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Casual Articles - Factual Employment Screening Part 1
Think about the last car purchase you made... Did you watch closely for advertisements that explained all of the features before you bought the car? Probably not. In fact, studies show that most of us notice the ads AFTER we have purchased our new car.Let’s face it... consumers are emotionally driven. They make purchases for the feeling they get, and then look for the logical benefits to justify the purchase. That’s why we notice all of those ads after the fact!Wise marketers make good use of this insightful knowledge. Good advertisements get the benefits in front of the customers so vividly that they experience the benefits before they even buy the product. Once they see themselve enjoying it, they’ve just “gotta have it!”1. Make It Picture PerfectForget about your product or service for a minute and focus on the consumer. What will he enjoy when he has dug out his money and taken home your product? Put yourself in his shoes, and then describe the experience in vividly dramatic detail.What does it feel like to be a stay-at-home mom and still be able to make money? Describe the freedom, the confidence, the things s
Why do you need to know this simplified history? Simple – not all companies evolve equally, and in order to understand whether or not you are going to get your pilot program of employment screening to fly, you need to know where the exposure for negligent hiring will rest in the scheme of things. Talk about inner conflict – try to become thoroughly knowledgeable in e
Keeping your personal and professional lives balanced can be tricky when you are in sales or running your own business. While every person has a different definition of what living a balanced life means, every definition includes some variation of having enough time for family, community, and, of course, work.It has been said many times that if your life is in balance, your checkbook will not be. The people who feel this way are often the ones who sit at their desk at the end of the day looking at their unfinished work. Instead of closing the laptop and heading home, they pick up the phone to call their spouse, letting them know they will not be home for dinner again this evening. While this extra work has merit, their personal life is obviously out of balance.On the other side of the coin, there are those who try to balance their lives by leaving unfinished work on their desk, closing their laptop and heading home for the day. They shirk their work responsibilities to make sure they are going home to spend quality time with the family. While this attitude also has merit, the lost work leaves their professional life out of balanc
In 1979, our company set out to learn how to not only provide the best possible background checks, but also to determine just where “factual employment screening” would fall in the scheme of things. To understand why “screening” is where it is today, one needs a little history of the subject.
In the beginning, screening usually started with the security department. These were typically highly qualified, deeply motivated, wholly energetic, recently retired law enforcement professionals who were completely inundated. After being given the entire responsibility for the safety and security of the company, its executives and their families, they were given the task of qualifying those who would pass through the gates each day as employees. Since these individuals were for the most part “old boys,” they sometimes used, in today’s politically correct terminology, “improper” methods of “checking out” the applicants.
This responsibility typically stayed in the security department until about the late 1970s, when what are now called human resources departments saw the need to get in the loop for what was to become “employment screening.” Needless to say, those “improper” methods referred to have all but disappeared in smart companies. However, due to the lack of knowledge of some human resource personnel when it comes to things like criminal records, credit reports, and driving histories, some have fallen prey to those who would sell them “employment screening” at the touch of a button. As you will see later, this can pose a big problem.
Why do you need to know this simplified history? Simple – not all companies evolve equally, and in order to understand whether or not you are going to get your pilot program of employment screening to fly, you need to know where the exposure for negligent hiring will rest in the scheme of things. Talk about inner conflict – try to become thoroughly knowledgeable in ei
What is network marketing and what can it do for me?Network marketing is a brilliant and explosive marketing concept. For someone motivated and willing to put in the time, effort, and persistence needed to achieve his or her financial goals, network marketing can provide: a second income on a part-time basiscomplete financial independence possible with commitment and perseverancework from hometime freedomtravel opportunitiesexcellent tax advantagesa great opportunity for personal growtha positive, supportive environment in which to work What network marketing is not an illegal pyramid scheme which pays commissions to people to recruit other peoplea "Get Rich Quick" schemea company with a high up-front entrance fee to joina company without a retail product or serviceIn order to succeed, you need to commit to your chosen company for at least one year, and to read about the products and about the indust
In 1979, our company set out to learn how to not only provide the best possible background checks, but also to determine just where “factual employment screening” would fall in the scheme of things. To understand why “screening” is where it is today, one needs a little history of the subject.
In the beginning, screening usually started with the security department. These were typically highly qualified, deeply motivated, wholly energetic, recently retired law enforcement professionals who were completely inundated. After being given the entire responsibility for the safety and security of the company, its executives and their families, they were given the task of qualifying those who would pass through the gates each day as employees. Since these individuals were for the most part “old boys,” they sometimes used, in today’s politically correct terminology, “improper” methods of “checking out” the applicants.
This responsibility typically stayed in the security department until about the late 1970s, when what are now called human resources departments saw the need to get in the loop for what was to become “employment screening.” Needless to say, those “improper” methods referred to have all but disappeared in smart companies. However, due to the lack of knowledge of some human resource personnel when it comes to things like criminal records, credit reports, and driving histories, some have fallen prey to those who would sell them “employment screening” at the touch of a button. As you will see later, this can pose a big problem.
