tag:blogger.com,1999:blog-44209419926909716652024-03-05T13:13:11.089-08:00The Screening Source BlogThe Screening Sourcehttp://www.blogger.com/profile/00901317808909091664noreply@blogger.comBlogger25125tag:blogger.com,1999:blog-4420941992690971665.post-54249766205229149862018-01-23T06:53:00.001-08:002019-03-19T12:44:27.399-07:00Now Hiring: A Great Culture Fit!<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEi268kUtGez5bBzRsuQ3vNQFj2w-umoHxG4bP92cgYwbIPjqxNDL-XtwKc0znmVdxWRGsIfd1s77H_wOyMCRIntHPK1ASFPtU60mn91mE5Hugh9vDJoHyhHiogVzhhW0zZwDEUxYy2bvkc/s1600/AdobeStock_29384445.jpeg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="1043" data-original-width="1600" height="208" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEi268kUtGez5bBzRsuQ3vNQFj2w-umoHxG4bP92cgYwbIPjqxNDL-XtwKc0znmVdxWRGsIfd1s77H_wOyMCRIntHPK1ASFPtU60mn91mE5Hugh9vDJoHyhHiogVzhhW0zZwDEUxYy2bvkc/s320/AdobeStock_29384445.jpeg" width="320" /></a></div>
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<a href="http://www.thescreeningsource.com/" target="_blank">The Screening Source, LLC.</a></div>
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Candidates choosing between several job offers often base their decision on multiple factors. Salary, benefits, and location are among the most obvious, but company culture also plays an important role. When you are trying to attract the best talent, it can tip the balance in your favor and serve as compensation if you are not able to offer the highest salary.</div>
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If you want to entice talented applicants, , you first need to have a thorough understanding of what your company culture is. Important factors include company goals and values, work environment (both literal and social), pace of work, and development or advancement opportunities.</div>
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Don’t lie about your company culture in order to attract candidates. You want employees who share your overall goals and attitudes. Scoring a big name or someone with an impressive resume by misrepresenting your business will leave you with an unhappy and potentially very expensive employee.</div>
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If you are interested in particular candidates or are in the midst of hiring, you can advertise your company culture directly to your prospective employees. However, there are several ways to give this knowledge to the public and potentially attract even more qualified and compatible candidates.</div>
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Here are few ways you can spread the word about your company and all that is has to offer:</div>
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<a href="http://www.glassdoor.com/" style="box-sizing: border-box; color: #6190a2; text-decoration-line: none;"><span style="box-sizing: border-box; font-weight: 700;">Glassdoor.com</span></a></div>
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Is the next big thing in candidate intelligence. Think of Yelp for candidates. As unemployment rates drop and wage competition rises having a powerful statement about your culture disseminated by real team members is key. Make sure your company is encouraging team members to leave honest feedback about their experience on Glassdoor.com. If you are worried about poor reviews then you should consider finding out why. The bottom line is the dissenters are always more likely to post on these sites and the happiest need a little nudging. For smaller organizations this is a great way to make a big impact on your recruiting efforts.</div>
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<span style="box-sizing: border-box; font-weight: 700;">Your website</span></div>
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Use your website to highlight your company’s culture. You may want to have a page specifically covering the topic or simply include statements from leading individuals and employees. These should be related to your company’s mission or to the work environment you strive for. Appropriate images, including pictures of employees, can add a sense of sincerity and help convey your message.</div>
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<span style="box-sizing: border-box; font-weight: 700;">Videos and social media</span></div>
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Once thought of as an essentially personal and somewhat frivolous platform,, <a href="https://www.preemploymentassessments.com/social-media-recruiting-strategy/" style="box-sizing: border-box; color: #6190a2; text-decoration-line: none;">social media</a> is now used by every top company. Even users who don’t engage with you regularly will see your company name more often. Social media presents an opportunity to reach a greater audience and advertise your company culture in a way that may lead candidates to seek you out. Share photos or give employees a chance to participate, by posting their favorite things about working at your company.</div>
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Similarly, short videos can allow you to promote your company and its culture in a more visually engaging way. Videos could be strictly informative, feature interviews with employees, or showcase a company event.</div>
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<span style="box-sizing: border-box; font-weight: 700;">Job postings</span></div>
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Take advantage of job postings and include some brief notes about your business, such as a mission statement. However, if you want to highlight company culture, ensure that you actually do so. Simply stating that you aim to be #1 in your industry won’t distinguish you from competitors. Instead, mention that your organization is team-oriented or a place to compete and stand out, if constant innovation is your focus or if you keep clients by staying loyal to your traditions.</div>
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<span style="box-sizing: border-box; font-weight: 700;">Job fairs and other events</span></div>
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Job fairs and community events are a great chance to let potential hires learn about your company culture. It presents an opportunity to talk with potential candidates who want to submit their resumes without having to go through an interview. Those who attend on behalf of your company will be able to present image and answer questions, filtering out people who may be incompatible before the hiring process begins. Having non HR employees at these events can allow potential candidates ask everyday employees about the day in a life at some at your company.</div>
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<span style="box-sizing: border-box; font-weight: 700;">Recruiters</span></div>
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If you use outside recruiters, give them the information they need to know to answer candidates’ basic questions about your company culture. They may also be able to identify better applicants if they are aware of your organization’s style and goals.</div>
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Advertising your company culture can increase the likelihood of a talented and desirable candidate choosing your business. It can also improve the chances that the type of employees you are looking for will come to you, allowing you better options when it comes to choosing your next hire.</div>
Anonymoushttp://www.blogger.com/profile/14327259853121784482noreply@blogger.com0tag:blogger.com,1999:blog-4420941992690971665.post-58144401320477145992017-12-05T08:57:00.000-08:002019-03-19T12:45:50.388-07:00The Problem with a Slow Hiring Process<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiyF5Co-v6UObLTeB24XLb6Sb6F1kpA6rckHqe9jLDtLgEE_Reo3kuQQiSviKmtMWhqhiRk28qOyCQsHgofDfWmGu6Lbc9SQ1crqPccg1gmIbghMvK8TbiSGLz2XwUbWvqWQhyQViNagRs/s1600/AdobeStock_77243325.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="768" data-original-width="1152" height="213" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiyF5Co-v6UObLTeB24XLb6Sb6F1kpA6rckHqe9jLDtLgEE_Reo3kuQQiSviKmtMWhqhiRk28qOyCQsHgofDfWmGu6Lbc9SQ1crqPccg1gmIbghMvK8TbiSGLz2XwUbWvqWQhyQViNagRs/s320/AdobeStock_77243325.jpg" width="320" /></a></div>
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<a href="http://www.cbsnews.com/news/why-is-the-hiring-process-so-slow/" style="background-color: transparent; box-sizing: border-box; color: #00457c; outline: 0px; text-decoration-line: none; transition-duration: 0.3s; transition-property: background-color, box-shadow, border, color, opacity, transform;">Many factors</a> affect the speed of the hiring process. Not all are in your control; everyone knows how suddenly we can get sidetracked.</div>
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It is important to do all you can to keep an efficient pace. There is no exact number of weeks that suits every opening or company, but you must <a href="http://www.ere.net/2014/04/21/the-top-12-reasons-why-slow-hiring-severely-damages-recruiting-and-business-results/" style="background-color: transparent; box-sizing: border-box; color: #00457c; outline: 0px; text-decoration-line: none; transition-duration: 0.3s; transition-property: background-color, box-shadow, border, color, opacity, transform;">avoid excessively slow hiring</a>. Only emergencies and hunts for executive-level positions should stretch past the two month mark.</div>
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<strong style="box-sizing: border-box;">Why A Slow Hiring Process Is Problematic</strong></div>
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Slow hires can be as damaging as hires made in desperation at break-neck speed. Here’s why:</div>
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<li style="box-sizing: border-box; margin: 0px 0px 0.5rem;"><strong style="box-sizing: border-box;">You can lose top candidates.</strong> The best people, particularly for highly skilled positions, are going to have a shot at quite a few jobs. If you drag out the process, you risk losing them to a competitor or to simple frustration. This has long-term consequences for your profits. You are also risking your reputation with future industry players.</li>
<li style="box-sizing: border-box; margin: 0px 0px 0.5rem;"><strong style="box-sizing: border-box;">Remaining candidates are less desirable.</strong> Not only will you lose highly skilled, in-demand people, but you will lose good candidates for lower level jobs as well. They are even more likely to be applying to multiple positions and even more likely to accept an offer they get – and forget about yours.</li>
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Some employers think a slow hiring process means a better result. After all, you have more time to go over everything carefully. Know that your best candidates may drop out of the process before you have a chance to hire them.</div>
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<li style="box-sizing: border-box; margin: 0px 0px 0.5rem;"><strong style="box-sizing: border-box;">Your employees and productivity may suffer.</strong> You may not think it’s a huge deal for the project team to be down by one or for your receptionist to take extra calls. However, these things do have a negative effect on the performance of employees forced to shoulder extra duties.</li>
<li style="box-sizing: border-box; margin: 0px 0px 0.5rem;"><strong style="box-sizing: border-box;">You incur more hiring costs.</strong> More interviews, more meetings, more phone calls, more tests, more travel. It’s going to add up, even if you are not constantly engaged with the hiring process. Make hiring a priority and prepare properly so you get the most information possible out of interviews and assessments.</li>
<li style="box-sizing: border-box; margin: 0px 0px 0.5rem;"><strong style="box-sizing: border-box;">You lose immediate revenue.</strong> If the position is vacant, it’s obvious you lose revenue associated with the role. You also lose revenue due to the decreased productivity of other workers. In addition, you may be unable to take on more clients or customers, causing them to use other businesses. This leads to significant long-term revenue cost.</li>
<li style="box-sizing: border-box; margin: 0px 0px 0.5rem;"><strong style="box-sizing: border-box;">Your <a href="https://www.preemploymentassessments.com/employer-brand-building" style="background-color: transparent; box-sizing: border-box; color: #00457c; outline: 0px; text-decoration-line: none; transition-duration: 0.3s; transition-property: background-color, box-shadow, border, color, opacity, transform;">reputation </a>may suffer.</strong> You may strike candidates as unprofessional. In addition, you might be slower at returning phone calls, finishing up that contract, seeing those patients – depending on the position, you’re making the customers and clients you depend on wait. Don’t risk your reputation.</li>
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Slow hiring is harmful, but don’t rush through the process too quickly. Speed can lead to bad hires – forcing you to go through the process again – and creates an unnecessary need for extra interviews and time. Get the most out of interviews and resume reviews the first time and avoid the risks of slow hiring.</div>
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<a href="https://thescreeningsource.com/" target="_blank">The Screening Source, LLC. </a></div>
Anonymoushttp://www.blogger.com/profile/14327259853121784482noreply@blogger.com0tag:blogger.com,1999:blog-4420941992690971665.post-14277378330914083762017-11-27T10:49:00.000-08:002019-03-19T12:46:44.083-07:003 Tips to Help You Hire the Perfect Remote Candidates<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiIfIe2l4Og2V1R2x4r8OfzAefNNskeNR4oXgTUztzj5IirIkHoVvlJnrMKlOK6TM_kBFGKiNDczHV8g_ukYykFKn5QvlxTuHSWWQNC9xLQHngNszC8FoL60JqlkpbuRWEjZjG-X2qXIr4/s1600/AdobeStock_44643221.jpeg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="1067" data-original-width="1600" height="213" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiIfIe2l4Og2V1R2x4r8OfzAefNNskeNR4oXgTUztzj5IirIkHoVvlJnrMKlOK6TM_kBFGKiNDczHV8g_ukYykFKn5QvlxTuHSWWQNC9xLQHngNszC8FoL60JqlkpbuRWEjZjG-X2qXIr4/s320/AdobeStock_44643221.jpeg" width="320" /></a></div>
