Archives for 2019

Make sure you background check student interns and student employees before hiring them. Students offer several key benefits for employers of all industries and sizes. Students tend to be ambitious and eager who are hungry for your employment opportunities and to make a great impression so that they can get started in the industry of their choice. For employers, these employment trends of hiring fresh young talent can often be a much-needed boon to alleviate work backlogs or to try new processes without redirecting full-time salaried employees or taking on a new full-time paid hire before the position is really ready.

However, while student interns and employees can provide some really outstanding benefits to companies and neatly fulfill employment gaps when and where you want them, it’s still important to background check student interns before hiring them. Even unpaid seasonal interns should undergo a professional background screening and here’s why:

3 Reasons to Background Check Student Interns and Student Employees

• Trust in handling sensitive information. Just last year, a House of Representatives intern was fired and charged with second-degree burglary, identity theft, witness tampering, and making public restricted personal information after he published to the internet personal information, including home addresses, of several high-ranking Republican senators. This intern did not hold an official position and yet he still had access to critical information, information that his employers probably never thought he’d leak — and yet he did. Any company that retains sensitive information, whether it’s the home addresses of leading politicians or your biggest clients, should take care before giving anyone access and background check student interns, including unpaid interns. Workplace background checks can better help you ascertain whether the person you are hiring is a potential threat.
• Trust in handling expensive merchandise and similar goods. There’s also the more physical merchandise that employers need to consider. Businesses that are taking on student interns that will handle cash or valuable company merchandise should absolutely approach those interns with the same level of scrutiny as they might a seasonal or temp employee and background check student interns. Every year, the news reports on various seasonal delivery workers who take advantage of their position to steal holiday presents and other packages. These big upticks in package theft invariably happens during peak seasons with seasonal employees who are more willing to take the risk of theft due to their not benefiting from the long-term employment those delivery companies have to offer. When hiring student interns, approach hiring similarly and background check student interns to prevent something like the theft of $90,000 worth of equipment by this intern who had inside knowledge and access to that equipment.
• Trust in long-term prospects. Sometimes background checks aren’t only about preventing the worst from occurring, but are also about laying a foundation for the best relationships. Interns can be much-needed workers but often times it’s also the employer and their skilled employees who are giving those interns valuable insights in the industry and at the end of their internship, you may find that you want to keep them on. Well, the smart thing to do is to not wait until the end to see if they are an appropriate match for long-term employment but to instead only start with interns who you envision would make great additions to your company and background check student interns. Have them undergo a thorough background check as you would a full-time employee to better determine their suitability.

Contact Our Team Today to Get Started

Are you ready to incorporate stringent background checks in your hiring process for both employees and interns? If so or if you need to background check student interns and want to know more about these employment screening processes, contact our team today!

Sources:
https://www.npr.org/2018/10/04/654264122/house-intern-arrested-for-reportedly-doxing-senator-during-kavanaugh-hearing
https://www.news10.com/news/seasonal-ups-workers-accused-of-stealing-from-packages-at-processing-facility/
http://community.seattletimes.nwsource.com/archive/?date=19960423&slug=2325547

Disclaimer: The information on InstantCriminalChecks.com is governed by our Terms of Use and is never intended as legal advice.

There are many myths surrounding employee background screening. Here, we dispel three major employee background screening myths and arm you with the information you need to make critical hiring decisions for your company.

Myth 1 – Employers Can Review an Applicant’s Social Media Profile to Make a Hiring Decision

First and foremost, social media is an unreliable way to screen potential hires. You may not have the right social media account, or you may not be able to glean the information you need from their account. For example, they’re unlikely to post about their criminal past on Facebook. Second, many states have passed laws that ban employers from accessing employee social media accounts and using them to base employment decisions.

Myth 2 – Pre-Employee Background Screening Are the Only Type of Background Checks a Company Needs to Do

Many companies believe that once they do a pre-employee background screening on an applicant, they’re good to go. This is not true — any time an employee is promoted, especially to a position that requires additional security clearance, another comprehensive criminal search should be done. Employers may also decide that employees should be screened if they are involved in an accident or if alcohol or drug abuse is suspected.

Myth 3 – Employers Can Withdraw Employment Offers If an Employee Background Screening Failed Without Fear of Litigation

It may be a common belief that if an applicant fails an employee background screening that an employer can easily withdraw an offer of employment. However, this is not the case. Applicants have rights under the Fair Credit Reporting Act (FCRA) to dispute any data found on their background check that they do not agree with. Employers must also follow adverse action requirements before withdrawing an offer of employment. If an employer does not allow the employee to dispute potential issues with the information on their background check or does not follow adverse action requirements, an employer may be subject to litigation.

Employee background screening can seem like a significant undertaking, but with the right support, it does not have to be. Companies have a lot of responsibility to protect employers and employees and hire qualified employees. Screening Intelligence, LLC makes performing employee background screening on potential applicants easier than ever before. We gather our data from various trusted sources and take pride in excellent customer service. Ready to make the employee background screening process simple? Contact us today.

