Tag Archives: job seekers

Clearing up myths about background checks

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With the use of background checks increasingly in the news, employees and job seekers across all industries are becoming more wary of what details about their personal and professional histories are being researched, reviewed and used against them during the hiring process.

The vast majority of employers use fair, unbiased measures to help them determine the best applicant for a particular job. But that doesn’t mean there aren’t a slew of misconceptions out there regarding employment screening. Here are a few of the most common misconceptions, which all employers should be aware of as you journey through the hiring process.

Myth 1: Background check policies are the biggest reason the unemployment rate is so high. This is untrue. Background checks do keep the occasional applicant from securing the job, but background check policies are put in place to ensure the best applicants are hired and retained. The goal is to hire, not to keep a position unfilled.

Myth 2: If you have a criminal record, you won’t be hired. While having a criminal record could pose some difficulties during the hiring process, that depends on how long ago the crime was committed, the nature of the conviction, among other things. According to one survey, less than 10 percent of applicants with criminal records are denied employment.

Myth 3: Employers factor in your credit score when deciding whether or not to hire you. Not true in most cases. Credit checks are typically done when the job in question involves handling money and keeping track of finances. Even so, most employers use what’s called an Employment Credit Report, which does not include a credit score.

Myth 4:  Applicants aren’t given a chance to correct or argue findings. Actually, by law employers are required to give job applicants a copy of their background check and allow them to clear up any misinformation.

As with most areas of business, communication is key. Make sure your policies are clearly stated, and strictly followed. And give prospective employees the chance to clear up any misinformation that might have been uncovered during the process.

Report shows 110,000 new private-sector jobs were created in September

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Good news for employers and job seekers: According to October’s National Employment Report, employment in the private sector jumped by 110,000 jobs from September 2011 to October 2011. Even better news: The estimated increase in employment from August 2011 to September 2011 was revised, up to 116,000 jobs from the initially reported 91,000 jobs.

If the trend continues, one could infer that the country is indeed turning a corner, back from the brink of economic disaster, with the slow trickle of new jobs easing the drought we’ve been suffering through for the last few years.

The report, sponsored by leading U.S. payroll service provider ADP and maintained by economic consulting firm Macroeconomic Advisers, LLC – measures the change in total nonfarm private employment each month. Highlights from October’s report include:

• Total employment increased by 110,000 jobs from September to October.

• Small businesses (payrolls with 1-49 employees) increased by 58,000 jobs from September to October.

• Medium businesses (payrolls with 50-499 employees) increased by 53,000 jobs from September to October.

• Large businesses (payrolls with more than 499 employees) decreased by 1,000 jobs from September to October.

More small and medium sized businesses opening their doors to job seekers — some who have no doubt been on the unemployment line for some time — is a good thing, but employers can’t be too careful about the new investments they’re making in their workforce. Be sure to contract with an employment screening service to conduct a thorough background check on every prospective employee. If you want business to continue to get better, you need to protect your investments and make wise, informed decisions regarding new employees.

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Is It Legal to Deny Smokers Employment?

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If you’re looking for a job AND you’ve been looking for a reason to kick that smoking habit, you just found it.

 

From the press wires comes a story from Toledo, Ohio, of the ProMedica Health System which has announced that, starting on January 1, 2011, it will no longer hire any smokers*.  (*This includes all tobacco use, including chew.)

 

So how will ProMedica Health System know if a candidate is lying?  They’ll be conducting a pre-employment screening that includes indications of tobacco use.  Basically, if a person fails the pre-employment screening, he or she will be banned from applying to the company for 90 days.

 

Of course, many job seekers are asking the question:  Is this type of pre-employment screening legal?

 

The answer, as you might suspect, is “Yes”.

 

ProMedica Health System isn’t the first organization to go this route, either.  Other health care systems have set the standards and have successfully been able to employ only non-smokers. 

 

As for those who are currently working for ProMedica Health System, they are exempt from screenings of any kind and may still use tobacco.

 

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Warning to Job Seekers: Pay Your Bills!

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The job market has changed dramatically and that means job seekers have to pay more attention to the way they appear to potential employers than ever before.  They have to dress smarter, have more substantial resumes, be more flexible with employment options and, on top of everything else, keep their credit scores as high as possible.