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<a href="https://thescreeningsource.com/" target="_blank">The Screening Source, LLC.</a></div>
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If you’re hiring an employee for a work from home position, there’s a good chance you’ll be conducting the interview remotely, as well. Often, this means a phone interview, but sometimes it can mean an interview over Skype, or a flight into town to meet the whole team. Since you can’t rely on body language cues the way you might in an in-person interview, how can you make sure you’re hiring the right person?</div>
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Here are three tips to help you choose the best candidate for your remote job:</div>
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<li style="box-sizing: border-box; margin: 0px 0px 0.5rem;"><strong style="box-sizing: border-box;">Hire a Great Communicator</strong></li>
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If the person you’re interviewing has a difficult time expressing him or herself at the beginning, it will be bad news further down the road. Because all later communication will be done via email, phone, chat, or another tech, it’s vital that your <a href="https://www.upwork.com/hiring/startup/4-traits-hiring-remote-workers/" style="background-color: transparent; box-sizing: border-box; color: #00457c; outline: 0px; text-decoration-line: none; transition-duration: 0.3s; transition-property: background-color, box-shadow, border, color, opacity, transform;">candidate can communicate online</a>. He or she needs to have a good handle on proper netiquette, plus have the ability to establish thoughts, ideas, and handle conflict well if your team will be successful.</div>
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<li style="box-sizing: border-box; margin: 0px 0px 0.5rem;"><strong style="box-sizing: border-box;">Look for Somebody Who is Self-Motivated</strong></li>
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When one person struggles to stay on task, the whole team suffers. It’s important for bosses to <a href="https://surveyswonk.com/can-surveys-boost-staff-retention/" style="background-color: transparent; box-sizing: border-box; color: #00457c; outline: 0px; text-decoration-line: none; transition-duration: 0.3s; transition-property: background-color, box-shadow, border, color, opacity, transform;">conduct surveys to better understand morale</a> and gain an impression of where individual improvements can be made within your remote team. A candidate who can’t set his or her own work goals and deadlines and drive projects to completion is an employee whose poor work will cause other people’s quality of work to decline You’re looking for a candidate who has a proven track record of working from home successfully or successfully leading things like group projects.</div>
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<li style="box-sizing: border-box; margin: 0px 0px 0.5rem;"><strong style="box-sizing: border-box;">You Need a Digitally Proficient Candidate</strong></li>
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This is not a time to hire somebody who has trouble handling attachments or figuring out new coworking apps, simply because that person won’t have anyone nearby to show him or her what to do! Out of the gate, you’ll need somebody <a href="https://www.recruiter.com/i/5-qualities-to-look-for-when-hiring-remote-employees/" style="background-color: transparent; box-sizing: border-box; color: #00457c; outline: 0px; text-decoration-line: none; transition-duration: 0.3s; transition-property: background-color, box-shadow, border, color, opacity, transform;">who is comfortable and proficient</a> on the existing types of technology your company uses, and who won’t mind learning new systems. All the great communication skills in the world don’t help if your new work from home employee can’t figure out how to use the company’s chat feature!</div>
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Employees are clamoring to work remotely, which is great news for anyone hiring and looking for a high-quality candidate pool! Make sure to look for somebody who is a great communicator, self-motivated, and digitally proficient, and you’ll be well on your way to growing a great team.</div>
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Using pre-hire assessments that test for characteristics like motivation, self-confidence, focus, and other emotional intelligence traits will also help you narrow down which candidates are a fit for your remote team. Good luck!</div>
Anonymoushttp://www.blogger.com/profile/14327259853121784482noreply@blogger.com0tag:blogger.com,1999:blog-4420941992690971665.post-26630901808245123442017-11-16T12:14:00.000-08:002019-03-19T12:47:18.231-07:006 Ways to Handle Employee Resignation With Tact and Ease<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEi7m-TVtLdWnn7szFml8aXPfJxDDb-i5i-WbJvIZaRLguS9v1NSB8qhYGDJE4kQTgB31IabvZocLkmymBErMgat9vHx8OAfMuxP39zgQPdGGHo47NqtTAssZbWu-SMkUhY-2XjMghIJ8H0/s1600/05.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="560" data-original-width="1600" height="224" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEi7m-TVtLdWnn7szFml8aXPfJxDDb-i5i-WbJvIZaRLguS9v1NSB8qhYGDJE4kQTgB31IabvZocLkmymBErMgat9vHx8OAfMuxP39zgQPdGGHo47NqtTAssZbWu-SMkUhY-2XjMghIJ8H0/s640/05.jpg" width="640" /></a></div>
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It’s always a bummer for your company when one of your star employees makes the decision to pursue another opportunity. She’s a top performer in the sales department who always seems to be ahead of her game, zestfully trains the new hires, and regularly boosts office morale. Now what? After you move through the five stages of grief and come to terms with this new change, here are some topics to consider when a top employee resigns.</div>
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<strong style="box-sizing: border-box;">Don’t Worry</strong></div>
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There will be others! Break the news to your team in a diplomatic and respectful manner. Acknowledging the loss of your employee helps to begin the transition and allows everyone to process the change. Reassure your team that you will all manage the transition phase together in a way that is productive for everyone and the company.</div>
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<strong style="box-sizing: border-box;">Accept and Reflect</strong></div>
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Take this time to reflect on the impending change happening in your company and evaluate areas for further growth and opportunity. As a business leader, look toward this as a chance to build upon the key strengths of your other employees and communicate this as an experience in which positive movement can be drawn from.</div>
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<strong style="box-sizing: border-box;">Manage the Transition</strong></div>
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Transitions can be a challenge for a company when a top employee resigns. Who will take over Mr. Employee’s clients moving forward? What do we do with the existing open accounts that he’s working on? Who will bring donuts from now on?!</div>
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Typically a top employee will provide significant notice before departing and will take of closing out ongoing projects so as not to leave customers hanging. If this is <em style="box-sizing: border-box;">not</em> the case, you may have to attend to damage control with haste.</div>
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A great way to effectively manage the transition period is with collaboration amongst the team. Evaluate what’s most important and consider moving team members around to address the most pressing tasks. Take care not to overload a departing employee on the last two weeks of his job, instead have him help with his departure. You’ll also want to encourage him to work with his colleagues to manage taking over tasks that he’s got on the table.</div>
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<strong style="box-sizing: border-box;">Explore the Advantages of a Counteroffer</strong></div>
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A healthy counteroffer should be used to keep a top employee from resigning if the costs of him leaving outweigh allowing another employee to take over. While this is a very grey area that oftentimes comes down to salary negotiation, best practices in regards to counteroffers <a href="http://www.staffersinc.com/tag/counter-offer-best-practices/" style="background-color: transparent; box-sizing: border-box; color: #00457c; outline: 0px; text-decoration-line: none; transition-duration: 0.3s; transition-property: background-color, box-shadow, border, color, opacity, transform;">warn against</a> getting into a compensation tug of war and instead suggest focusing on the true wants and needs of the employee. Research shows, time and time again, that the main reason <a href="http://www.careercast.com/career-news/pros-and-cons-counteroffers" style="background-color: transparent; box-sizing: border-box; color: #00457c; outline: 0px; text-decoration-line: none; transition-duration: 0.3s; transition-property: background-color, box-shadow, border, color, opacity, transform;">employees leave</a> is for a better opportunity anyway, and not necessarily just an increase in pay, so why even go there.</div>
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<strong style="box-sizing: border-box;">Make Exit Interviews Standard Operating Procedure</strong></div>
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If you’ve developed a culture of communication within your organization, you probably can have an honest conversation with your employee about their reasons for leaving. Of course, if you’re one of the reasons your employee has decided to bail, this task is easier said than done! Make it a practice to include another distanced employee or supervisor as part of the exit interview to help elicit honest feedback.</div>
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Again, use this opportunity to hone in on the reasons for your employee’s intended departure and evaluate if you may be able to accommodate those wants and needs. Allow yourself to be open to suggestions and use what you learn moving forward. This can serve as a good time to re-evaluate roles and challenges in order to better forecast for the company’s continued growth.</div>
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<strong style="box-sizing: border-box;">Well Wishes</strong></div>
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Lastly, you want to make this time as positive of an experience for everyone as possible. Your top performer is likely excited about taking on new challenges, and while you and the team are sad to see him go, it’s best to maintain an air of respect and gratitude for the time spent together. Remember, you want an ambassador for your company, so don’t burn any bridges! You never know when your paths might cross again and this once top employee can serve as a catalyst for future business opportunity.</div>
Anonymoushttp://www.blogger.com/profile/14327259853121784482noreply@blogger.com0tag:blogger.com,1999:blog-4420941992690971665.post-47895020235055612212017-11-15T12:00:00.000-08:002019-03-19T12:48:24.816-07:008 Highlights of a Great Resume<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEicz0StrFrh_tWBUhtwMM8Q2DuoNbdUw5HGHU6iZ80BbiMEaZM1Q7Cik6Z6wlOSpbzfyiVDyB4Yi40sHEhiaRm1NVrTvea-bJ_eiudxEVdudl-Jif5epA1lH25D5mIAOCNHCqJKdggPepI/s1600/AdobeStock_124934009.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="768" data-original-width="1151" height="213" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEicz0StrFrh_tWBUhtwMM8Q2DuoNbdUw5HGHU6iZ80BbiMEaZM1Q7Cik6Z6wlOSpbzfyiVDyB4Yi40sHEhiaRm1NVrTvea-bJ_eiudxEVdudl-Jif5epA1lH25D5mIAOCNHCqJKdggPepI/s320/AdobeStock_124934009.jpg" width="320" /></a></div>
<strong><br /></strong>
<strong><a href="https://thescreeningsource.com/" target="_blank">The Screening Source, LLC.</a></strong><br />
<strong><br /></strong>
<strong>How You Know You’re Looking at a Stellar Resume?</strong><br />
Resumes are fun to read, aren’t they? But what makes a resume good? What makes a resume so good that you want to contact that person out of the sea of other resumes from eager and hopeful candidates?<br />
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<strong>Quantified Effort</strong><br />
Sure, you led a team and increased profits. But this other guy managed, trained, and coached a team of supervisors-in-training and increased quarterly profit margins from 25k to 45k in less than a year while also reducing costs by 30%. Pretty impressive, no?<br />
Candidates who are able to quantify their efforts help paint a clearer picture of their actual on-the-job effectiveness. While it sounds great that candidates are able to increase profit and lead a team, it sounds even better when you can actually get an idea of how much and how well they did this.<br />
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<strong>It’s Original and Interesting</strong><br />
Lots of candidates write down their interests or objective in their resume. There’s nothing worse than reading how much someone wants to “contribute to the company’s overall success” or “utilize my skills to help your company.” ZZzzzzZZ.<br />
Tell me about your pet kangaroo or how you’re the jalapeno popper eating champion in your hometown. Something original goes a lot further to describe your personality and what that might look like in the workplace than a generic description that sounds copy/pasted from a resume writing tutorial.<br />
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<strong>It’s In Reverse Chronological Order</strong><br />
The most important positions and projects should be listed first, as they’re the most relevant and pertinent to what a candidate has been up to recently. Resumes that list important positions starting from the earliest and ending with the most recent can be pretty confusing to follow, and that never makes a good first impression.<br />