Disclaimer: The information on InstantCriminalChecks.com is governed by our Terms of Use and is never intended as legal advice.

Soldiers risk their lives in service to the country they love. They are some of the finest Americans and can potentially be among the most skilled and dedicated workers a company can hire. Hiring veterans and adding them to the workforce can greatly benefit company production and morale.

Some of the appealing qualities and characteristics of former military personnel include:

• Specialized technical skills
• Self-discipline
• Problem-solving abilities
• Commitment and loyalty
• Strategic/big picture thinking
• Effectiveness within a team environment
• Detail-oriented
• Can perform under pressure

Successful businesses should strongly consider seeking out and hiring veterans. The following are five strategies that can assist with attracting some of the nation’s finest and then hiring veterans:

1. Like other Candidates, when Hiring Veterans Identify Roles that Have the Best Fit

Employers should assess each department and available job role for potential matches with former military personnel. Research the required training and qualifications for military roles and determine how these could best translate into a fulfilling civilian job.

2. To Attract Veterans, Create Job Listings That Will Resonate

When writing job posts to hire veterans, highlight the aspects of the job and the company environment that would be the most appealing to veterans. Use pragmatic language and promote any specific benefits or veteran initiatives the company is aligned with. If there are any former military personnel currently on the staff, consult them for feedback and input.

3. Understand Preferences and Mindset when Hiring Veterans

Direct, concise communication during the employee recruitment process and interview questions, but also look for ways to help them in adjusting their mindset to help them thrive. Asking open-format questions that invite expanded insights can help them make the most of a new civilian role.

4. Connect with Veterans Programs and keep them updated when you are Hiring Veterans

Companies should strongly consider creating a veteran’s assistance program in-house to assist new veterans in making the transition from the military to a civilian job role. Providing information about outside veteran support organizations and veteran’s resources is also an important service to offer new veteran hires.

5. Provide Customized Mentorship and Training

Be selective in deciding who will onboard and train new veteran hires to help optimize the process. For veterans who have been back in civilian life for awhile, this won’t be as crucial; however, the benefits of focused mentorship for those who require it can make all the difference.

According to Bureau of Labor Statistics data, there were 370,000 unemployed U.S. veterans in 2017. This talented pool of workers can be a tremendous asset to companies who are wise enough to take advantage of it. When Hiring Veterans, employers can use these five strategies to connect with some of our nation’s most outstanding people and retain them on their staff for many years to come.

Disclaimer: The information on InstantCriminalChecks.com is governed by our Terms of Use and is never intended as legal advice.

The Internet and other advances in communication have created a world that’s more connected than ever before. This allows an increasing number of employees to become remote workers and do their job from home and potentially any location in the world. Telecommuting in the U.S. is growing at a rate of around 20 percent per year across a range of industries. This is reducing the need to commute to a job and increasing productivity in a multitude of ways.

As more businesses transition into this employee model, considerations about how to recruit and onboard remote workers are becoming more important.

The following are some key steps for making these new remote workers an effective part of the workforce:

Have At Least One Face-to-Face Meeting

Having at least one in-person meeting with remote workers can help to make the worker feel more integrated within the staff even if they’ll be working off-site all of the time. If an in-person meeting isn’t possible, the video and at least a portion of the orientation should be conducted by video. This allows the new hire to “meet” the members of their team and other relevant parties.

Create Clear Expectations

Because remote workers will have far less supervision, the expectations for their role should be made crystal clear. From responsibilities and deadlines to project goals to required skill sets, the worker should be informed of all key parameters for the job. Communication is key to the effectiveness of this type of worker both during the hiring process and throughout their time as an employee.

Training Modules

If in-person training is not possible, online training that workers can use and interface with should be created to ensure they get up to speed effectively. These modules can be purely informational or interactive depending upon what is required for their role.

Include Them in the Workplace Culture

Take steps to help make remote workers feel like a part of the company’s culture even if they will never work at the brick and mortar location. Being clear about company mission, values and all the things that set the business apart from other organizations will foster a stronger connection and loyalty.

Optimize Communication

Companies that hire remote workers should ensure these individuals always stay connected with individuals and departments relevant to their role. Audio and visual communication will be important as well as access to relevant files and data throughout the work week. Cybersecurity within these processes should also be a priority to avoid a data breach.

Professional Employment Screening

Outsource criminal background check services, credit checks and related aspects of employment screening to a trusted professional.

Refine the Process

Employers should ask remote workers for feedback about the onboarding process so that methods can be improved and refined over time. Performance and productivity can also be assessed to determine if the process is effective for the company.

Off-site workers are increasing in number in many industries, and ensuring their effectiveness is key. Employers can use these approaches to optimize the success of every remote worker.

Source: https://www.forbes.com/sites/abdullahimuhammed/2018/12/21/10-remote-work-trends-that-will-dominate-2019/

Disclaimer: The information on InstantCriminalChecks.com is governed by our Terms of Use and is never intended as legal advice.

