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Check Out the “Dark Side” or Personality when Hiring or Promoting
"Commercial enterprises are rife with myriad narcissistic personalities" according to Joan Lachkar, author of an interesting little book called "How to Talk to a Narcissist". Here are some tips for recognizing the "dark side" of personality when hiring or promoting employees.
Top Eight Items To Consider When Recruiting New Staff Members
Are you having difficulty in recruiting qualified staff members? In the nonprofit field, organizations generally have limited budgets. This can result in lower salaries and a high turnover in staff members. If you want to attract qualified individuals whose primary focus is on people and human service oriented work versus a higher salary, I have found there are certain steps supervisors should take prior to beginning their recruitment efforts. The following article identifies my top eight items to consider when recruiting potential candidates.

Social Media Investigations May Be Essential to Hiring and Can Be Conducted Lawfully
Some attorneys will advise employers to avoid using social media as a recruitment and screening tool. The caution is wise; however, avoidance may be impractical, and the proper use of social media can most definitely pay off. In many cases, we consider it actually necessary. While risks of unlawful use exist and need be avoided, bona fide occupational qualifications can be investigated through proper methodology. The following article advises on how to lawfully gain the maximum benefits.
Businesses Know That Benefits For the Disabled Usually Denied When First Requested
Business owners and entrepeneurs know the truth but applicants don't realize that almost 70 percent of all SSD and SSI claims are denied upon initial application. Anyone who has been denied should immediately call an attorney to insure that their appeal is filed in a timely manner and that it meets procedural and legal requirements.

Hidden Secrets to Crack the Voicemail Gatekeeper
Voicemail is perhaps the hardest gatekeeper to get past in the SMB market space. Executives play many roles and have little time for sellers. They use voicemail as their screening tool and you need not only a great message, but perseverance and creativity to crack through.

Other screening tool Related Articles

Hidden Secrets to Crack the Voicemail Gatekeeper
Voicemail is perhaps the hardest gatekeeper to get past in the SMB market space. Executives play many roles and have little time for sellers. They use voicemail as their screening tool and you need not only a great message, but perseverance and creativity to crack through.
Individual Improvement = Organizational Improvement
If you could find a tool that would provide beneficial feedback to employees that would lead to performance improvement and bottomline results to the organization, would you take advantage of it? Many organizations have found such a tool and found many uses for it. For a number of years, this tool was viewed as a fad but it has survived that first impression and become a tool for organizational improvement. This tool is multi-rater feedback or 360 degree feedback.

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.

9 Tips for Selecting a Pre-Employment Background Screening Company
A challenge for any organization is finding and selecting the right employees. Considering people are the #1 asset of most companies and the source of significant competitive advantage, the right people make all the difference. A background screening company serves an important role in delivering quick, accurate, and comprehensive information to fuel better hiring decisions by providing information about the past behaviors, actions, and experience of your applicants. The right partner can help you build an effective employment screening program that reduces negligent hiring risks, builds a safer and more productive workforce, and supports the overall strategic goals of your organization. This article offers 9 tips for selecting the right background screening company of your organization.
Avoid These Employment Background Check Mistakes
Employment background checks are a valuable tool for organizations that compete on the quality of their workforce. Yet with increasing legislative control and legal attention around employers' use of background screening due to incorrect or inappropriate use of background checks to inform their hiring decisions, employers must pay close attention to the process. Find out the most common employment background check mistakes and learn how to avoid them.
Background Screening Terminology
Dealing with an expert background screening company (and other specialized vendors) can sometimes mean you’ve got to learn a whole new set of “lingo”. To help you out, this article outlines some basic employment background screening terminology.
Your Prospective Employee Has a Criminal Record. (Now What?)
Just because a prospective employee has a criminal record doesn’t mean you can or should cut the ties. Instead, this is the time to take actions that are consistent with your company’s employment screening policy.
Taking Adverse Action Requires an Eye on the Clock
According to the broad definitions of the Fair Credit Reporting Act, a denial of employment would constitute an adverse action. Any decision that is adverse to the interests of the current or prospective employee would similarly fit within this definition. When employers use background screening companies (consumer reporting agencies) for employee background checks (including credit reports, employment verifications, criminal records screening, driving records, and more) to hire new employees and evaluate existing employees for promotion, reassignment, and retention, they are bound by FCRA regulations. One of the keys to maintaining compliance with the FCRA as it relates to adverse action is the timing of required adverse action notifications.
Social Media Investigations May Be Essential to Hiring and Can Be Conducted Lawfully
Some attorneys will advise employers to avoid using social media as a recruitment and screening tool. The caution is wise; however, avoidance may be impractical, and the proper use of social media can most definitely pay off. In many cases, we consider it actually necessary. While risks of unlawful use exist and need be avoided, bona fide occupational qualifications can be investigated through proper methodology. The following article advises on how to lawfully gain the maximum benefits.
Employers Must Manage Risks of Using Internet for Employment Screening Background Checks of Job Applicants
In recent years, employers have increasingly focused with laser-like intensity on using the plentiful amount of information found on the Internet to conduct employment screening background checks on job candidates using search engines like Google, social network sites such as Facebook and Twitter, and various blogs, posts, and videos. What is overlooked in the rush to use these web sites for employment screening are the legal risks involved with conducting so-called Internet background checks, risks that include issues with discrimination, credibility, accuracy, and privacy.
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