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<strong>It Contains Pertinent Keywords</strong><br />
All recruiters know that a resume is only as good as its keywords. Important keywords are crucial to describing a specific role or set of tasks that candidates were/are responsible for in their previous or current position.<br />
If you’re searching for an engineer candidate, chances are your results will be flooded with various resumes with that keyword. Using specific keywords, such as “audio engineer” and experience with “architectural acoustics” and “electroacoustics” that can be found more easily and weeded out from the rest is key to good resume content.<br />
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<strong>Company Description</strong><br />
It can be very helpful when a candidate provides a brief description of the company or type of company they’ve worked for. Unless it’s Coca-Cola or McDonald’s, many hiring managers have never heard of “So-and-So Incorporated” and if this candidate was the VP of development, it leaves many to wonder what exactly he/she and company developed. When your candidate provides a (brief) description of the company or industry they’re in, this can provide some context from which they are coming and help in deciding if this person is an experience or culture fit.<br />
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<strong>Bullet Points</strong><br />
Let’s face it. A resume should be a breakdown of the most important tasks a candidate has performed or accomplished within a job. No one wants to read a 5 paragraph essay! <a href="http://www.salary.com/resume-bullet-points/">Bullet points</a> should be brief, listing important keywords and quantified accomplishments within the position to be most effective and have the greatest impact on a hiring manager.<br />
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<strong>White Space</strong><br />
Similar to using bullet points, utilizing white space is more of a cosmetic preference but does help the document flow. White space on a resume indicates that only the most important topics, bullet points, and positions are highlighted, and the information is to the point.<br />
Resumes should not be entirely full of text or pictures and should not be difficult to read or follow. Resumes should flow smoothly and transition nicely between positions and responsibilities.<br />
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<strong>No Objective, but Maybe an Executive Summary</strong><br />
Including an objective in a resume is almost redundant. It is assumed that the objective is to sway the hiring manager enough through the viewing of the resume to contact the candidate and offer an interview and then the position to which said the candidate has applied. Pretty obvious, right?<br />
An executive summary, on the other hand, can be a brief paragraph that highlights select accomplishments and responsibilities throughout the resume in one succinct fashion. This allows the reader to decide right from the beginning if they’re interested in reviewing the rest of the document.<br />
Resumes come in all shapes and sizes. You can be sure that you’re viewing a good resume when it contains enough important information (in bulleted form), with specific keywords and quantified accomplishments <em>and</em> still has some white space left on the page to ensure easy readability.Anonymoushttp://www.blogger.com/profile/14327259853121784482noreply@blogger.com0tag:blogger.com,1999:blog-4420941992690971665.post-87106222618582847802017-11-09T09:16:00.001-08:002019-03-19T12:49:10.347-07:00On Squirrels Crossing the Street and Assessment Testing<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjSRuhBeNtFAbIsrd2g55UU-0a2LeDGRbOxtnUADHgMhU4lQqRqoltv5YrxoKbhTITvOQ6g06ILSZc5pxhRANySr5xpzxzsbMJIY8t2yU4Ru4SdoESJCfLihJDk1dzDGwpzxFS3dux6MXE/s1600/AdobeStock_141993540.jpeg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="743" data-original-width="1600" height="148" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjSRuhBeNtFAbIsrd2g55UU-0a2LeDGRbOxtnUADHgMhU4lQqRqoltv5YrxoKbhTITvOQ6g06ILSZc5pxhRANySr5xpzxzsbMJIY8t2yU4Ru4SdoESJCfLihJDk1dzDGwpzxFS3dux6MXE/s320/AdobeStock_141993540.jpeg" width="320" /></a></div>
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<div style="background-color: white; box-sizing: border-box; font-family: "Open Sans", sans-serif; font-size: 18px; margin-bottom: 1.5rem;">
<a href="https://thescreeningsource.com/" target="_blank">The Screening Source</a></div>
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When it comes to hiring a new candidate, you have a lot of options. Assessment testing, for example, is one of those options. Testing candidates is a great way to assess your talent pool to further gather information about your candidates and make the most informed decision possible.</div>
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<strong style="box-sizing: border-box;">Choosing the Right Assessments for Your Company</strong></div>
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Choosing the right pre-employment assessments for your business will ultimately depend on the type of roles you are looking to fill and what you are looking to measure in your potential candidates.</div>
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Before selecting you pre-hire assessments, take an inventory. What are the most important skills, experiences, or aspects of the position? How are these things usually measured?</div>
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<strong style="box-sizing: border-box;">Ability Assessments</strong></div>
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Ability assessments are great when you want to know more about whether your candidates have a specific level of competence to manage a job or task. You might seek out information about a candidate’s people or interpersonal skills, communication skills, and <a href="https://www.preemploymentassessments.com/sales-skills-test" style="background-color: transparent; box-sizing: border-box; color: #00457c; outline: 0px; text-decoration-line: none; transition-duration: 0.3s; transition-property: background-color, box-shadow, border, color, opacity, transform;">sales</a> or management know-how.</div>
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Ability measures allow you to identify areas where your candidates excel and where there may be room for improvement if you’re willing to train. These are also great for identifying skills in younger employees or recent graduates who have little to no work experience.</div>
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<strong style="box-sizing: border-box;">Personality Assessments</strong></div>
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Having the right personality fit for a position is crucial to long-term success and employee engagement. If someone enjoys the work they do, they’re more likely to stay in the job for an extended period and, although not always, are usually pretty good at whatever they’re doing.</div>
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When you measure a candidate’s personality fit before hiring, you gain insight into where this person will fit within your company, how they might get along with others, and how they will contribute to your company’s overall culture.</div>
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<strong style="box-sizing: border-box;">Emotional Competencies or “Soft Skills”</strong></div>
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Emotional competency is one of those things that you can’t touch or see, but know it’s extremely important and related to success. Emotional competency suggests that your candidates have the motivation, drive, and focus for high-level achievement. Emotionally competent individuals operate efficiently, understand others, and then use that understanding to get things done. If they don’t see a way or solution, they make one. The rise to the occasion, whatever the occasion may be.</div>
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Measuring emotional competency in your pre-hire testing program is a great way to identify those individuals who will push the limits, think creatively, and ultimately help take your business to the next level.</div>
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<strong style="box-sizing: border-box;">Skill Tests</strong></div>
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Skill testing is a quick and inexpensive way to screen candidates. You can find skill tests that measure attention to detail, sales knowledge, logic and critical thinking, computer skills and programs like Microsoft Excel and Outlook, data entry, math, and reading and writing.</div>
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Utilizing these tests before spending the time to interview someone is a great way to narrow down your candidate pool so you know you’re only meeting with people who are at the skill level you want them to be, and not spending time with those who aren’t.</div>
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In other words, don’t make bad hiring decisions when it’s so easy to make good ones. Don’t be the squirrel who waits until a car comes to cross the street. Interested in exploring how pre-hire testing can help you hire better employees? Get in touch with us today to <a href="https://www.preemploymentassessments.com/pre-employment-testing" style="background-color: transparent; box-sizing: border-box; color: #00457c; outline: 0px; text-decoration-line: none; transition-duration: 0.3s; transition-property: background-color, box-shadow, border, color, opacity, transform;">try out a demo</a>.</div>
Anonymoushttp://www.blogger.com/profile/14327259853121784482noreply@blogger.com0tag:blogger.com,1999:blog-4420941992690971665.post-91329003281507436172017-09-12T06:16:00.000-07:002017-09-12T06:17:40.546-07:00Hiring Insight You Can Use Today<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEi2g7dr_O6efk0V8sjqjPlFc1YFeDn9zHr00TgccNnoir05VnG2XX1ZEjuWx1BAcOeY1mbIkQUR7vSOcT8lFbknebYcsA63PGFmdb8Meg7ug8pkVA7RpENFYXtdZOPxs5tyC8F2U8aJZOM/s1600/AdobeStock_73691981.jpeg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" data-original-height="1067" data-original-width="1600" height="213" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEi2g7dr_O6efk0V8sjqjPlFc1YFeDn9zHr00TgccNnoir05VnG2XX1ZEjuWx1BAcOeY1mbIkQUR7vSOcT8lFbknebYcsA63PGFmdb8Meg7ug8pkVA7RpENFYXtdZOPxs5tyC8F2U8aJZOM/s320/AdobeStock_73691981.jpeg" width="320" /></a></div>
<span style="font-family: "georgia" , "times new roman" , serif;"><a href="http://thescreeningsource.org/" target="_blank">The Screening Source, LLC.</a></span><br />
<span style="font-family: "georgia" , "times new roman" , serif;"><br /></span>
<span style="font-family: "georgia" , "times new roman" , serif;">By Stephanie</span><br />
<span style="font-family: "georgia" , "times new roman" , serif;"><br /></span>
<span style="font-family: "georgia" , "times new roman" , serif;">If your company does not already have a robust employee referral program, you may be missing the boat in terms of recruitment resources. Statistically, the best recruitment tools available in the business world today are already at your disposal in the form of your own employees. In studies of the employee recruitment process, a whopping 88 percent of employers name employee referrals from existing employees as their best and most cost-effective recruiting secret.</span><br />
<span style="font-family: "georgia" , "times new roman" , serif;">Here are a few reasons why:</span><br />
<ul>
<li><span style="font-family: "georgia" , "times new roman" , serif;">Employee referrals represent the highest application-to-hire conversion rate</span></li>
<li><span style="font-family: "georgia" , "times new roman" , serif;">According to JobVite, a social media recruiting system, employees who are hired from employee referrals stay with the new company longer than others: 46 percent stay over a year, 47 percent stay over 3 years. Employee longevity, of course, is money in the pocket of the employer. No new recruitment costs, no learning curve, and better productivity.</span></li>
<li><span style="font-family: "georgia" , "times new roman" , serif;">Employees referred by other employees have a higher rate of job satisfaction</span></li>
<li><span style="font-family: "georgia" , "times new roman" , serif;">Employee referral-based employment takes place more quickly resulting is shorter down-time. Fifty-one percent say the process is less expensive.</span></li>
<li><span style="font-family: "georgia" , "times new roman" , serif;">Because your rock-star employees are each likely to have 150 social media contacts, your recruitment outreach magically gets broader every time you engage your employees in the process. Think of it this way you have 20 employees each with 150 social media contacts, if each employee broadcasts your new job opening you have sent a credible job advertisement to 3,000 people for FREE.</span></li>
</ul>
<span style="font-family: "georgia" , "times new roman" , serif;">You already know that your people are the company’s the best assets. It makes good sense to tap into the rich reservoir of talent to which these folks have immediate access. These talented individuals are people your employees knew in school or at a former job. They are likely to have similar work ethics, similar training and common goals. In these ways, they are already pre-qualified to fit into your company culture. That you don’t have to spend money advertising for these applicants, makes them even more attractive.</span><br />
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<span style="font-family: "georgia" , "times new roman" , serif;">7 KEYS TO A GREAT EMPLOYEE REFERRAL PROGRAM:</span></h4>
<span style="font-family: "georgia" , "times new roman" , serif;"><b><br /></b></span>
<span style="font-family: "georgia" , "times new roman" , serif;"><b>1. Do set reasonable rules</b>.</span><br />
<span style="font-family: "georgia" , "times new roman" , serif;">There are lots of well-written models for an effective employee referral program available online. A great beginning place is ERE.net which provides excellent information on the recruitment process.</span><br />