That last item seems to be difficult for many job hunters, as they’re struggling to pay their bills.  But, like it or not, it’s critical for employee wanna-bes to keep up with their creditors lest they lose a coveted position because of a shoddy credit report.

Of course, some employees a) don’t know this fact and/or b) don’t care about it.  But they should make no mistake — more and more companies are including credit reports as part of their standard new hire background check procedures.

So what should job hunters do?  First, they can get a copy of their credit scores and reports (for free) to make sure they’re in order.  Next, if there are any red flags, they can tell a potential employer upfront so the employer isn’t surprised by the credit report.  Finally, they can aim to increase their credit score by paying bills on time or even working with a financial counselor who can assist them in upping their report.

Above all else, though, job seekers need to realize that how they handle their finances at home could greatly affect whether or not they’ll be offered a job.

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    • Background Screening — It’s a Matter of How Much, Not Should We

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    In today’s über-competitive employment market, it’s becoming increasingly tempting for job seekers to “fib” on their resumes and during interviews.  Though such lying has always occurred, it’s definitely on the increase as individuals who have been without placement for long periods of time become desperate.

    In that kind of environment, you as a business owner or manager can’t afford to ask if you should background screen all potential new-hires; instead, you have to ask how much screening is necessary for each position.

    For instance, if you are planning to hire someone for a role within your company that doesn’t involve dealing with money, you’ll want to get different background checks than you will for your VP of Finance.  If you’re not sure which background checks are right for you, take this quick Q&A to find out.

    The economic uncertainty of today has changed the playing field.  Protect your assets with background screening.

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    • Legitimate Employers Don’t Ask for Background Screenings Upfront

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    No wonder so many job candidates don’t want to submit to background screenings; after all, there are plenty of scammers out there who try to get applicants to give them personal information before an interview has even taken place!

    It’s important for all job seekers to realize that legitimate employers never ask for background screenings as part of the initial vetting process.  It wouldn’t make sense (or “cents”.)  Instead, legit companies wait until they have someone they’d like to hire, at which point they initiate a background check on that individual.

    If you’re looking for new employment, never give out your information (e.g., social security number, bank account data, home address) until you and the prospective employer are in negotiations for your placement.  Otherwise, you’re probably taking a huge risk.

    Yes, Virginia, a Bad Credit Report Can Cost You That Job

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    coin-wrappersMany job seekers spend oodles of time cleaning up their resumes, polishing their interviewing skills and even hiring consultants to help them dress the “right” way.  But many would never think to make certain their credit reports are sound.

    Make no mistake about it — with the dearth of jobs and the glut of employment seekers has come an increase in the number of employers who are not only doing background checks on potential employees but are also looking into their credit reports.

    The process is nothing new; in fact, many companies were doing this long before the recession took hold.  However, more and more businesses are asking the question:  “If this job hunter can’t keep his/her own financial house in order, how can he/she do so on behalf of our organization?”

    So what is a consumer to do?  First and foremost, get that credit report score up quickly and sensibly.  Pay down debts.  Write checks on time.  Take out a part-time job to pay down creditors. 

    After all, a lucrative full-time job offer could hinge on the number spewed forth from any of the top three credit reporting entities.

    How to “Recession-Proof” Your Job Interview and Hiring Processes

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    tn_lonedockIt’s a sad truth, but during a recession such as the one America has been experiencing, many job seekers take a decidedly-unethical step.  What is it?  Quite simply, they decide to falsify their resumes and references in order to get a position.

    Don’t assume this only happens in “some” sectors, either.  It happens in all industries, in all environments and in every generation bracket (yep, even Boomers sometimes lie about their credentials.)  The only way to make certain that a potential employee is on the up-and-up is to thoroughly background check his or her information.

    Though it might be possible to background check from your offices, it’s a time-consuming process.  And if your HR department (if you even have one) can’t devote hours on the task, it makes much more sense to outsource the responsibility.  That way, you can do what you do best and the background screening company can do what they do best.

    In the end, you’ll be left with peace of mind when you make the job offer.