background checks Tagged Articles

Basics of Credit Reports and Background Checks

Many employers would like to have a credit report before hiring, However, for job applicants, a credit report can seem like an invasion of privacy and unfair. The bottom-line is that employers need to approach credit report with caution and only use them if there is a business necessity, and further understand that here can be errors or items not related to employment. Job applicants also have rights when it comes to credit reports. Job applicants need to understand that credit scores are not part of an employment credit report and that employers do not request credit reports just to find ways not to hire. A credit report is only requested once a candidate is a finalist and there are certain positions where a requesting a credit report does make sense. This article surveys the use of credit reports and hiring.

The Six Biggest Applicant Lies Encountered in Employee Screening

Why do background checks? Because employee screening has revealed that a very high percentage of resumes are works of literary fiction. Screening firms’ routinely uncover fibs in applications that are just not true. It is one ting for an applicant to accentuate the positive and put themselves in the best light possible. But when resumes go beyond fact into the world of make believe, then employers need to be careful. After all, if a person is dishonest in the way they got the job, there is a concern they may be dishonest once in the job. This column outlines the six biggest lies seen on resumes applications.

Why Screen Employees? Employee Problems are Caused by Problem Employees

As any employer or human resources professional know, a great deal of time is spent dealing with employee problems. Howebver, problem employees usually cause employee problems. An employer is certainly ahead if they can try to minimize the problem employees in the first place.

Why employers need to perform employment screening background checks on attorneys, doctors and other regulated professions

A story “ripped from the headlines:” demonstrates why law firms need to perform background checks on lawyers and provides valuable lessons on the value of due diligence in hiring in all regulated professionals. Just because an applicant has a professional license does not mean an employer should let their guard down. Even if employers believe that when hiring regulated professionals there is less chance a background check will reveal something negative, the harm a professional can do is substantial.

An Introduction to Finding and Using Criminal Records in the Hiring Process

Many employers want to know if they are hiring a person with a criminal record. Failure to look for criminal records can show negligent hiring if an employer hires someone with a criminal record that harms someone. There are numerous web sites that promise to search through millions of records for an employer. However, the real story is much more complicated. Commercial “do-it-yourself” web site can get employers into legal hot water and are full of erroneous results. There are also legal complications in using criminal records. This article gives employers a brief overview on how to legally obtain and use criminal records.

Employee Background Screening Helps Bosses and Workers

Employers that hire a worker that is dangerous, unqualified, unfit or dishonest can face a legal and financial nightmare. Background checks have become mission critical for keeping an employer productive and out of court. Without exercising due diligence, firms are likely to hire problems just waiting to happen. However, job applicants should not feel that background checks are an invasion of privacy. Federal law gives applicants a great deal of rights in the process, and a safe workplace with qualified and honest workers benefits everyone.

Genuine Fake Diplomas on the Rise -Dealing with Fake Degrees and Educational Fraud in Hiring

Education fraud is a significant tissue for employers. Getting a college diploma apparently no longer requires years of hard work, taking tests, paying tuition or even reading a book. Why bother going though the formalities when all a person needs is a credit card and a web browser in order to buy an authentic looking diploma that mimics real colleges, universities and even high schools across the U.S. Or an applicant may simply claim a degree or credential they don not really have. Through due diligence and employee screening background checks, employers can prevent fraudulent applicants form cont entering their workforce.

The Background Credit Check Under Fire: Fair or Not?

The use of background checks and specifically background credit checks has been under intensifying debate among national and state officials causing some to believe the use of credit checks should be more severely restricted or banned altogether.

Background Checks for School Volunteers -- Necessary or Not?

Depending on the role of the volunteers and the level of supervision they will have, many believe school volunteers should be subject to the same screening criteria as any other school worker. These criteria are generally formed by the position or role of the individual and the level of unsupervised access the worker will have to the schoolchildren.

Employee Turnover - What is it costing you?

In today's economy it is more important than ever to avoid turnover. Turnover is extremely costly. These are the factors you need to consider when estimating what the bottom line is when it comes to calculating turnover.

Work Force Flexibility: Staffing for a Better Bottom Line

Flexibility. Workers want it. Businesses need it. Staffing firms provide it.

PEO's Help with Small Business Background Screening

As a small business employer it can be very difficult in finding the safe and productive employee that your business needs to thrive in today’s market. One of the most successful ways to make the hiring process safer is by using a background check. A PEO, or Professional Employer Organization, can assist you during this process.

10 Commandments of Leadership-Tone Setting

One of the lead questions that we routinely ask in leadership training programs is “who do your people work for?” Routinely the common response is the company name or a division within that company or even the parent organization. Occasionally we will hear a response about working for themselves painting a picture of self-motivated team members. Rarely we will hear the correct answer that they work for you.

RISKY BUSINESS

Human Resources is its own quagmire of risk. Compliance, employee relations, interviewing, and on and on. There are certain basic rules in the world of hiring and managing employees where risk-taking is not advisable. You can’t afford to not do background checks. You can’t afford to not have employees sign release forms, you can’t risk classifying your employees incorrectly, or guessing about the proper way to implement a disciplinary policy.

Who Is In Your Circle of Influence What Does That Say About You

We have heard that old saying, “You are judged by the company you keep.” That saying is important in our business life and our personal life. Who you associate with will say as much about you, your ethics, your integrity, your honesty, your core values, your beliefs, your passion and your future intentions as your actual personal behavior does. And as a business owner or business leader, you are being observed every minute of every day. Colleagues, clients, vendors, suppliers, et al are all scrutinizing, watching, listening to those people you influence. Therefore, this is a serious matter for consideration when you decide who will be in your circle of influence. Your Strategic Thinking Business Coach challenges you to stop and look around you. Who do you see? Who is there? Who is in your circle of influence?

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