<b><span style="font-family: "georgia" , "times new roman" , serif;"><br /></span></b>
<b><span style="font-family: "georgia" , "times new roman" , serif;">2. Do talk it up.</span></b><br />
<span style="font-family: "georgia" , "times new roman" , serif;">Make the employee referral program an integral part of your company culture. By highlighting and emphasizing the fact that your superstars are bringing future superstars on board, your employees feel more valued and will continue to build your company’s employment brand.</span><br />
<span style="font-family: "georgia" , "times new roman" , serif;"><b><br /></b></span>
<span style="font-family: "georgia" , "times new roman" , serif;"><b>3. Don’t allow the </b><b>program to get stale.</b></span><br />
<span style="font-family: "georgia" , "times new roman" , serif;">Always remember to include praise for this employee referral program in your regular communication with employees (and those in your recruitment pipeline,) by way of emails, newsletters and on your website.</span><br />
<b><span style="font-family: "georgia" , "times new roman" , serif;"><br /></span></b>
<b><span style="font-family: "georgia" , "times new roman" , serif;">4. Do offer meaningful cash incentives.</span></b><br />
<span style="font-family: "georgia" , "times new roman" , serif;">Think about the fact that you’re not spending as much as your valuable time in the recruitment process. Evaluate the potential savings in light of the stats above. Something along the line of a $500.00 prize for a new hire, is not unreasonable.</span><br />
<b><span style="font-family: "georgia" , "times new roman" , serif;"><br /></span></b>
<b><span style="font-family: "georgia" , "times new roman" , serif;">5. Don’t forget to reward successful approximations.</span></b><br />
<span style="font-family: "georgia" , "times new roman" , serif;">You should also have a “consolation prize” in place for those whose referrals made it to a second or third interview but were not hired. New computer tablets or tickets to sports events would be great suggestions. Gift certificates for dinner out or gift cards are also great little recognition gifts for enthusiastic participants. A raffle for all those who referred people is a good way to do this as well.</span><br />
<span style="font-family: "georgia" , "times new roman" , serif;"><b><br /></b></span>
<span style="font-family: "georgia" , "times new roman" , serif;"><b>6. Do provide feedback</b>.</span><br />
<span style="font-family: "georgia" , "times new roman" , serif;">If an employee refers an unqualified applicant, give him the information he needs to better select the people he sends your way. Do it with a smile and a pat on the back for being a part of the program.</span><br />
<span style="font-family: "georgia" , "times new roman" , serif;"><b><br /></b></span>
<span style="font-family: "georgia" , "times new roman" , serif;"><b>7. Don’t forget to set goals</b>.</span><br />
<span style="font-family: "georgia" , "times new roman" , serif;">Remember to include quantifiable goals in your program. As an example, you want the program to provide 75 percent of your new hires for the year. Create a chart where it is visible so the employees see it every day and are reminded of the goal.</span><br />
<span style="font-family: "georgia" , "times new roman" , serif;">An employee referral system, when well done, can be the source of not just excellent employees, but also significant savings of time, money, and other resources. Perhaps the best saving of wear and tear on members of the human resources and management teams.</span><br />
<span style="font-family: "georgia" , "times new roman" , serif;"><br /></span>Anonymoushttp://www.blogger.com/profile/14327259853121784482noreply@blogger.com1tag:blogger.com,1999:blog-4420941992690971665.post-67751253627673545032017-08-30T04:55:00.000-07:002019-03-19T12:49:44.087-07:00Now Offering Pre-Employment Assessments and Testing<br />
<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgt1jk3VQY1a3hwd4sEtv1q-G-emhN7KNBNatkYOkccbQtqBhWBJAGas_8MkWrg-8T0T1VEUQgLyykdyhlh2j_Sy7gvHOcxT7ewu9j1sTgfYBOu1QEjJDXbN7kig8Ffk73oBxjVYJcmS7c/s1600/AdobeStock_57708227.jpeg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" data-original-height="1600" data-original-width="1600" height="200" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgt1jk3VQY1a3hwd4sEtv1q-G-emhN7KNBNatkYOkccbQtqBhWBJAGas_8MkWrg-8T0T1VEUQgLyykdyhlh2j_Sy7gvHOcxT7ewu9j1sTgfYBOu1QEjJDXbN7kig8Ffk73oBxjVYJcmS7c/s200/AdobeStock_57708227.jpeg" width="200" /></a></div>
<h4 style="background-color: white; box-sizing: border-box; color: #00457c; font-stretch: normal; line-height: 1.6; margin: 0px 0px 20px; padding-top: 0px;">
<span style="font-family: "georgia" , "times new roman" , serif;">
EMOTIONAL INTELLIGENCE AND COGNITIVE THINKING ASSESSMENT</span></h4>
<div style="background-color: white; box-sizing: border-box; margin-bottom: 20px;">
<span style="font-family: "georgia" , "times new roman" , serif;">Employees with strong people and communication skills and critical thinking abilities are naturally more effective on the job. Cognitive thinking and Emotional Intelligence (EQ/IQ) assessments help identify candidates who have the right intangible abilities to drive your business forward.</span></div>
<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgFCipWP5pylUGW5TB8NZ_pOJubRl3v4ShScZ-T76lu1PiWxmTjCidLtJX4tN2kVv8s6i7P9pWyT3Dzdzi91km8M-Y5XuLLBgFPWojRpnitfYYB_o-EL_t3tmRO0HFonlSzyrw2sbg6mlw/s1600/AdobeStock_126332591.jpeg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" data-original-height="1111" data-original-width="1600" height="138" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgFCipWP5pylUGW5TB8NZ_pOJubRl3v4ShScZ-T76lu1PiWxmTjCidLtJX4tN2kVv8s6i7P9pWyT3Dzdzi91km8M-Y5XuLLBgFPWojRpnitfYYB_o-EL_t3tmRO0HFonlSzyrw2sbg6mlw/s200/AdobeStock_126332591.jpeg" width="200" /></a></div>
<h5 style="background-color: white; box-sizing: border-box; color: #00457c; font-stretch: normal; line-height: 1.6; margin: 0px 0px 20px; padding-top: 10px;">
<span style="font-family: "georgia" , "times new roman" , serif; font-size: small;">
WORK PERSONALITY AND<br style="box-sizing: border-box;" />BEHAVIORAL APTITUDE ASSESSMENT</span></h5>
<div style="background-color: white; box-sizing: border-box; margin-bottom: 20px;">
<span style="font-family: "georgia" , "times new roman" , serif;">Knowledge and ability won’t raise the bottom line without the right fit for and interest in a position. Our tests provide a holistic view of a candidate down to their specific interests in job functions. Reduce turnover and increase engagement by trying out a behavioral aptitude assessment today.</span></div>
<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhW87VmpjlOOC4xp8gFgKdjF2cae-QwGgQH39bk_VMV3wndm6JEYuAAyjnCks2H7KTQkOLBTd0eJxjkMCy1wER0ysNsH7mvENbmNG1bkx4PWVsG3A7bijMQSoSvE7GB4JXSuaMsu67c_ho/s1600/AdobeStock_56969146.jpeg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" data-original-height="1068" data-original-width="1600" height="133" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhW87VmpjlOOC4xp8gFgKdjF2cae-QwGgQH39bk_VMV3wndm6JEYuAAyjnCks2H7KTQkOLBTd0eJxjkMCy1wER0ysNsH7mvENbmNG1bkx4PWVsG3A7bijMQSoSvE7GB4JXSuaMsu67c_ho/s200/AdobeStock_56969146.jpeg" width="200" /></a></div>
<h5 style="background-color: white; box-sizing: border-box; color: #00457c; font-stretch: normal; line-height: 1.6; margin: 0px 0px 20px; padding-top: 10px;">
<span style="font-family: "georgia" , "times new roman" , serif; font-size: small;">
SKILLS TESTS</span></h5>
<div style="background-color: white; box-sizing: border-box; margin-bottom: 20px;">
<span style="font-family: "georgia" , "times new roman" , serif;">Skills testing can effectively evaluate candidates for key abilities such as attention to detail, critical thinking, and logic, math, writing, management, sales or telemarketing ability, and often takes only 10-15 minutes. Less time and more cost-effective than a bad hiring decision!</span></div>
<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhIDXUW7UPdsQYbj2X1YIqIaG5iHR2AE7jXqYkV-bCeUJe9-AZx8UibAeTICanH1kT27ZP9cepysm1O4tRQJv0C5Re7Zh9dWWcgq8RP-kx9LvXmuA6OAkkVvV_B3nIazogYx8QE17G-F8g/s1600/business.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" data-original-height="1066" data-original-width="1600" height="133" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhIDXUW7UPdsQYbj2X1YIqIaG5iHR2AE7jXqYkV-bCeUJe9-AZx8UibAeTICanH1kT27ZP9cepysm1O4tRQJv0C5Re7Zh9dWWcgq8RP-kx9LvXmuA6OAkkVvV_B3nIazogYx8QE17G-F8g/s200/business.jpg" width="200" /></a></div>
<h5 style="background-color: white; box-sizing: border-box; color: #00457c; font-stretch: normal; line-height: 1.6; margin: 0px 0px 20px; padding-top: 10px;">
<span style="font-family: "georgia" , "times new roman" , serif; font-size: small;">
SALES COMPETENCY ASSESSMENT</span></h5>
<div style="background-color: white; box-sizing: border-box; font-family: "open sans", sans-serif; margin-bottom: 20px;">
Boost your bottom line with our different sales assessments that will uncover your candidate’s true ability for various sales techniques, knowledge, and understanding, from managing fear and cold calling to effective listening, communication, and closing deals.</div>
<div style="background-color: white; box-sizing: border-box; font-family: "open sans", sans-serif;">
<span style="font-size: small;">Click Here For More Information</span></div>
Anonymoushttp://www.blogger.com/profile/14327259853121784482noreply@blogger.com0tag:blogger.com,1999:blog-4420941992690971665.post-65350719266376962932017-03-07T08:17:00.000-08:002019-03-19T12:50:44.282-07:00Workers with Criminal Records<div style="margin-bottom: .0001pt; margin: 0in;">
<br /></div>
<div style="margin-bottom: .0001pt; margin: 0in;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjtRq8-jsgBbLL37NNwDcdoDkgYtAVQLTY8RzNe8Va_ao1Gay-zg6e6SXnmbdDFhPeLb5vSX6VFQ74afo6pRQTQRStu4QTpppKB-jsPcKcojaDjmar39udoSuv_qZXkXYD7p1Ep4Ur-7yg/s1600/Employment+%2526+Tenant+brochures_Part3.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" height="116" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjtRq8-jsgBbLL37NNwDcdoDkgYtAVQLTY8RzNe8Va_ao1Gay-zg6e6SXnmbdDFhPeLb5vSX6VFQ74afo6pRQTQRStu4QTpppKB-jsPcKcojaDjmar39udoSuv_qZXkXYD7p1Ep4Ur-7yg/s200/Employment+%2526+Tenant+brochures_Part3.jpg" width="200" /></a><span style="font-family: "georgia" , "times new roman" , serif;">According to the statistics
maintained by firms who implement pre-employment screenings and background
checks strongly believe that in situations where a firm does not engage in background
checks it’s almost certain to hire someone with a bad criminal record in the
long run.<o:p></o:p></span></div>
<div style="margin-bottom: .0001pt; margin: 0in;">
<span style="font-family: "georgia" , "times new roman" , serif;"><br /></span></div>
<div style="margin-bottom: .0001pt; margin: 0in;">
<span style="font-family: "georgia" , "times new roman" , serif;">The statistics by these
industries reveal that about 10% of all screened applicants have some form of a
criminal record. Although not every one of these people would be a danger or
even be disqualified from being hired, some criminal matters can be serious
enough to warrant disclosure. It is important to also know that there are
different rules concerning the proper use of background checks and
pre-employment screening in hiring.<o:p></o:p></span></div>
<span style="font-family: "georgia" , "times new roman" , serif;"><span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;"><br /></span>
Like
the old saying, “a stitch in time saves nine”. Therefore conducting background
checks is sure to bring piece-of-mind to the landlords and employers. For Landlords, a simple background check might
not be enough to accept applicants. It
might also be of necessity to run credit reports. Likewise, employers with regards to potential
candidates needing employment and education verifications. This is done so as to ensure that the
employee or the people that have been accepted to reside in your property are
honest and responsible just like they attest to be on their interview resume or
application.<o:p></o:p></span><br />
<span style="font-family: "georgia" , "times new roman" , serif;"><br />
<a href="https://www.thescreeningsource.com/" target="_blank">The Screening Source, LLC.</a></span><br />
<span style="font-family: "georgia" , "times new roman" , serif;">860-591-5225</span><br />
<span style="font-family: "georgia" , "times new roman" , serif;">info@TheScreeningSource.com</span><br />
<span style="font-family: "calibri" , sans-serif; font-size: 14pt;"><br /></span>Anonymoushttp://www.blogger.com/profile/14327259853121784482noreply@blogger.com0East Hampton, CT 06424, USA41.5705502 -72.496818941.3804322 -72.819542399999989 41.7606682 -72.1740954tag:blogger.com,1999:blog-4420941992690971665.post-89872855536495010802017-03-07T07:16:00.001-08:002019-03-19T12:51:40.119-07:00Cleaning Services Require Background Checks<table cellpadding="0" cellspacing="0" class="tr-caption-container" style="float: right; margin-left: 1em; text-align: right;"><tbody>
<tr><td style="text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhPpASQseZbjixtrwmq0JELhe6xXgfx8JNcuE75zeYYNQddO7WG9OHP1w7Bi_LA31JhVkbJJQnutSm6BYWYcew5epCCjXn-v9EXqmL0oLUNVIa5YxRTRyUFzndocwCZ6aY2Rwdi7_I-TnI/s1600/AdobeStock_138892484.jpeg" imageanchor="1" style="clear: right; margin-bottom: 1em; margin-left: auto; margin-right: auto;"><img alt="Background Screening" border="0" height="320" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhPpASQseZbjixtrwmq0JELhe6xXgfx8JNcuE75zeYYNQddO7WG9OHP1w7Bi_LA31JhVkbJJQnutSm6BYWYcew5epCCjXn-v9EXqmL0oLUNVIa5YxRTRyUFzndocwCZ6aY2Rwdi7_I-TnI/s320/AdobeStock_138892484.jpeg" title="Maid Service" width="305" /></a></td></tr>
<tr><td class="tr-caption" style="text-align: center;"><br /></td></tr>
</tbody></table>
<div class="Normal1">
<span lang="EN-AU" style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;">Working within the cleaning industry sector,
the safety, security of your clients and your brand reputation is your highest
priority. Statistically, 8% of people applying for jobs in your industry have a
criminal record within the last seven years. 24% of those also reveal two or
more adverse records within the same period.
