Vetting The Refugees–Do You Think It’ll Work?

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So not that anyone was so thrilled with the Syria and Iraq refugee idea post 9/11 to begin with…


But now 31 States have come straight out refusing to take these refugees post the terror attack that happened just last week in Paris–where at least one of the terrorists was...


Guess what?


That’s right!  A fake refugee from Syria


But what about the “intensive vetting process” that is being promised for these 10,000 refugees?


Well what can be more intensive than the vetting that the American government does on employees working for highly sensitive agencies like the CIA, FBI, and NSA? 


So how has that worked out?


Probably not too bad, but the problem is that no vetting no matter how thorough is foolproof, hence major spies have infiltrated these organizations for years or even decades and caused immense harm to national security:


Robert Hanssen (former FBI–spied for the Soviets for 21 years)


Aldrich Ames (31-year veteran of the CIA, compromised 2nd largest number of CIA agents after Robert Hanssen)


Edward Snowden (leaked classified information from the NSA on our surveillance programs)


The point is that no matter how well we vet 10,000 or more refugees from Iraq and Syria, with ISIS vowing “to strike America at its center in Washington”–there certainly can be some errors in the screening and final adjudication process.


Again no vetting process is perfect–especially when the refugees themselves are admitting that fake ideas are being given out to them like candy in a candy store. 


So that’s the dilemma we now face:


HEART–do what our heart tells us to and help people in need by taking in the refugees.


OR 


HEAD–follow our heads not risking another one or more potentially devastating terror attacks on the U.S. homeland. 


The choice is heartbreaking or headache producing! 😉


(Source Photo: Andy Blumenthal)

Don’t Just Hire Another You

Donkey
So the corporate cat is out of the bag…



The New York Times confirms that “more than 80% of employers worldwide named cultural fit as a top hiring priority,” where cultural fit is a sugarcoated synonym for hiring others like themselves!



Your resume influences whether you get an interview, but then “chemistry”–personality (“not qualifications”) takes over–“like you were on a date.”



Often cited reasons for hiring someone:



– Someone you would enjoy “hanging out” with, and “developing close relationships with.”



– Those with “shared experiences,” alma maters, and pedigrees–including “hobbies, hometowns, and biographies…and even “those who played the same sport.”



What about diversity?



Well apparently, it’s still an “old boys network” out there, even though diversity has been found especially important for “jobs involving complex decisions and creativity,”  and so as not to become “overconfident, ignore vital information, and make poor (and even unethical) decisions.”



No doubt, personality and values can also be important in getting along with others in the group–even a few jerks on the team, can create plenty of havoc, discord, and dysfunction. 



Maybe after meeting the knowledge, skills, and abilities (KSA) requirements, one of the litmus tests should be not whether the person is the same as us, but whether they are moral and decent human beings that can act appropriately with others.  



Not an easy thing to judge from some interviews, testing, or even reference checking–even when these are done well, there are still quite a number of hiring surprises that happen.



Or as they say about marriage, you don’t really know the person until you wake up with them in the morning. 



There are also more extensive background checking that can help vet employees, such as in the Federal system, where many sensitive positions require an in-depth security clearance review process that looks at everything from criminal background, financial responsibility, psychological stability, national loyalties, and more. 



We need to know who we are dealing with, not intrusively, but responsibly for good hiring decisions. 



Honestly, you don’t just want to hire the candidate that just looks good, like the pretty girl with no personality or a hideous disposition. 



To be clear, there should never be ANY hiring biases in the workplace–conscious or unconscious. 



Hiring mangers should make sure the person they are hiring is excellent in terms of the KSAs, has a broad set of terrific references, and can reasonably act like a mensch under a broad set of circumstances–the last one is the hardest one to ensure. 😉



(Source Photo: Andy Blumenthal)