INSIDE BACKGROUND SCREENING


Background Checks Continue To Influence Key Factors In Hiring Decisions by Robert Capwell, Chief Knowledge Officer, Employment Background Investigations, Inc. (EBI)


A recent survey of randomly selected HR professionals conducted by the Society of Human Resource Management (SHRM) asked the question. “In general, when making a hiring decision about a job candidate, which are the most important factors influencing the final decision to hire a particular candidate over another?” The survey revealed 9 key factors, of which 8 are directly supported by a compre- hensive background check. Responses to this question confirm the critical role that background checks play in the decision making process for new hires.


The following are responses based on order of influence within the final decision making process:


87% - Previous work experience directly applicable to the job 86% - A good fit with the job and organization 78% - Specific skills expertise needed for the job (e.g., technical skills, communication skills) 78% - Performance during the interview (e.g., profes- sional demeanor, good communication skills) 60% - Favorable reference background check results (e.g., verification of employment history) 60% - Education directly applicable to the job 59% - Favorable criminal background check results (e.g., criminal history) 51% - Certifications directly applicable to the job (e.g., CPA, PHR, PMP) 19% - Favorable credit background check results (e.g., credit history)


Two-thirds of the most influential factors are supported and can be properly assessed through conducting a comprehen- sive background check on potential new hires. Knowing more about your candidate up front is critical to determining proper qualifications, experience, skill level, and even potential security or safety risks for a complete candidate evaluation. A comprehensive background check will take a closer look into the following core areas:


By incorporating a comprehensive and compliant background screening program you can properly assess, screen and credential your future employees and alleviate the overwhelming challenges, risks and liabilities of making a bad hiring decision. To read more, click here


To read more, click here Using Social Media to Assist With Crisis Management


It is hard to imagine a business or organization that has not had to deal with some sort of crisis that impacts, or has the potential to impact, its reputation. Social media, and the speed by which it can be used to spread information, has enormous potential to accelerate a reputational crisis. Conversely, social media can be one of your most valuable tools when it comes to crisis management. Your ability to manage a crisis may, however, be directly impacted by how prepared you are to utilize social media in a focused and comprehensive way when a crisis occurs.


There are some best practices your company or organization can put in place, to help make sure you are as prepared as possible to implement effective crisis management.


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Half of All Employers have Hired Workers with a Record


While having a run-in with the law can have long-term repercussions for job hunting, a new study from Career- Builder shows organizations are open to giving people second chances. Fifty-one percent of Human Resource managers reported that their organizations have hired someone with a criminal record. The study, which included more than 2,000 hiring managers nationwide, also looked at what job seekers with criminal records can do to help their chances of getting hired. “The number one recommendation hiring managers have is to own your past and focus on what you learned from it to grow professionally and personally,” said Rosemary Haefner, Vice President of Human Resources at CareerBuilder. “You also want to stay active. Taking classes, volunteering and tapping into social networks can be good ways to help overcome obstacles associated with job hunting with a criminal past.” Hiring managers also recommend staying positive and be willing to work your way up.


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Workplace Bullying Law Reintroduced in New Jersey


On September 24, 2012, the “Healthy Workplace Act” (A3249) was re-introduced, seeking once again to make workplace bullying, abuse, and harassment unlawful. The law would dramatically increase employers’ potential liability as it would make harassment unrelated to any protected category (such as sex or race) illegal.


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