Are you sure all your background check protocols are being followed?

If your company has an established employment screening process in place, are you sure it’s being followed? Are all the managers responsible for completing the various screening reports fully trained in the process? Are they being held accountable for those protocols being followed for every single prospective or current employee under their command?

A story out of Jacksonville, Fla., illustrates the importance of not just having background check protocols in place, but following through with them, thoroughly and timely, in every instance. Three employees of the Jacksonville Transportation Authority recently lost their jobs after an investigation showed they weren’t doing their due vigrx oil at health food store diligence during the screening process.

The investigation showed some JTA bus drivers behind the wheel despite the fact that they had been cited in the past for driving without a license. Others had previous arrests for violent crimes. And some of those incidents happened to drivers while they were employed at JTA.

It’s good practice to ensure your employees are following not just basic standards for background screening, but adhering to every type of background check, as often as your company demands, for every eligible employee or prospective employee. Don’t let anyone fall through the cracks.

 

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Employment Screening Should Be As Dynamic As Your Work Force

The business world today is a dynamic place where professionals with multiple specialties are called upon in enterprising ways to get many jobs done. What this means for employers is that a pre-employment background check can no longer be a cookie-cutter operation, the same simple reports generated for every individual in every instance.

On the contrary, employment screening needs to be as dynamic as the workforce you’re checking up on. Gone are the days of hgh human growth running someone’s name in a national database looking for a criminal history. Today companies check social media sites, credit scores, and a host of other information outlets to get the big picture on a potential (or current) employee’s strengths, weaknesses, history and potential.

When you’re looking for a reputable pre-employment screening service, make sure the company with whom you contract is as dynamic as the labor pool you’re drawing from.

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More Jobs Require Background Checks

You may be surprised to learn that more and more employers are requiring background checks of their employees, even if those workers are in consultant, temporary or part-time positions.

What are some of these jobs that, years ago, wouldn’t have required a background check?  Take a gander:

  • Piano and voice teachers (part-time, as needed)
  • Dishwashers
  • Call center workers (outbound and inbound)
  • Cooks
  • Servers and bartenders
  • Welders
  • Dog groomers
  • Plumbers and electricians
  • Janitors
  • Recycling center employees
  • Chaplains
  • Computer technicians Viagra
  • And more

What does this tell us?  First of all, more employers are getting the picture that background checks are an important part of doing business in the 21st century.  And secondly, workers need to be prepared to undergo background screening for practically any job they apply.

We’d like to hear more from you…  What jobs have required you to undergo a background check?  Were you surprised that you had to be screened in this manner?

Background Checks Ferret Out Those Who Use “Diploma Mills”

If you’re an employer and you’re not familiar with the term “diploma mill“, you should be.  Diploma mills are made-up educational institutions where individuals can essentially pay for a copy of a diploma that looks real.  Thus, when they apply for jobs, they can say they have a BA, BS, MBA… even JD.  Fortunately, background checks can and do ferret out such deceptions.

Don’t think you can simply “tell” who is apt to use a diploma mill, either; there are plenty of out-of-work men and women these days due to the economic downturn.  And desperation can sometimes lead to unethical behavior.  That’s one of the reasons that it’s absolutely critical for all potential employees to be expected to undergo a comprehensive background check.

Again, it’s just one more way that you can protect your employees, customers, vendors and, if applicable, volunteers from persons who should not be representing your business.

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  • Do You Background Check for Every Position?

    There’s a philosophy among some business owners (and even HR managers) that not every job requires a background check.  After all, the theory goes, some people’s jobs lead them to have very little access to money, equipment, customers, etc.  So are background checks really necessary in those cases?

    While it’s an interesting question, we’d have to say that the ultimate answer is “yes”. 

    Why?  Check out these three big reasons:

    → Any employee is YOUR organization’s employee.  So if he/she does something and it hits the press, your company will be associated with the criminal activity.

    → The employee may someday be promoted.  And background checks aren’t usually performed every time someone receives a promotion.  In the end, you could wind up with a supervisor or manager who shouldn’t be in his/her role because of a past record.

    → Just because you think the worker will not have access to certain things doesn’t mean that’s the case.  Never underestimate someone who wants to do something.  Human ingenuity can be used for both good and nefarious purposes.

    Our ultimate recommendation for businesses of all sizes?  Always background check everyone before bringing them on… or risk the consequences.

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  • 5 Low-Cost Ways to Ensure Your Hiring Processes are Solid

    Are your hiring processes up to par?If you haven’t been happy with the way your company finds, screens and retains new employees, try these 5 low-cost ways to ensure that you’re getting the right people.

    1. Shorten Your Hiring Cycle

    Studies have shown that, for certain jobs (such as those in sales and customer service), the longer your hiring cycle, the lower your chances of snagging the best people for the job. This doesn’t mean you should rush through your hiring processes, of course, but if you have unnecessary lag time, it’s a good idea to identify and eliminate it.

    2. Pick Background Screening Packages That Make Sense

    It doesn’t make sense for you to background screen every position the exact same way. If you’re currently performing the same checks on every new person that walks through the door, you’re spending money needlessly. (FYI – Click here for a fast way to determine what kind of background screening each employee needs.)

    3. Teach Your Managers How to Interview

    Can this be stressed enough? It’s critical that everyone in your company understand the most efficient ways to determine if a job candidate is worth pursuing. In fact, you may even want to hold a class on how to read a resume (or CV). Don’t assume that managers have these skills already; many of them have never had any education in this area.

    4. Ask Current Employees about Their Hiring Experience with Your Company

    Check around and see how current employees felt about the way they were hired by your organization. Did they feel it was professionally handled? Were they bothered by any aspect of it? What would they suggest changing? (You may want to position this as an anonymous questionnaire to elicit genuine responses.)

    5. Put a System (or Systems) into Place

    If you don’t have a hiring system in place, it’s time to start. Your hiring system doesn’t have to be complicated, either. It’s just a step-by-step explanation of how you go about getting from the “we’re looking for a person” phase to the “welcome aboard” phase.

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  • Talk about Background Checks During Interviews

    Do you have a policy of background checking your best applicants before they are offered jobs?  If so, you’ll want to mention this fact in your interviews.

    What does bringing up the subject do?  First and foremost, it allows any applicant to “come clean” about something not-so-great on their records.  All you have to do is ask if there’s anything you’re likely to find.  Because the applicant realizes you’re serious, he or she may be more apt to tell you about a criminal record, bad credit, etc.

    Although talking about background checks during the interview process certainly won’t make every interviewee “fess up”, it can be a good way to help you weed out the wheat from the chaff. 

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  • Applicants Who Lie, part II – Jobs Held

    You’re browsing through the resume of a potential applicant and he/she looks pretty impressive on paper.  There are a number of management positions and responsibilities that he/she has held, and that’s exactly what you need for your position.  So you give him/her a call and offer a face-to-face meeting.

    The interview goes supremely well, but because you know it’s critical, you perform a thorough background check that includes calling past employers, just for good measure. 

    And then you find out the truth — that your “wonderful” job applicant lied.

    It’s not a new scenario, and it’s not relegated to any one profession.  Lawyers, executives, salespersons, engineers can all be part of the mix.  Because many employers only conduct precursory background checks, job applicants truly believe they can “get away with” their deceptions.  (Many do!)

    And as the number of jobs dwindles compares to the number of job hunters looking for positions grows, it’s happening with a greater frequency.  That’s why every company needs to be extremely focused on background screening.  Now, more than ever, it’s one of the best ways to protect an organization.

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