Wednesday, February 16, 2005
Screening Helps Keep Six Flags Theme Parks at its Peak
High Volume Hiring for Sensitive Positions Presents Unique Challenges
February 10, 2005
For Valencia, CA-based Six Flags Theme Parks, Inc., selecting and hiring the right employees presents unique challenges due to the sheer number of new hires and the fact that most hires are for somewhat “sensitive” positions. When you’re hiring as many as 500 employees per month for positions working with children, handling cash and operating machinery, there is no room for error. An efficient screening program is essential.
“It can be tough in the interview process as people tell you everything you want to hear and more. However, through background screening I am able to discover that these people are not all that they appear to be and get to the heart of the matter. Considering that we have more than 4,000 applicants per year, screening for the right employee is vital,” commented Six Flag Theme Parks Human Resource Assistant Manager, Brent Houchin.
When Houchin first arrived at Six Flags three years ago, he was surprised to find a very low hit ratio for the volume of applicants being screened (few criminal records or resume falsehoods were uncovered). As a 12-year Human Resource veteran, Houchin was suspicious, being familiar with resume lies and falsehoods.
Houchin attended a certification course at CSUN Northridge, at which Barry Nadell, President InfoLink Screening Services, Inc., was one of the speakers, “Nadell seemed to know what he was talking about and I was impressed. As I was concerned about our low hit ratio, I had InfoLink conduct a one week trial at Magic Mountain and in that one week we had more hits than in the entire previous year; a 12% hit ratio,” commented Houchin.
In order to handle such a high volume of applicants, Houchin has to have an efficient screening program. “With InfoLink, due to the thoroughness of their searches, we now get an average hit ratio of 9-10%, which shows us that a good number of our applicants are not all they claim to be; it really helps us with the challenge of finding the right employee,” commented Houchin.
Unearthing the Truth = Savings in Time and Money
Houchin was surprised to find a lot of those applying for jobs in cash handling areas such as food services had Grand Theft on their records. “A thorough screening program has definitely saved our cash flow – the budget and everything else. These people have been caught up front, before starting in these positions,” Houchin commented.
According to Houchin, InfoLink has helped not only in screening, but also in establishing a correct employee interview process. “InfoLink has changed the way in which we look at and review an applicant and helped revise how we ask questions related criminal records to ensure we are completely legal and not liable,” Houchin stated.
“At InfoLink everything happens quickly and effectively. InfoLink president, Barry Nadell also dedicates a lot of time to speaking with clients; there is no Ivory Tower, and that tells me a lot about the company,” Houchin added.
Screening Improves Quality of New Hires, Customer Experience
Due to the nature of its operations as a family oriented theme park, Six Flags has to have confidence in the quality of its employees.
According to Houchin, the hit ratio has gone down significantly over past couple of years as the word is out that the company does not hire people who lie on their applications. “We are hiring a better quality of person and keeping people out that could be a future risk liability-wise. This all results in helping to bring smiles to the faces of our guests as they are dealing with appropriate employees, people who have the qualifications applicable to that job,” Houchin stated.
High Volume Hiring for Sensitive Positions Presents Unique Challenges
February 10, 2005
For Valencia, CA-based Six Flags Theme Parks, Inc., selecting and hiring the right employees presents unique challenges due to the sheer number of new hires and the fact that most hires are for somewhat “sensitive” positions. When you’re hiring as many as 500 employees per month for positions working with children, handling cash and operating machinery, there is no room for error. An efficient screening program is essential.
“It can be tough in the interview process as people tell you everything you want to hear and more. However, through background screening I am able to discover that these people are not all that they appear to be and get to the heart of the matter. Considering that we have more than 4,000 applicants per year, screening for the right employee is vital,” commented Six Flag Theme Parks Human Resource Assistant Manager, Brent Houchin.
When Houchin first arrived at Six Flags three years ago, he was surprised to find a very low hit ratio for the volume of applicants being screened (few criminal records or resume falsehoods were uncovered). As a 12-year Human Resource veteran, Houchin was suspicious, being familiar with resume lies and falsehoods.
Houchin attended a certification course at CSUN Northridge, at which Barry Nadell, President InfoLink Screening Services, Inc., was one of the speakers, “Nadell seemed to know what he was talking about and I was impressed. As I was concerned about our low hit ratio, I had InfoLink conduct a one week trial at Magic Mountain and in that one week we had more hits than in the entire previous year; a 12% hit ratio,” commented Houchin.
In order to handle such a high volume of applicants, Houchin has to have an efficient screening program. “With InfoLink, due to the thoroughness of their searches, we now get an average hit ratio of 9-10%, which shows us that a good number of our applicants are not all they claim to be; it really helps us with the challenge of finding the right employee,” commented Houchin.
Unearthing the Truth = Savings in Time and Money
Houchin was surprised to find a lot of those applying for jobs in cash handling areas such as food services had Grand Theft on their records. “A thorough screening program has definitely saved our cash flow – the budget and everything else. These people have been caught up front, before starting in these positions,” Houchin commented.
According to Houchin, InfoLink has helped not only in screening, but also in establishing a correct employee interview process. “InfoLink has changed the way in which we look at and review an applicant and helped revise how we ask questions related criminal records to ensure we are completely legal and not liable,” Houchin stated.
“At InfoLink everything happens quickly and effectively. InfoLink president, Barry Nadell also dedicates a lot of time to speaking with clients; there is no Ivory Tower, and that tells me a lot about the company,” Houchin added.
Screening Improves Quality of New Hires, Customer Experience
Due to the nature of its operations as a family oriented theme park, Six Flags has to have confidence in the quality of its employees.
According to Houchin, the hit ratio has gone down significantly over past couple of years as the word is out that the company does not hire people who lie on their applications. “We are hiring a better quality of person and keeping people out that could be a future risk liability-wise. This all results in helping to bring smiles to the faces of our guests as they are dealing with appropriate employees, people who have the qualifications applicable to that job,” Houchin stated.
