged where some of your employees will drag down your performance. For example in a football team where 2 /3 is productive and 1/3 is not, the team is not going to win any game. Everyone should contribute to the bottom line. They may not have the same ability, however the star player would perform better while others are performing well.
That’s what the ICARE model is about. We want to be instructive, informative and easy to understand. When you get your score you can begin tomorrow, with the high quality result. You can put the action plan together to motive the people. Get everyone motivated, and engaged. This is ICARE.

Background Check Best Practice in Hong Kong and Asia

February 28th, 2011

Human capital is the core to a business success. Therefore, employing the right people in your company provides you one of the fastest tracks to success.
Education verification is one of the useful tools in background checking which is fundamental in understanding the candidate’s ability. Another very popular tool for background checks is reference checking. It produces the highest value to employers.
Our clients can be found all over the world with headquarters in different cities such as Australia and the US.
According to some researches, 62% of job candidates admitted exaggerating their resumes. Diplomas, transcripts and thesis can also be fake proving the necessity of pre-employment screening for senior jobs; over 90% of the fortune 500 companies use third party pre-employment screening firms such as ourselves and we are growing our client list with SMEs here in Hong Kong and the region.

How Leaders are like Top Brands

October 4th, 2010

Greg Basham, CEO, eeVoices, Hong Kong explains the similarities between the characteristics of world class brands and leaders and the importance of having a clear personal value proposition and tag line.

Going Global Blog Referral by Tom Muldowney

October 1st, 2010

Nothing outperforms the quality and number of referrals your business gets. We were honoured to be the first business Going Global Blog written by one of Asia’s top marketing professionals – Tom Muldowney – has endorsed. We are grateful and appreciative of all referrals especially from high quality businesses like that of Tom’s.
While major global organizations do rigorous background checks too often SMEs think it is too costly confusing our business with executive recruiting and the costs there. SMEs can least afford a single bad hire yet overly rely on interviews when they make a final decision.
It is like choosing a partner on the Internet if you are so inclined. Interviews alone are the equivalent of making a decision on the basis of “Hot or Not” versus e-Harmony where applicants fill out a long questionnaire to match folks.
We would still suggest that the past is prologue when it comes to performance and no hire should be complete until you have done a thorough check including verifying resume statements and work histories.
Check out Tom’s website and his blog as this guy is successful! We are pleased to have helped him like so many other quality clients that we serve.
https://www.intlmarketaccess.com/newsletters/going-global-blog/38/

Leadership Practices that Get Results

September 18th, 2010

Greg Basham, CEO, eeVoices, Hong Kong explains what leaders do to bring about results, the risk of over relying on static strategic plans and the importance of the truth and the right team concept and incentives.

Employee Engagement and Top Performers

September 8th, 2010

Greg Basham, CEO, eeVoices, Hong Kong explains that employee engagement scores are not rising with falling voluntary turnover and what triggers good performers to leave; the importance of building personal and organizational leadership capacity despite the downturn, and how people trump all other resources in an organization.

Leadership Voice

September 1st, 2010

Greg Basham, CEO, eeVoices, Hong Kong explains the linkage between the leaders voice, management philosophy, the purpose of the business (Drucker vs Friedman) and the importance of expectations (the Pygmalion Effect).

Video Interview with CEO of eeVoices – Section 4 -Who is to Blame for Resume Exaggeration

August 5th, 2010


This is Vincent So, Human Resources Intern at eeVoices.
I am speaking with Greg Basham, CEO of eeVoices about what eeVoices has learned about job candidates and resumes when completing pre-employment screening checks for organizations of all sizes.
Who is to blame for all this resume exaggeration and misrepresentation? Do employers share any blame?
We should be clear that when we are talking about exaggerated resumes that when we at eeVoices “red flag” a file we are referring to misstatements of facts and outright falsifications. We are not talking about differing perceptions of contribution to an organization, job, project or team. As people’s views will often differ. There is no immaculate perception when it comes to divvying up the accolades for work accomplishments in some organizations- especially those with lousy annual performance appraisal systems and unclear personal objectives. People are human and we all have our own perception of our relative contribution. The pre-employment screening process including reference and education checking and verifying job and work histories helps employers complete the picture they are painting of prospective new hires. We just help them to get it right.
This is not to offer any excuses for people who purposefully exaggerate their resumes with creative writing – it is unethical and speaks to a person’s character and the net effect on an organization who hires a bunch of cheaters and exaggerators can’t be a positive one. Employers must take some of responsibility for exaggerated resumes if they don’t use independent firms like eeVoices to verify and check work histories or employ sufficient staff to develop the expertise and do these checks themselves. Employers are particularly to blame for the rapid rise in the number of fake degrees out there. Employers got the fake degree industry started as they asked to see originals of degrees and then took a copy for the files. When it became clear this was fuelling that industry, they asked for transcripts and promptly put those in the files and helped these fraud artists broaden their product lines. More recently, we have seen fake fee payment receipts, fake student visas and all these can be obtained with watermarks for degrees and university seals on transcripts. Yes, employers must share some of the responsibility and blame when they find out that the person they hired is not the same one they saw on paper and at the interview.
One final point to keep in mind – Over 90% of fortune 500 companies use third party pre-employment screening firms such as ourselves and we are growing our client list with SMEs here in Hong Kong and the region. This means that the available pool of companies for people with exaggerated resumes continues to decrease. The bad news is that there are still many employers who don’t take the time to check references so even the worst of the worst find another employer to harm.

Video Interview with CEO of eeVoices – Section 3 – Top 10 Resume Exaggerations in Asia Pacific

August 3rd, 2010


This is Vincent So, Human Resources Intern at eeVoices.
I am speaking with Greg Basham, CEO of eeVoices about what eeVoices has learned about job candidates and resumes when completing pre-employment screening checks for organizations of all sizes.
Greg, do you see any patterns or common resume exaggerations like a TOP 10 List?
That is another very good question. Yes. There is a clear and distinct pattern to exaggerated resumes
To answer your question, we can actually divide our top 10 resume exaggeration items into two main categories.
The first group are what some employers call resume inflation and these are what job applicants do to “level the playing field” and get to the job interview.
These 5 include exaggeration of: 1) job titles, 2) job duties and scope of responsibilities, 3) reporting level and working relationships in an organization and 4) accomplishments and achievements and 5) salaries and bonuses.
While some might argue that these are relatively minor what we see from our interviews with job referees is that they often form a pattern that suggests the candidate either has a very inflated sense of their contributions to their past employers or they are outright lacking in integrity.
The second group of exaggerations are more clearly integrity issues. Our top 5 in this group includes: 1) misstated employment periods to cover up gaps in employment 2) missing job histories used by frequent job changers to show they have some staying power – where they don’t 3) misstated reasons for leaving to cover up termination. Coming in at number 4 are a host of professional and academic misrepresentations from fake awards and honours to fake degrees, diplomas, program concentrations, program descriptions to currency of professional certifications or ever having them at all. 5) number 5 on our list is the use of fake referees.

Question and Comments for Greg Basham, CEO, eeVoices

July 30th, 2010

Please feel free to contact me personally with any comments, questions or requests for information.
While we appreciate any comments on our blog forums it is always good to hear directly from those who are reading our blog posts and we too are always interested in learning more ourselves.
My email is gregbasham@eeVoices.com.