Why do you need to know this simplified history? Simple – not all companies evolve equally, and in order to understand whether or not you are going to get your pilot program of employment screening to fly, you need to know where the exposure for negligent hiring will rest in the scheme of things. Talk about inner conflict – try to become thoroughly knowledgeable in e
Method 1: Client base Saturation - When looking for new business, your current clients are always your BEST prospects! The focus of this approach is developing all client relationships to their maximum potential - helping them in every way possible and, in the process, laying a stronger foundation for their ongoing referrals.Method 2: Refined Referral Building - Stronger client relationships should naturally lead to more and better referrals - but you need to know when and how to ask for them! This method focuses on securing high-level introductions into companies with whom your existing clients have relationships.Method 3: Professional Interpersonal Networking - Every day, human development professionals cross paths with millions of dollars in opportunities, yet allow the vast majority of those opportunities to pass them by. Why? They don't know how to transform virtually any social or business function into a lead generation event for themselves. Whether the event is as structured as an association meeting or a chamber of commerce mixer - or as casual as a church social or workout at the gym -having skills that allow yo
This responsibility typically stayed in the security department until about the late 1970s, when what are now called human resources departments saw the need to get in the loop for what was to become “employment screening.” Needless to say, those “improper” methods referred to have all but disappeared in smart companies. However, due to the lack of knowledge of some human resource personnel when it comes to things like criminal records, credit reports, and driving histories, some have fallen prey to those who would sell them “employment screening” at the touch of a button. As you will see later, this can pose a big problem.
Why do you need to know this simplified history? Simple – not all companies evolve equally, and in order to understand whether or not you are going to get your pilot program of employment screening to fly, you need to know where the exposure for negligent hiring will rest in the scheme of things. Talk about inner conflict – try to become thoroughly knowledgeable in e
An accountant can be more than just a person who prepares the accounts and talks to the taxman for you.Over time you will find that your accountant can become a valued business advisor. Remember that they are dealing with a spectrum of local businesses of various types.A natural by-product of this is that they will have: Many contacts – some probably very relevant to your own business Dealings with the local bank managers and a good idea of what they expect for applications such as financing in particular, the style of business plan they like to see presented to them The respect of other local organisations particularly banks and other professionals that will reflect well on your business A lot of experience in dealing with the local tax office and regulatory bodies Professional qualificationsI can’t stress enough that if you want to have a solid, long term, happy working relationship then you should always use a qualified accountant.You will of course always be able to find other cheaper alternatives but consider this: Do they have enough exper
This responsibility typically stayed in the security department until about the late 1970s, when what are now called human resources departments saw the need to get in the loop for what was to become “employment screening.” Needless to say, those “improper” methods referred to have all but disappeared in smart companies. However, due to the lack of knowledge of some human resource personnel when it comes to things like criminal records, credit reports, and driving histories, some have fallen prey to those who would sell them “employment screening” at the touch of a button. As you will see later, this can pose a big problem.
Why do you need to know this simplified history? Simple – not all companies evolve equally, and in order to understand whether or not you are going to get your pilot program of employment screening to fly, you need to know where the exposure for negligent hiring will rest in the scheme of things. Talk about inner conflict – try to become thoroughly knowledgeable in e
Two of the many interview questions that crop up regularly have been going around in my head just recently. These are the ones that could be just like walking into a man-trap if you are not really careful. They sound almost innocuous and really quite so straightforward that you might just jump straight in with your answer. However if you do, you might not spot the concealed trap until it's too late.It is true that most interviewers are too busy to play games with you, but every now and then up pops one of these questions and delivers the knock-out blow.What are these questions and why do I call them my favourite interview questions?Well most of the regular interview questions - most interviewers ask about twenty questions - demand some thought and a straight answer based on your skill or experience whereas these two seem to come in from left field and are more devious. Instead of a straight answer what they want is an opinion which is always more difficult to judge and therefore much easier to get it wrong.So let's take a look at how you can deal with these two favourite interview questions:1. "If I asked
Why do you need to know this simplified history? Simple – not all companies evolve equally, and in order to understand whether or not you are going to get your pilot program of employment screening to fly, you need to know where the exposure for negligent hiring will rest in the scheme of things. Talk about inner conflict – try to become thoroughly knowledgeable in either the security or human resources area, let alone both! These are two disciplines, which may rarely see eye to eye on anything.
But you are going to have to know both equally well if you re charged with spearheading the drive to get your company’s management to commit to a competent policy of factually screening employment candidates, regardless of your position. In this era of “political correctness” we are often reminded that, more often than not, something cannot be “right” or “wrong” because of the judgmental connotations those words convey. Employment screening is not immune to this distinction, but as well all know, facts are facts, and vent the best con artist can’t dispute them. This is why you must be thorough in conducting a background check.
This article will not address drug testing, psychological testing referencing, or verification work, as these areas do not yet have as many legal implications surrounding them, and most employers have their own methods which are about as unique as fingerprints. However, the following recommendations are suggested for a comprehensive screening program.
Three “Must Knows”
You must know the person’s true identity by obtaining positive candidate identification. Major recent studies have shown that as much as 20% to 30% of the population maintains undisclosed aliases or AKAs. This is critical, since checking a wrong name for criminal convictions will yield a “no record” response almost every time. There are many ways that an identity can be verified and cross-checked without breaking the law. These are usually proprietary to the vendor, but can include social security number traces, driver’s license number checks, address-telephone verifications, and a myriad of other attainable bits of research.
You must grasp the person’s responsibility attitudes. This is usually best determined by a person’s payment attitudes (credit history and driving history. Beware! One argument that is encountered against running credit reports is that “minorities have it tou
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