This is why more employers are turning to <b>Background Checks</b> than ever before. <o:p></o:p></span></div>
<div class="Normal1">
<span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;"><br /></span></div>
<div class="Normal1">
<span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;"><b><span lang="EN-AU"><a href="https://thescreeningsource.com/" target="_blank">TheScreening Source, LLC</a>,</span></b><span lang="EN-AU"> provides a comprehensive solution with a wide range of databases for a lot less than our competitors. We
give you access to databases such as: <o:p></o:p></span></span></div>
<div class="Normal1">
<span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;"><br /></span></div>
<div class="Normal1CxSpMiddle" style="margin-left: 0.5in; text-align: left; text-indent: -0.25in;">
<!--[if !supportLists]--><span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;"><span lang="EN-AU">●<span style="font-stretch: normal; line-height: normal;">
</span></span><!--[endif]--><span lang="EN-AU">Social Security Address History<o:p></o:p></span></span></div>
<div class="Normal1CxSpMiddle" style="margin-left: 0.5in; text-align: left; text-indent: -0.25in;">
<!--[if !supportLists]--><span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;"><span lang="EN-AU">●<span style="font-stretch: normal; line-height: normal;">
</span></span><!--[endif]--><span lang="EN-AU">Multi-Jurisdictional State and
County<o:p></o:p></span></span></div>
<div class="Normal1CxSpMiddle" style="margin-left: 0.5in; text-align: left; text-indent: -0.25in;">
<!--[if !supportLists]--><span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;"><span lang="EN-AU">●<span style="font-stretch: normal; line-height: normal;">
</span></span><!--[endif]--><span lang="EN-AU">FBI Most Wanted, <o:p></o:p></span></span></div>
<div class="Normal1CxSpMiddle" style="margin-left: 0.5in; text-align: left; text-indent: -0.25in;">
<!--[if !supportLists]--><span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;"><span lang="EN-AU">●<span style="font-stretch: normal; line-height: normal;">
</span></span><!--[endif]--><span lang="EN-AU">Interpol and Global<o:p></o:p></span></span></div>
<div class="Normal1CxSpMiddle" style="margin-left: 0.5in; text-align: left; text-indent: -0.25in;">
<!--[if !supportLists]--><span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;"><span lang="EN-AU">●<span style="font-stretch: normal; line-height: normal;">
</span></span><!--[endif]--><span lang="EN-AU">Department of Corrections, <o:p></o:p></span></span></div>
<div class="Normal1CxSpMiddle" style="margin-left: 0.5in; text-align: left; text-indent: -0.25in;">
<!--[if !supportLists]--><span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;"><span lang="EN-AU">●<span style="font-stretch: normal; line-height: normal;">
</span></span><!--[endif]--><span lang="EN-AU">Department of Public Safety, <o:p></o:p></span></span></div>
<div class="Normal1CxSpMiddle" style="margin-left: 0.5in; text-align: left; text-indent: -0.25in;">
<!--[if !supportLists]--><span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;"><span lang="EN-AU">●<span style="font-stretch: normal; line-height: normal;">
</span></span><!--[endif]--><span lang="EN-AU">Administration of Courts, <o:p></o:p></span></span></div>
<div class="Normal1CxSpMiddle" style="margin-left: 0.5in; text-align: left; text-indent: -0.25in;">
<!--[if !supportLists]--><span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;"><span lang="EN-AU">●<span style="font-stretch: normal; line-height: normal;">
</span></span><!--[endif]--><span lang="EN-AU">Sex Offenders, <o:p></o:p></span></span></div>
<div class="Normal1CxSpMiddle" style="margin-left: 0.5in; text-align: left; text-indent: -0.25in;">
<!--[if !supportLists]--><span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;"><span lang="EN-AU">●<span style="font-stretch: normal; line-height: normal;">
</span></span><!--[endif]--><span lang="EN-AU">DMV reports, <o:p></o:p></span></span></div>
<div class="Normal1CxSpMiddle" style="margin-left: 0.5in; text-align: left; text-indent: -0.25in;">
<!--[if !supportLists]--><span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;"><span lang="EN-AU">●<span style="font-stretch: normal; line-height: normal;">
</span></span><!--[endif]--><span lang="EN-AU">Credit Reports <o:p></o:p></span></span></div>
<div class="Normal1CxSpMiddle" style="margin-left: 0.5in; text-align: left; text-indent: -0.25in;">
<!--[if !supportLists]--><span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;"><span lang="EN-AU">●<span style="font-stretch: normal; line-height: normal;">
</span></span><!--[endif]--><span lang="EN-AU">Even, Drug Screening<o:p></o:p></span></span></div>
<div class="Normal1">
<span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;"><br /></span></div>
<div class="Normal1">
<span lang="EN-AU" style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;">Never rely on your candidates telling the
truth or rely on their handpicked references when selecting your next
employee. We take the guesswork out of the
hiring process. How much is <b>peace-of-mind</b> worth knowing your organization is placing safe and trustworthy workers worth
to you? <o:p></o:p></span></div>
<div class="Normal1">
<span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;"><br /></span></div>
<div class="Normal1">
<span lang="EN-AU" style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;">Take advantage of the incredible technology
available to your organization and take control of the way you perform
background checks with an effective, streamlined and accurate system to perform
the screenings necessary to protect the people you care about most.<o:p></o:p></span></div>
<div class="Normal1">
<br /></div>
<div class="Normal1">
<span lang="EN-AU" style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;">Account setup is easy and <b>FREE</b>, requiring signing a few
documents. Once set up, you will have
access to our web-based screening portal, 24/7 straight from your office. You now have the power to streamline your
process by running your own background check. <o:p></o:p></span></div>
<div class="Normal1">
<span lang="EN-AU" style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;"><br /></span></div>
<div class="Normal1">
<span lang="EN-AU" style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;">Visit: <a href="https://thescreeningsource.com/" target="_blank">The Screening Source, LLC</a>. for more details.</span></div>
Anonymoushttp://www.blogger.com/profile/14327259853121784482noreply@blogger.com0North America40.446947059600483 -78.046875-6.4935904403995153 -160.6640625 87.38748455960048 4.5703125tag:blogger.com,1999:blog-4420941992690971665.post-69289957301913825912017-01-19T10:43:00.000-08:002019-03-19T12:53:01.182-07:00Background Checks Broadly Defined<div align="center" class="MsoNormal" style="text-align: center;">
<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgTjryjCt64Zuuy4gJCLZkS158AYejQv8pkFVQNtnsDZIfKE7A6rZYMGr-H9jXz9OElS3DfYpXP_D2a4Lq2T0nvdVVEOw84iTdn37ePLzNfuZXx6bMxJKbw3GllbofoBkFWUBVfcdc71MQ/s1600/AdobeStock_115923867.jpeg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img alt="Criminal Background Check" border="0" height="196" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgTjryjCt64Zuuy4gJCLZkS158AYejQv8pkFVQNtnsDZIfKE7A6rZYMGr-H9jXz9OElS3DfYpXP_D2a4Lq2T0nvdVVEOw84iTdn37ePLzNfuZXx6bMxJKbw3GllbofoBkFWUBVfcdc71MQ/s200/AdobeStock_115923867.jpeg" title="Criminal" width="200" /></a></div>
<br /></div>
<div class="MsoNormal">
<a href="https://thescreeningsource.com/" target="_blank"><span style="font-family: "georgia" , "times new roman" , serif;">TSS Website</span></a></div>
<div class="MsoNormal">
<span style="font-family: "georgia" , "times new roman" , serif;"><br /></span></div>
<div class="MsoNormal">
<span style="font-family: "georgia" , "times new roman" , serif;">Background checks are run by employers to verify information
provided by prospective candidates. The investigation of these details
determines if the candidate is qualified for the position and if they’re a
good fit for the company. Through a comprehensive Background Check, employers
avoid circumstances that could prove costly.</span><br />
<span style="font-family: "georgia" , "times new roman" , serif;"><span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;"><br /></span>
<b><span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;">Information Found in a Background Check</span></b></span><br />
<span style="font-family: "georgia" , "times new roman" , serif;"><span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;"><br /></span>
<span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;">The key focus of a background check is analyzing the candidate’s criminal
background. The screening or check identifies all convictions associated with
the candidate. It also presents criminal infractions for which they were
charged but weren’t convicted. Some employers prefer candidates without any criminal
records; however, the screening isn’t so much about the records found, but the
nature of the crimes. It helps to evaluate the risks associated with hiring the candidate.</span></span><br />
<span style="font-family: "georgia" , "times new roman" , serif;"><span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;"><br /></span>
<b><span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;">Employment and Education Verification</span></b></span><br />
<span style="font-family: "georgia" , "times new roman" , serif;"><span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;"><br /></span>
<span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;">The candidate’s complete employment and educational background appear on these
reports. It enables the employer to verify the details provided by the candidate
on their resume or application. It includes information such as prior
employers, dates, positions held and eligibility of rehire. It also includes education
level achieved along with dates and all programs and certifications achieved. </span></span><br />
<span style="font-family: "georgia" , "times new roman" , serif;"><span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;"><br /></span>
<b><span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;">Driver’s License and Motor Vehicle Records</span></b></span><br />
<span style="font-family: "georgia" , "times new roman" , serif;"><span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;"><br /></span>
<span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;">Job positions that require the candidate to drive for the employer require
information about their driving record and status of their driver’s license. A
background screening shows their record of any auto accidents, moving
violations and litigation. The type of driver’s license the candidate holds is
also verified through an MVR search. <o:p></o:p></span></span></div>
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<b><span style="font-family: "georgia" , "times new roman" , serif;">Credit History</span></b><br />
<span style="font-family: "georgia" , "times new roman" , serif;"><span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;"><br /></span>
<span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;">The employer accesses the candidate’s credit history through background screening.
They have access to one or more of the three credit bureaus to acquire this
information. A credit history is needed to identify any financial risk
associated with the candidate. A poor credit rating is a clear indication of a potential
financial loss for the company.</span></span><br />
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<b><span style="font-family: "georgia" , "times new roman" , serif;">Background Check Turn Around Time</span></b><br />
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<span style="font-family: "georgia" , "times new roman" , serif;"><span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;"><br /></span>
<span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;">The turnaround time for background checks varies greatly. Generally, a nationwide
criminal background screening is completed within one day. However, certain
elements could slow down the process. The need to investigate adverse
information ensuring accuracy increases the wait time. The retrieval of any employment or
educational records increases the waiting time for reported results.