Thorough employment screening for potential new staff members and avoiding background check red flags are essential to a successful hiring process. Partnering with a trusted, proven professional in the consumer reporting industry space can help ensure effective, compliant screening.

Unfortunately, not all background check companies are created equal and there are many background check red flags to watch out for. Without proper vetting of employment screening providers, employers might make a poor choice. Improper screening in violation of EEOC guidelines could in turn lead to ineffective and in some cases negligent hiring.

The following are some of the top background check red flags that companies should look for when considering a new screening company or reevaluating a current one:

Incomplete or Insufficient Information

The report you receive should be clear, complete and concise. Gaps or omissions in the report indicate possible negligence or incompetence on the part of the screener. This is possibly the most significant background check red flag to watch for.

Report Includes “Possible Matches”

Listing all or mostly “possible matches” on the reports received are background check red flags to be aware of because it indicates that the company is not fully cross-checking their results to eliminate incorrect matches. It is an indicator of a subpar background screening company.

Lack of Clarity About Their Methods

If a company isn’t forthcoming about their procedures and methods, this is another warning sign. Effective, successful background screening companies take pride in their methods and employment screening processes. A lack of transparency likely means they won’t be thorough, complete or in full compliance with the law in their background checks. This could put companies at risk for negligent hiring litigation down the road.

They Only Offer “Instant” Database Background Checks

Background screening companies that offer instant background checks without offering non-instant background checks such as county criminal checks and have a research team to further investigate records are some background check red flags to watch out for. In many cases background screening that is conducted properly and in compliance with the law cannot be accomplished “instantly” or in a brief amount of time.  Additional research and/or county criminal checks need to be performed for the records returned from an instant search.

They Subcontract Out Their Work

Companies that outsource background check work, especially to other countries, will likely try to conceal this, so these background check red flags are something you will have to inquire about. It’s not unheard of for a subcontractor to outsource work as well, and in this case employers can never be sure of the source. The further removed the job becomes, the less accountability there will be for the results.

Inattentive Service

Poor customer service is another background check red flag when inquiring about the results a background check or evaluating background screening companies (or any service provider). If businesses experience delays, missed deadlines or the inability to easily connect with customer service personnel, these background check red flags are a sign that it’s time to shop for a replacement company.

Effective employment screening and employee criminal history checks are key to hiring the best workforce possible. Employers should avoid companies that demonstrate these background check red flags and warning signs.

Source: https://www.entrepreneur.com/article/76182

Disclaimer: The information on InstantCriminalChecks.com is governed by our Terms of Use and is never intended as legal advice.

Traditional recruiting, interviewing, hiring and employment screening processes were once accomplished entirely the “manual way” by human beings. However, employment screening processes have gradually changed over the years with the advancement of technology like computers and the Internet.

Now the employee recruitment space is in the midst of another quantum leap in assistive processes that, in varying degrees, take the place of people. Artificial Intelligence, or AI, is streamlining many industries including the employment screening space.

Algorithms Are Revolutionizing the Employment Screening Processes

One of the main forms this innovation will take going forward is in screening programs and algorithms. These will allow increased efficiency in a range of areas, including allowing pre-interviews to be conducted online. AI-driven software for existing workers may include questionnaires with key prompts and customized suggestions. This will help guide applicants in their search and create more effective employees. It can also facilitate higher job satisfaction.

AI-driven hiring software and tools can also help to improve worker engagement. From the very start, workers can receive personalized attention that can in some ways be more attentive than an HR manager.

Yet AI is at an interesting phase in that it can accomplish quite a bit, but it lacks the more nuanced decision-making mechanisms and responses that a human being can offer. AI allows employers to automate many elements of the hiring process and employment screening processes; however, oversight that can only be brought by a person is still required to ensure success.

The Goal is More Effective Hiring

For example, in-house recruiting and screening software used by the Amazon company was found to demonstrate a bias against hiring women. If this had been allowed to proceed without human intervention, the company would’ve faced legal consequences for violating EEOC guidelines.

AI in employment background screening checks is manifesting in increasingly more intuitive and complex algorithms. These search tools expedite the employment screening processes and promote a higher degree of accuracy.

Businesses receive their results faster and with more efficiency, expediting the onboarding and employment screening processes. This also facilitates better choices in terms of staff members and synergy within and among departments. The more automated the industry becomes, benefits to recruiters continue to rise.

The Best of Both Worlds

However, the advantages of technology are balanced and enhanced by the human touch. It doesn’t have to be just one way or the other, and shouldn’t be. Technology serves humanity and will never be a full replacement.

For these reasons, employers should seek out an employment screening partner that offers the latest in innovative background screenings, but also places a premium on customer service. This is essential to minimizing error, oversights and bias, much like the Amazon company discovered. Compliance is also crucial to successful screening. A balance of intelligent machines and human oversight is the key to optimizing these innovations and employment screening processes.

Source: https://www.ibtimes.com/how-ai-can-end-bias-job-recruitment-2750092

Disclaimer: The information on InstantCriminalChecks.com is governed by our Terms of Use and is never intended as legal advice.