Tag Archives: No Doubt

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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Contractors Who Work At Schools, Health Care Facilities Should Undergo Background Checks

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Employment background screening has been standard protocol for all schools, day care centers, nursing homes and other facilities and businesses that care for and supervise children, the aged and the sick. If you are involved in the school system or in health care, you are no doubt well aware of the policies and procedures necessary when hiring someone. They include a thorough background check, including a criminal background screening and drug testing.

But businesses outside those two categories — health care and education/child care — are increasingly finding themselves in the position of having the backgrounds of their employees called into question when working for or even near schools and health care facilities. For example, a new piece of legislation in Delaware, if passed, would require all employees of contractors and subcontractors working on school premises to undergo a criminal background check and a child protection registry check.

If a contract your company wins means your employees will be working near students or other vulnerable people, chances are they’re going to need to undergo a criminal background screening. It’s best to have such records on file from the start, which is why pre-employment screening is so important for businesses across all industries.

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When Should You Bring Up Background Checks with Applicants?

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In today’s competitive business environment, most employers will want to conduct background checks on their potential hires. It’s the best way for them to avoid unwelcome surprises, to ensure that applicants are who they say they are and that they possess the skills needed to do the job. Each time a company hires the wrong employee, it wastes time and money.

But there’s more to it than that. Prospective employees have rights, and smart businesses will be careful so they will know what is permitted as well as how best to go about doing a background check in a way that is both fair and legal. It’s just a smart business procedure.

Potential employers will limit their inquiries to matters that affect job performance, and ask applicants for separate written permission to conduct background checks so everyone is singing from the same song book.

Regulations can vary from state to state, so it’s always wise for a business owner to run the fine print past a lawyer and use best practices. Most human resource specialists recommend being open and honest about the process, and about what information might be accessed during the investigation, so any potential employee is given the opportunity to withdraw his or her application.

There’s no doubt that background checks are delicate matters that can create problems later on for a business if a disgruntled applicant or employee feels they’ve been unfairly targeted. That’s why it’s best to deal with the process in a tactful, but honest and forthright manner.

Church Volunteers May Need Background Checks, Too

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It’s been called a “nuisance” and an “outrage” by some people and a “godsend” and “good thing” from others.  However, there’s no doubt that performing background checks (even if it’s just handled through fingerprinting) on church volunteers does provide more than a small measure of protection for the members of any house of worship.

Though some folks are quick to assume that background checks keep people from volunteering at religious centers, there’s no hard data to back that fact.  Actually, it seems that having background checked volunteers gives a church an excellent way to encourage members to allow volunteers to watch children, help out with the nursery, etc.

Do church workers need the most comprehensive background checks available?  Perhaps not.  But even a simple one will let the religious institute’s powers-that-be find out quickly if someone should be working with children or others who could be vulnerable. 

In the end, it’s a sign of the times, but it’s also an incredible opportunity for churches to step up to the plate and prove that they are serious about keeping their flocks secure.