Additionally, backlogged courts slow processing of court documents. The
backlogs may present hindrances that limit access to the files until they are
updated.</span></span><br />
<span style="font-family: "georgia" , "times new roman" , serif;"><span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;"><br /></span>
<b><span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;">Adherence to the FCRA</span></b></span><br />
<span style="font-family: "georgia" , "times new roman" , serif;"><span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;"><br /></span>
<span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;">Employers are required by law to obtain a signed consent form from the candidate
before performing a background check. The consent form needs to be separate from
any other document. They need a request form completed by the candidate to
obtain all transcripts, financial aid documents, and additional degree program
data. Additionally, privacy laws prohibit access to military records for all
members of the armed forces. The employer must acquire separate legal consent
to access these files.</span></span><br />
<span style="font-family: "georgia" , "times new roman" , serif;"><span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;"><br /></span>
<span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;">During the assessment, the employer cannot request information related to the candidate’s
race, religion, sexual orientation, or gender. Employers who make decisions
about employment associated with these details is in violation of federal
employment laws. The Equal Employment Opportunity Commission penalizes any
employers who commit these violations.</span></span><br />
<span style="font-family: "georgia" , "times new roman" , serif;"><span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;"><br /></span>
<span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;">Visit Us At <a href="https://thescreeningsource.com/" target="_blank">The Screening Source, LLC.</a></span></span><br />
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Anonymoushttp://www.blogger.com/profile/14327259853121784482noreply@blogger.com0United States41.508577297439359 -70.312515.986542797439359 -111.621094 67.030611797439363 -29.003906tag:blogger.com,1999:blog-4420941992690971665.post-75087019848060753632016-10-31T12:18:00.002-07:002019-03-19T12:54:25.477-07:00Reviewing an Applicant's Federal Criminal History<div class="" data-block="true" data-editor="ae0s8" data-offset-key="bu7vl-0-0" style="background-color: white; color: #1d2129; font-family: Helvetica, Arial, sans-serif; font-size: 14px; white-space: pre-wrap;">
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<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEj_XNCuf-6GZDpKBF5xe5QpnE1lYBWBdGJnT9d0uuf1eItkBjDlq5j0F0EZnI9c3onRleOuEMTQMP2S747QqmM6lCUbT0Wk9GG-DHLW2-W0whywoe45zvnT9ShIGB18fzj_5CDKA8zxqV8/s1600/AdobeStock_99135969.jpeg" imageanchor="1" style="clear: right; float: right; font-family: inherit; font-size: 14px; margin-bottom: 1em; margin-left: 1em;"><img border="0" height="213" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEj_XNCuf-6GZDpKBF5xe5QpnE1lYBWBdGJnT9d0uuf1eItkBjDlq5j0F0EZnI9c3onRleOuEMTQMP2S747QqmM6lCUbT0Wk9GG-DHLW2-W0whywoe45zvnT9ShIGB18fzj_5CDKA8zxqV8/s320/AdobeStock_99135969.jpeg" width="320" /></a><span data-offset-key="6msrc-0-0" style="font-family: "georgia" , "times new roman" , serif;">Federal Criminal Background Checks define whether or not the individual is listed on the federal government's watchlist. The most common infractions found within these searches are associated with deception for financial gains. They include but are not limited to fraud and embezzlement. A federal assessment is needed if the applicant is attempting to work in any section of the United States government or if a federal-level security clearance is needed for employment. </span></div>
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<span style="font-family: "georgia" , "times new roman" , serif;"><span data-offset-key="c9msb-0-0"><br /></span>
<span data-offset-key="c9msb-0-0">Visit Us At: <a href="https://thescreeningsource.com/" target="_blank">The Screening Source, LLC.</a></span></span></div>
</div>
Anonymoushttp://www.blogger.com/profile/14327259853121784482noreply@blogger.com0tag:blogger.com,1999:blog-4420941992690971665.post-16646704681436105762016-09-29T11:56:00.002-07:002017-09-12T06:24:52.740-07:00Background Screening Statistics<h3>
<b><span style="font-family: Georgia, Times New Roman, serif; font-size: small;">The effects of Bad Hiring on a company's finances.</span></b></h3>
<div class="MsoNormal">
<span style="font-family: Georgia, Times New Roman, serif;"><o:p></o:p></span></div>
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<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEg1zExJuGCaSCP_1zXClZcBRM4kwfAlPe_2pIwvdu3sxUEblMw9HR-fdBe__pqB96fW-NB0ORSV_qwkt1hxWf-UzoJ8Z-elRVx-SN3eCsJe5TWVm_K4u_rIgJHYfK1ChrzPRSQGkFKuAYk/s1600/AdobeStock_73689015.jpeg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><span style="font-family: Georgia, Times New Roman, serif;"><img alt="" border="0" height="213" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEg1zExJuGCaSCP_1zXClZcBRM4kwfAlPe_2pIwvdu3sxUEblMw9HR-fdBe__pqB96fW-NB0ORSV_qwkt1hxWf-UzoJ8Z-elRVx-SN3eCsJe5TWVm_K4u_rIgJHYfK1ChrzPRSQGkFKuAYk/s320/AdobeStock_73689015.jpeg" title="" width="320" /></span></a><a href="http://www.thescreeningsource.com/"><span style="font-family: Georgia, Times New Roman, serif;">www.thescreeningsource.com</span></a></div>
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<span style="font-family: Georgia, Times New Roman, serif;"><br /></span></div>
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<span style="font-family: Georgia, Times New Roman, serif;">With the recent challenges faced by the United States
economy, employing the right person for the job has become really important for
both employers and employees. It is not a surprise that for almost every firm
in the US, the direct cost in relation to labor is probably the first or second
highest line item in a budget; this ranges from benefits, payroll, recruiting
as well as training. That budget line item gets even bigger if the firm includes
the cost of managing employees. <o:p></o:p></span></div>
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<span style="font-family: Georgia, Times New Roman, serif;"><br /></span></div>
<div class="MsoNormal">
<span style="font-family: Georgia, Times New Roman, serif;">According to estimates by CFO Research Services, companies
spend about 36 percent of their revenues on "human capital" even more
for industries like pharmaceutical industry and financial services. Nonetheless,
a lot of employers devote more time and effort selecting office equipment or making
the choice between competing brands of office supplies instead of taking the time
to choose the right employees. <o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-family: Georgia, Times New Roman, serif;"><br /></span></div>
<div class="MsoNormal">
<span style="font-family: Georgia, Times New Roman, serif;">Below is some statistics of how employment screening affects
different industries:<o:p></o:p></span></div>
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<span style="font-family: Georgia, Times New Roman, serif;"><br /></span></div>
<ul style="margin-top: 0in;" type="circle">
<li class="MsoNormalCxSpMiddle" style="line-height: normal; margin-bottom: 6.0pt; mso-add-space: auto; mso-list: l0 level1 lfo1;"><span style="font-family: Georgia, Times New Roman, serif;">8% of people applying for a
job have a criminal record within the last seven years. About 24% of those also reveal two or
more adverse records within the same period. </span></li>
</ul>
<ul style="margin-top: 0in;" type="circle">
<li class="MsoNormalCxSpMiddle" style="line-height: normal; margin-bottom: 6.0pt; mso-add-space: auto; mso-list: l0 level1 lfo1;"><span style="font-family: Georgia, Times New Roman, serif;">51 % of all applications,
resumes, and references that applicants submitted have inaccurate
information. </span></li>
</ul>
<ul style="margin-top: 0in;" type="circle">
<li class="MsoNormalCxSpMiddle" style="line-height: normal; margin-bottom: 6.0pt; mso-add-space: auto; mso-list: l0 level1 lfo1;"><span style="font-family: Georgia, Times New Roman, serif;">46% of employment, education
and/or reference checks revealed that the information provided by the
applicant is different from what was reported. </span></li>
</ul>
<ul style="margin-top: 0in;" type="circle">
<li class="MsoNormalCxSpMiddle" style="line-height: normal; margin-bottom: 6.0pt; mso-add-space: auto; mso-list: l0 level1 lfo1;"><span style="font-family: Georgia, Times New Roman, serif;">30% of business failure is a
result of employee theft and other similar forms of dishonesty. </span></li>
</ul>
<ul style="margin-top: 0in;" type="circle">
<li class="MsoNormalCxSpMiddle" style="line-height: normal; margin-bottom: 6.0pt; mso-add-space: auto; mso-list: l0 level1 lfo1;"><span style="font-family: Georgia, Times New Roman, serif;">Directly or indirectly, the average
cost of employee turnover is equivalent to 150% of their annual salary. </span></li>
</ul>
<ul style="margin-top: 0in;" type="circle">
<li class="MsoNormalCxSpMiddle" style="line-height: normal; margin-bottom: 6.0pt; mso-add-space: auto; mso-list: l0 level1 lfo1;"><span style="font-family: Georgia, Times New Roman, serif;">47% of credit records showed a
judgment, lien, bankruptcy, or referral to a collection agency. </span></li>
</ul>
<ul style="margin-top: 0in;" type="circle">
<li class="MsoNormalCxSpMiddle" style="line-height: normal; margin-bottom: 6.0pt; mso-add-space: auto; mso-list: l0 level1 lfo1;"><span style="font-family: Georgia, Times New Roman, serif;">38% of driving records pointed
out "one or more violations or convictions."<o:p></o:p></span></li>
</ul>
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<span style="font-family: Georgia, Times New Roman, serif;">Generally, the above statistics illustrates how important it
is for employers to carry out adequate employment background screenings and the
effects of in-adequate screening on the bottom line.</span><br />
<span style="font-family: Georgia, Times New Roman, serif;"><br /></span>
<span style="font-family: Georgia, Times New Roman, serif;"> Visit Us At: <a href="http://thescreeningsource.com/" target="_blank">The Screening Source, LLC.</a></span><br />
<span style="font-family: Georgia, Times New Roman, serif;"><br /></span>
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<o:p></o:p></div>
Anonymoushttp://www.blogger.com/profile/14327259853121784482noreply@blogger.com0tag:blogger.com,1999:blog-4420941992690971665.post-32734869846926144822016-09-20T09:05:00.001-07:002017-09-12T06:25:19.820-07:00The Cost of Workplace Violence<div style="margin-bottom: .0001pt; margin: 0in;">
<br /></div>
<div style="margin-bottom: .0001pt; margin: 0in;">
<br /></div>
<div style="margin-bottom: .0001pt; margin: 0in;">
<a href="http://www.thescreeningsource.com/" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;" target="_blank"><img border="0" height="164" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjTp6ypfEZUyQsYzFKvswgY3jzN00nPgTjtfvIjh3sjYfNyhCRoPv6_kqDDQR8D9GjGbqWkPBmJZbFYJAyxOM2MPn3HBqXusWCCYpNCtO9v4HR-D3xjR249doALujLev1aQb8gs2WhAeLY/s320/Jail+cell.png" width="320" /></a><span style="font-family: Georgia, Times New Roman, serif;">Overtime, violence has greatly
impacted the American workplace. According to the statistics put forward by the
Bureau of justice, the cost in lost wages alone is about $55 million dollars
per year. This figure does not in any case make mention of the degree of human
suffering as well as the economic and legal consequences that must have been
associated with workplace violence. This situation may have been averted or
reduced if only proper background check and pre-employment screenings were
carried out.<o:p></o:p></span></div>
<div style="margin-bottom: .0001pt; margin: 0in;">
<span style="font-family: Georgia, Times New Roman, serif;"><br /></span></div>
<span style="font-family: Georgia, Times New Roman, serif;"><span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;"><br /></span>
</span><br />
<div style="margin-bottom: .0001pt; margin: 0in;">
<span style="font-family: Georgia, Times New Roman, serif;">Although experts who have studied
workplace violence have come to conclude it’s difficult to be able to predict a
person who is going to be violent ahead of time. Notwithstanding, these same
experts have also come to realize that one predominant factor as far as work
place violence is concerned is the presence of a history of past violence. Due
to the reluctance that most employers have in giving a reference that is likely
to reveal past violence, performing a criminal background check and
pre-employment screening is often the most preferred way to help avoid
workplace violence in the first place.</span></div>
<div style="margin-bottom: .0001pt; margin: 0in;">
<span style="font-family: Georgia, Times New Roman, serif;"><br /></span></div>
<div style="margin-bottom: .0001pt; margin: 0in;">
<span style="font-family: Georgia, Times New Roman, serif;">The Screening Source, LLC.</span></div>
<div style="margin-bottom: .0001pt; margin: 0in;">
<span style="font-family: Georgia, Times New Roman, serif;">Visit Us At: <a href="http://thescreeningsource.com/" target="_blank">The Screening Source, LLC.</a></span></div>
<div style="margin-bottom: .0001pt; margin: 0in;">
<span style="font-family: Georgia, Times New Roman, serif;">860-591-5225</span></div>
<div style="margin-bottom: .0001pt; margin: 0in;">
<br /></div>
Anonymoushttp://www.blogger.com/profile/14327259853121784482noreply@blogger.com0tag:blogger.com,1999:blog-4420941992690971665.post-73856498889948143812016-07-14T09:30:00.000-07:002017-09-12T06:26:01.228-07:00<div class="separator" style="clear: both; text-align: center;">
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<b><img border="0" height="200" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEimMQ-lBzaQjNhbdYLk-r84P9gxfiaQtGmmjolKnHG1R_6vOOoccIQLViGGMJBt_N9aAyPDFp1vT0_0cFBlfi2RYUbrazoe77nDNBAA8f-hc3zEyUVBoB1BxmzIaNIrA8YLuieD62OiFqI/s200/photo1.png" width="200" /></b></div>
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<b><br /></b></div>
<b><span style="font-family: Georgia, Times New Roman, serif;">FOR IMMEDIATE RELEASE</span></b><br />
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<b style="line-height: 200%; text-align: center;"><span style="font-family: Georgia, Times New Roman, serif; line-height: 200%;"><a href="http://www.thescreeningsource.com/" target="_blank">The ScreeningSource</a>, LLC Earns Accreditation From BBB With An A+ Rating</span></b></div>
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<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEg9v2qPPyLt2CICqV4nOl1_pAHXF6jf4TsC30JYWeb9tDhOC9f1UPZP1k01U1swA0jg83lZdk6CRINP1yW9OiZyDgewpwBJ5OUOsa9vtISdfgLQcC5nABZsmgjtKn39PLEadThF-2_0im4/s1600/BBB-logo-vertical-commercial-TIF.tiff" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><span style="font-family: Georgia, Times New Roman, serif;"><img border="0" height="200" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEg9v2qPPyLt2CICqV4nOl1_pAHXF6jf4TsC30JYWeb9tDhOC9f1UPZP1k01U1swA0jg83lZdk6CRINP1yW9OiZyDgewpwBJ5OUOsa9vtISdfgLQcC5nABZsmgjtKn39PLEadThF-2_0im4/s200/BBB-logo-vertical-commercial-TIF.tiff" width="123" /></span></a><i style="line-height: 200%; text-align: center;"><span style="font-family: Georgia, Times New Roman, serif; line-height: 200%;">The Screening
Source LLC<b> </b>has been awarded an A+ ratings by marketplace trust issuing
company, BBB, solidifying their place as one of the premiere background verification
provider in the United States.</span></i></div>
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<span style="font-family: Georgia, Times New Roman, serif;"><br /></span></div>
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<b><span style="font-family: Georgia, Times New Roman, serif; line-height: 200%;"><br /></span></b></div>
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<span style="font-family: Georgia, Times New Roman, serif;"><span style="line-height: 200%;"><b>11</b><sup style="font-weight: bold;">th</sup><b> July 2016
| Hartford, Connecticut: </b>The S</span><span style="line-height: 200%;">creening Source LLC, an employee background screening provider
has earned an A+ ratings with the renowned marketplace trust issuing company, Better
Business Bureau (BBB). The company is making the process of background
screening for any personnel easier with
their fast and reliable screening process. The firm provides 24/7 screening access to
their clients along with a dedicated and experienced United States based professional background screening consultant. The company is currently headed by Mr. Doug
Hurne, the CEO of The Sсrееnіng Sоurсе LLC.<o:p></o:p></span></span></div>
<div class="MsoNormal" style="line-height: 200%;">
<span style="font-family: Georgia, Times New Roman, serif; line-height: 200%;">The account setup process is quick and easy, requiring signing a few forms and a detailed demonstration from one
of their experienced consultants on the use of their Employment Background
Screening and Tenant Background Screening web based Portal. The firm is
completely FCRA compliant and provides screening results that are verified by Licensed Private Investigators in a very short period
of time.<o:p></o:p></span></div>
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<span style="font-family: Georgia, Times New Roman, serif; line-height: 200%;">One of their clients, Alana Nappi, the Office Manager of CTC Building Solutions was quoted, <i>"The Screening Source
is the safest, most trustworthy background screening company we have ever used.
They are fast, efficient and have excellent customer support! We highly
recommend The Screening Source to all of our customers and vendors!"<o:p></o:p></i></span></div>
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<span style="font-family: Georgia, Times New Roman, serif; line-height: 200%;">The company currently has
access to all necessary databases, specializing in Background Screening services for Employers, Property Managers,
Nonprofit Organizations, Child Care, Senior Care and Schools. Their fast and
efficient background screening process has been applauded by many business
owners in the past who seem more than satisfied with their safe and trustworthy
background screening process.<o:p></o:p></span></div>
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<b><span style="font-family: Georgia, Times New Roman, serif; line-height: 200%;">About The Screening
Source, LLC.<o:p></o:p></span></b></div>
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<span style="font-family: Georgia, Times New Roman, serif; line-height: 200%;">Based in Hartford, Connecticut
, The Screening Source, LLC is a nationwide provider of in-depth background
checks and employment screening solutions. They have access to all the
necessary Background Screening databases including: FBI Most Wanted, Interpol, Global, Department of Corrections, Department of Public Safety, Administration of
Courts, Sex Offenders, DMV reports, Credit Reports and even Drug Screening.<o:p></o:p></span></div>
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<b><u><span style="font-family: Georgia, Times New Roman, serif; line-height: 200%;">CONTACT INFORMATION<o:p></o:p></span></u></b></div>
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<span style="font-family: Georgia, Times New Roman, serif; line-height: 200%;"><b>Contact Person: </b>Doug Hurne<b><o:p></o:p></b></span></div>
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<span style="font-family: Georgia, Times New Roman, serif;"><b><span style="line-height: 200%;">Media Contact: </span></b><span style="line-height: 200%;">(860)
591-5225<o:p></o:p></span></span></div>
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<span style="font-family: Georgia, Times New Roman, serif;"><b><span style="line-height: 200%;">Email Id: </span></b><span style="line-height: 200%;"><a href="mailto:doug@thescreeningsource.com">doug@thescreeningsource.com</a><o:p></o:p></span></span></div>
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<span style="font-family: Georgia, Times New Roman, serif;"><b><span style="line-height: 200%;">Website: </span></b><a href="http://www.thescreeningsource.com/"><span style="line-height: 200%;">http://www.thescreeningsource.com/</span></a><span style="line-height: 200%;"><o:p></o:p></span></span></div>
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Anonymoushttp://www.blogger.com/profile/14327259853121784482noreply@blogger.com0tag:blogger.com,1999:blog-4420941992690971665.post-76675479888276655032016-06-16T06:58:00.001-07:002016-06-30T07:15:30.059-07:00The Screening Source - Choose Your People Right<a href="http://www.thescreeningsource.com/" target="_blank">www.thescreeningsource.com</a><iframe allowfullscreen="" frameborder="0" height="270" src="https://www.youtube.com/embed/nMlBWkpNSDo" width="480"></iframe>Anonymoushttp://www.blogger.com/profile/14327259853121784482noreply@blogger.com0tag:blogger.com,1999:blog-4420941992690971665.post-379507203632256212016-05-20T05:51:00.000-07:002017-09-12T06:26:58.273-07:00Understanding Background Checks<br />
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<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEj_BZtyhLSaRFC1Dv9PTojp81yUmaVwT0mZz-uX497ucAGfREZfknppT4FFvRn9Vq9iXLAqb-7yJuzZuX5fnTWYHeXsFFOIt4XjAi5MFIJbgLMDhrv-MtesngBDHsYEPwSu2aeUITk6_Kg/s1600/protecting-your-business-1.jpg" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img alt="Employee Screening" border="0" height="100" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEj_BZtyhLSaRFC1Dv9PTojp81yUmaVwT0mZz-uX497ucAGfREZfknppT4FFvRn9Vq9iXLAqb-7yJuzZuX5fnTWYHeXsFFOIt4XjAi5MFIJbgLMDhrv-MtesngBDHsYEPwSu2aeUITk6_Kg/s200/protecting-your-business-1.jpg" title="Background Checks" width="200" /></a>As an employer who is in the process of hiring, background
checks are probably not entirely unfamiliar to you. However, the thought of
telling someone that you'll be prying further into his or her existence can feel uncomfortable,
no matter how much confidence you have. Gaining a greater understanding of
background checks can help you to alleviate some of this awkward tension.</div>
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Background checks are common.</span></h3>
The employees walking into your office for an interview are likely aware that a
background check is part of the process. As much as you have researched how to
ease people into background checks, they have likely researched the
components of a typical interview process. Therefore, the background check is unlikely to surprise
them.<br />
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<h3>
<span style="font-size: small;">
Background checks can boost confidence.</span></h3>
You may feel like background checks can put up a barrier between you and the potential candidate because it may seem like an awkward subject to bring up. However, when you know more about what they have to offer and what they've been involve in, you can broach this particular topic with a greater degree of confidence and expertise.<br />
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Background checks involve a variety of elements.</span></h3>
Another reason to consider the importance of background checks is because they
help you to gain a fuller picture of the potential candidate. Generally, for
example, a background check will involve a nationwide criminal check. This way, you know
if the candidate has been involved in certain legal issues. This does not necessarily mean you have to avoid hiring them. It means you now have the bases for a conversation with the candidate to determine how and if this will effect your position.<br />
<h3>
<span style="font-size: small;">
You don't have to poke around social media.</span></h3>
With the ubiquity of social media, people have been led to believe that all
companies are constantly checking out their Facebook pages and Twitter
accounts. While some companies do make that part of their routine, it is not
the standard. You don't have to worry about figuring out how to evade privacy
settings on social media accounts, unless you feel a particular reason exists
to do so.<br />
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<span style="font-weight: normal;">Not only are most of the prospective candidates aware that a background check is a strong possibility, but they also know that it means they are a step closer to the job. Taking the time to conduct these background checks on candidates with whom you are not interested is wasteful. When you tell a candidate that they are undergoing a background check, they likely feel a greater sense of confidence in how you perceive them.</span><br />
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Visit Us At: <a href="http://thescreeningsource.org/" target="_blank">The Screening Source, LLC.</a></div>
Anonymoushttp://www.blogger.com/profile/14327259853121784482noreply@blogger.com0tag:blogger.com,1999:blog-4420941992690971665.post-40473594156269123762016-05-19T06:23:00.002-07:002019-03-19T12:54:03.598-07:00Background Screening for Non-Profit Organizations<br />
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<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgq-GF4GFf5bG44xfaVEHHLFw1fDSNGe9U0_UY2PB0alPLisnLGWrMLCeHCKatLWUhswHSPUrOWEKAtZwK6aakPWTpYglZgP6bw45wqnifKUOzdsBdH12eqQhrVWF-Bvzhmu_E2fD3NhNA/s1600/Employment+%2526+Tenant+brochures_Part12.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" height="91" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgq-GF4GFf5bG44xfaVEHHLFw1fDSNGe9U0_UY2PB0alPLisnLGWrMLCeHCKatLWUhswHSPUrOWEKAtZwK6aakPWTpYglZgP6bw45wqnifKUOzdsBdH12eqQhrVWF-Bvzhmu_E2fD3NhNA/s320/Employment+%2526+Tenant+brochures_Part12.jpg" width="320" /></a></div>
<br />
All organizations have a responsibility to background screen their volunteers. Even though they are not being paid there is still a tremendous amount of liability that comes along with having people donate time. Your responsibility as the organization is really no different than an employer. <br />
<br />
<a href="https://www.thescreeningsource.com/" target="_blank">www.thescreeningsource.com</a><br />
<br />
Call (860) 591-5225 or Email doug@TheScreeningSource.com<br />
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Anonymoushttp://www.blogger.com/profile/14327259853121784482noreply@blogger.com0tag:blogger.com,1999:blog-4420941992690971665.post-68493128405389574772016-05-05T07:17:00.000-07:002019-03-19T12:55:16.129-07:00Why Pre-Employment Screening Is So Important<br />
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEj0hBK8bBjhsM82c2RokOCPR2tOEaJJEoUstlIk1isiKYeXwJ3mDe5XIOxzXsnbJQTLQvYwgPikh8q3xieBUcnTRoGiuKkfR5ZnxZmuteuHw3IH2ho3dp-pUmv-LdF4rYO3_QAHHBb1ps4/s1600/01.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img alt="Pre-employment background screening" border="0" height="112" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEj0hBK8bBjhsM82c2RokOCPR2tOEaJJEoUstlIk1isiKYeXwJ3mDe5XIOxzXsnbJQTLQvYwgPikh8q3xieBUcnTRoGiuKkfR5ZnxZmuteuHw3IH2ho3dp-pUmv-LdF4rYO3_QAHHBb1ps4/s320/01.jpg" title="Employment Screening" width="320" /></a>Employers often leave background checks to be completed on a case-by-case basis. Employees may be subject to these checks if a job comes up that requires background checks to be completed. For example, employees who may temporarily work on the grounds of a school may need to be screened before a project starts.<br />
<br />
Pre-employment screening is an option that eliminates the need for screening in the future. Opting for screening before a candidate is offered a job protects the business and clients. Here are the ways that pre-employment screening benefits business and creates a better work environment.<br />
<br />
• Screening potential employees reduce liability by ensuring that the right person is hired for the position. When employees are being trusted with company assets or the personal belongings of clients, running background checks before they are hired helps to prevent situations that can negatively impact the company's reputation.<br />
<br />
• Completing a full screening before a person is hired saves time and money in the future. Completing screenings on a case-by-case basis when the need arises can hold up projects or even cause clients to look elsewhere when they are not willing to wait for employees to be screened.<br />
<br />
• Verification of work history ensures that candidates are a good fit for the job. The results of a pre-employment screening can help to hire managers to determine whether it is likely that the new hire would stay with the company in the long term to reduce turnover.<br />
<br />
• Conducting background checks before potential employees are hired increases safety in the workplace. The result is a more positive, productive work environment overall.<br />
<br />
Pre-employment screening is a cost-effective option that allows employers to identify whether candidates are accurately representing themselves. Taking the time to complete screenings now can save time and money in the future while improving workplace safety and lowering liability.<br />
<br />
Visit Us At: <a href="https://thescreeningsource.org/" target="_blank">The Screening Source, LLC.</a> Anonymoushttp://www.blogger.com/profile/14327259853121784482noreply@blogger.com0tag:blogger.com,1999:blog-4420941992690971665.post-34872767699774281702016-05-05T06:46:00.001-07:002019-03-19T12:56:18.278-07:00Background Checks On Construction Workers<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjOGZjGXM6tdEYtnP3e0BohIUHdeKyqOukT-DakUqOCe-L212Mbg-5lt4R55OV8XTE3oexEp9xpeel6lkqTgbytJFCJhLPYaW8rENj2TsvDAR1LTtdvgvoExVJg7Q4xlGKkPWKfaAlO5UI/s1600/construction.jpg" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" height="111" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjOGZjGXM6tdEYtnP3e0BohIUHdeKyqOukT-DakUqOCe-L212Mbg-5lt4R55OV8XTE3oexEp9xpeel6lkqTgbytJFCJhLPYaW8rENj2TsvDAR1LTtdvgvoExVJg7Q4xlGKkPWKfaAlO5UI/s200/construction.jpg" width="200" /></a>Some general contractors may not consider conducting background checks on construction workers and/or contractors, but they could be making a costly mistake. The price of performing a routine background check to uncover past criminality pales in comparison to the cost of liability and litigation that an employer could incur. The old saying, better safe than sorry, apply directly to these situations. A simple and inexpensive background check done can help avoid hiring a high-risk person who could ruin a company's reputation and balance sheet.<br />
<a href="https://www.thescreeningsource.com/" target="_blank">www.thescreeningsource.com</a>Anonymoushttp://www.blogger.com/profile/14327259853121784482noreply@blogger.com1tag:blogger.com,1999:blog-4420941992690971665.post-57306655584860837822016-04-29T10:00:00.004-07:002019-03-19T12:56:43.563-07:00The Cost of Workplace Violence<br />
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<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEieHZKmJtRClGeELlAiqEffa1Evo9b64g675W7o0zQZ8ykeeZvTq77S41RWBsA9cTKNSGolgUhvMCBpA1xs2qbyzKkxWEhM7YxkDZVyGhCHomDGeJi354Nbybusal6pZlPYXrsM1hCa8dQ/s1600/Employment+%2526+Tenant+brochures_Part13.jpg" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" height="98" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEieHZKmJtRClGeELlAiqEffa1Evo9b64g675W7o0zQZ8ykeeZvTq77S41RWBsA9cTKNSGolgUhvMCBpA1xs2qbyzKkxWEhM7YxkDZVyGhCHomDGeJi354Nbybusal6pZlPYXrsM1hCa8dQ/s200/Employment+%2526+Tenant+brochures_Part13.jpg" style="cursor: move;" width="200" /></a><span style="font-family: "georgia" , "times new roman" , serif;">The cost of workplace violence is more than financial. When it happens, the costs are also emotional and physical. The Occupational Safety and Health Administration, or OSHA, describes workplace violence as any action or threat at a place of employment that involves physical violence, intimidation or harassment. In fact, it can be any form of disruptive behavior that threatens others in the workplace. As an employer, you may struggle to hire new employees. To make the process easier and safer, consider using an employment screening service since as many as 10 percents of job applicants have some type of criminal history. Keep in mind that those with a violent past often cause violence in the future.</span><br />
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<a href="https://www.thescreeningsource.com/" target="_blank"><span style="font-family: "georgia" , "times new roman" , serif;">www.thescreeningsource.com</span></a></div>
Anonymoushttp://www.blogger.com/profile/14327259853121784482noreply@blogger.com0tag:blogger.com,1999:blog-4420941992690971665.post-66689835616181809072016-04-29T09:53:00.001-07:002019-03-19T12:57:34.089-07:00Evictions Are A Nightmare<br />
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhH4EvbB0R1wp0fl6BaOeltP_HgJnqv2fzkPQIhjo3VqtjhcwhMuZX5N8aMFZXCtKKZPZpMRMTk6jXrzGUzp91vxUR9NosxQmMi2ATejbY0nFbGMNaVxnwyzTsk-LrgVgCzCw-82jEdJXc/s1600/Employment+%2526+Tenant+brochures_Part17b.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img alt="Tenant Screening" border="0" height="155" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhH4EvbB0R1wp0fl6BaOeltP_HgJnqv2fzkPQIhjo3VqtjhcwhMuZX5N8aMFZXCtKKZPZpMRMTk6jXrzGUzp91vxUR9NosxQmMi2ATejbY0nFbGMNaVxnwyzTsk-LrgVgCzCw-82jEdJXc/s200/Employment+%2526+Tenant+brochures_Part17b.jpg" title="Evictions" width="200" /></a><span style="font-family: "georgia" , "times new roman" , serif;">If you are in the real estate game, then you have to know how frustrating evictions are. First of all, they take time out of your day to go and have to deal with the situation on your own. Secondly, no matter how many times you’ve done it, evicting someone is never an easy task. You don’t know how they will react or the things that they might do if they are angry with your decision to evict them, even if they are in the wrong and deserve it. And lastly, if you have to evict someone, that means that you are going to have to go through the entire process of finding someone new, which isn’t likely to be any easier than the first time you did it. The chances of all of this happening can be quickly avoided with a simple background check, which will allow you to see if the potential tenant has any other evictions in their past.</span><br />
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<span style="font-family: "georgia" , "times new roman" , serif;"><br /></span>
<span style="font-family: "georgia" , "times new roman" , serif;">Visit Us At: <a href="https://thescreeningsource.com/" target="_blank">The Screening Source, LLC.</a> </span></div>
Anonymoushttp://www.blogger.com/profile/14327259853121784482noreply@blogger.com0East Hampton, CT 06424, USA41.5705502 -72.496818941.3804322 -72.819542399999989 41.7606682 -72.1740954tag:blogger.com,1999:blog-4420941992690971665.post-50734845243601507552016-04-29T05:46:00.000-07:002017-09-12T06:27:34.171-07:00Do You Really Know Your Tenants?<h2>
<b><span style="font-size: small;">Do Y</span></b><b><span style="font-size: small;">ou Really Know Your Tenants?</span></b></h2>
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiC6fcwRpggMmn3bVhQ63MYcDhmo3HRxuPdRCBEMlCYOfmOz2Sw8qLO5fo5kCuXCLmi-jO2xDxq9MsY-_eAEKR8bLj3V9AqjAivrQFxpZkWR4yYChVSrWRzqMNwdRti-GeISZ0or3f0mwU/s1600/Appartments+1.jpg" imageanchor="1" style="clear: left; display: inline !important; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" height="132" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiC6fcwRpggMmn3bVhQ63MYcDhmo3HRxuPdRCBEMlCYOfmOz2Sw8qLO5fo5kCuXCLmi-jO2xDxq9MsY-_eAEKR8bLj3V9AqjAivrQFxpZkWR4yYChVSrWRzqMNwdRti-GeISZ0or3f0mwU/s200/Appartments+1.jpg" width="200" /></a><br />
Tenant Screening - Trying to find the right tenant for your property can be a headache. However, choosing the wrong tenant and having to resolve any issues that they left behind is more like a migraine that will have you kicking yourself. The best way to avoid this is to do a simple background check on your potential tenants. Some landlords and property managers think that a background check may be an unnecessary expense. However, when you meet someone in person, you never know what kind of information they may be misinforming you with. Instead, a simple background check will clear any of that up and help you alleviate any issues, before they actually happen.<br />
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<a href="http://www.thescreeningsource.com/" target="_blank">www.thescreeningsource.com</a></div>
Anonymoushttp://www.blogger.com/profile/14327259853121784482noreply@blogger.com0tag:blogger.com,1999:blog-4420941992690971665.post-54488669029765970882016-04-28T09:49:00.002-07:002019-03-19T12:59:10.768-07:00Choose a Professional Background Screening Service<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhGh8pw5iI1Jreh8I3KItbUV4AE6AXa1PcjmSu3KZkvZxRqtQhvqg62vgWMPLNQmpptVjxrXSqTnkkojVXfprBeWkJUUwbtqPNoSbH8LYB0oFzOiQprHaae3g7k5yaOHy-U2_VPtiu5hfk/s1600/2+%25283%2529.jpg" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" height="213" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhGh8pw5iI1Jreh8I3KItbUV4AE6AXa1PcjmSu3KZkvZxRqtQhvqg62vgWMPLNQmpptVjxrXSqTnkkojVXfprBeWkJUUwbtqPNoSbH8LYB0oFzOiQprHaae3g7k5yaOHy-U2_VPtiu5hfk/s320/2+%25283%2529.jpg" width="320" /></a></div>
<span style="font-family: "georgia" , "times new roman" , serif;">Running a background check on a potential hire is the best practice in today’s market. Gathering as much information as possible prevents an employer from hiring an unsuitable employee. Never before has so much information been available at the touch of a button. A company that contracts with <a href="https://www.thescreeningsource.com/" target="_blank">The Screening Source</a> to conduct a Professional Background Check is at much lower risk for hiring an employee that might be a bad fit. The search tools The Screening Source provides to conduct a background check allow speedy access to need-to-know facts from databases everywhere. These tools also keep the background check within state and federal privacy regulations. The search tools are excellent but they are only half of the equation.</span><br />
<span style="font-family: "georgia" , "times new roman" , serif;"><br /></span>
<b><span style="font-family: "georgia" , "times new roman" , serif;">Other Considerations</span></b><br />
<span style="font-family: "georgia" , "times new roman" , serif;"><br /></span>
<span style="font-family: "georgia" , "times new roman" , serif;">There are many laws in place to protect the hiring company and the potential employee. A professional background check service will always require a Disclosure and Authorize form signed by the applicant prior to the screening and will advise him or her of their rights. The applicant should also receive a copy of the background check results.</span><br />
<span style="font-family: "georgia" , "times new roman" , serif;"><br /></span>
<span style="font-family: "georgia" , "times new roman" , serif;">Instead of allowing an individual piece of information disclosed on the background check to influence a hiring decision, examine the information as a whole. An individual, or the capacity to do a job, is not limited by one aspect of the past. Studying repeated patterns in a background check allows the hiring company to carry out employment choices in a justifiable manner.</span><br />
<span style="font-family: "georgia" , "times new roman" , serif;">A background check reveals a lot of information about a potential employee. It is easy to focus on what the subject of a background check has done wrong. Remember that there is good information contained in the report as well. Often, the favorable details can tip the scale between proficient applicants.</span><br />
<span style="font-family: "georgia" , "times new roman" , serif;"><br /></span>
<span style="font-family: "georgia" , "times new roman" , serif;">With so much information available on the Internet, a hiring company may be tempted to conduct background searches on their own. Many computer users have entered a search query only to be overwhelmed with information. Taking time to sift through thousands of hits for accurate and reliable information takes time away from other job duties. Not all information desired in a background check can be accessed through a search engine. Most of the particular facts for a background check must be done by a professional business that specializes in background checks. A company such as <a href="https://www.thescreeningsource.com/" target="_blank">The Screening Source </a>has the trained staff and software to ensure the results are relevant, accurate and in compliance with state and federal laws. Contracting with a professional background check company ensures a smooth hiring process.</span><br />
<span style="font-family: "georgia" , "times new roman" , serif;"><br /></span>
<span style="font-family: "georgia" , "times new roman" , serif;">Laws and regulations differ between states, locales and even jobs. A professional background check service will have all results reviewed by a licensed investigator to ensure accuracy and report only legally reportable information. Contracting with <a href="https://www.thescreeningsource.com/" target="_blank">The Screening Source</a> ensures that all background checks are conducted within relevant laws and regulations.</span><br />
<span style="font-family: "georgia" , "times new roman" , serif;">A savvy hiring manager will examine the big picture instead of fixating on one facet of the potential hire. Focusing on one aspect of a potential hire gives only a partial picture of an applicant’s qualifications. A professional background check will provide an important portion of the information necessary to make an informed decision.</span><br />
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<span style="font-family: "georgia" , "times new roman" , serif;">To protect the hiring company, <a href="https://www.thescreeningsource.com/" target="_blank">The Screening Source</a> recommends all applicants for the same job get the same background check. This practice helps protect the hiring company. A consistent background check procedure demonstrates that the hiring company is not discriminating against any applicant. Should a background check reveal information that may influence a decision, an in-person discussion is suggested. This conversation may clear up inaccurate information or even a misinterpretation on the background check.</span><br />
<a href="https://www.thescreeningsource.com/" target="_blank"><span style="font-family: "georgia" , "times new roman" , serif;">www.thescreeningsource.com</span></a><br />
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Anonymoushttp://www.blogger.com/profile/14327259853121784482noreply@blogger.com0tag:blogger.com,1999:blog-4420941992690971665.post-1162323223559452662016-04-27T08:06:00.001-07:002016-04-27T13:55:39.954-07:00Welcome<h1>
Employee Screening Service Hartford, CT</h1>
Welcome to the Blog of the Screening Source, LLC. in Hartford, Connecticut. We specialize in Background Screening services for Employers, Property Managers, Nonprofit Organizations, Child Care, Senior Care and Schools.
We have access to all the necessary Background Screening databases
including: FBI Most Wanted, Interpol, Department of Corrections,
Department of Public Safety, Administration of Courts, Sex Offenders,
DMV reports, Credit Reports and we even offer Drug Screening. MOST IMPORTANTLY, our Background Screening results are VERIFIED
by our experienced, licensed Private Investigators to ensure you have
the correct information and know how to disclose it properly.<br />
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We will be writing informative articles on what to look for when screening employees. We want to assist you in making the process as easy and effective as possible.<br />
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So check back with us often!<br />
<a href="http://www.thescreeningsource.com/">www.thescreeningsource.com </a>The Screening Sourcehttp://www.blogger.com/profile/00901317808909091664noreply@blogger.com0