Almost every company goal depends on your workforce being up to the task. Do you have the talent and leadership you need to get your company to the next level? Do you think you can’t encourage your employees’ leadership development if they don’t
Just about every business uses social media now to help promote their brand, communicate with customers, and market to prospects. Are you using it to your advantage while also managing the down side? You can be sure your competitors are using it so don’t stick your head in the sand.
On October 12, 2017, California’s Gov. Brown signed AB168, increasing the scope of the fair pay law. Assembly Bill 168 will be added to Section 432.3 of the Labor Code and states that employers are not allowed to seek salary history information about an applicant to use as a factor in deciding whether to offer them employment or to determine salary.
If your company has peaks in business during certain times of the year, you probably have challenges with hiring extra help as you gear up for your busy season. Whether it is due to holiday shoppers, seasonal recreational activity or just your busy time, it’s something you plan for. Since it is typically predictable, don’t hire in haste
If you have an old school attitude about the relationship between employer and employee, you may think that your staff just needs to come to work, do their job and earn their paycheck. You may expect loyalty, hard work, and adaptability to just happen – after all, you pay for it…right? Would you be surprised to know that according to the Gallup Poll, 51% of the U.S. workforce is not fully engaged
Whether you were the interviewer of the interviewee, most of us have been involved in an interview that was not effective. We know what it looks like and we definitely know what it feels like! At best, traditional interviews don’t bring out the information you really need to make the optimal hiring decision and, at their worst, they can be very ineffective and even illegal.
Our Research Specialists here at Genesis Background Screening have heard some pretty crazy stories over the years about what HR professionals have to deal with when they need to hire. Whether you are replacing an employee who is moving on or creating new positions with company growth, finding the right talent that has the character you want for your business is challenging.
You might be surprised to find out how many people, that are either on staff or contractors that support your company, come to work impaired. Maybe you drug tested them during your pre-employment process and you think that is enough to ensure that your workplace is free of illegal substances. But with statistics showing that illicit drug use is up at the highest level in 12 years, it is quite likely that you may have employees right now that are abusing drugs.
When even the big companies are dealing with litigation over FCRA compliance, what’s a small to medium company to do? If corporations with lots of resources can’t get it right, is all hope lost? Actually, it may be easier for small companies to adjust. Large companies have lots of layers and departments which make it a challenge to make sure everyone is on board with the changes and that they follow through
Depending on the size of your company, your HR department and your budget, it is likely you may question the necessity of performing background screening on your candidates. Before making a decision about whether you need to protect your clients, staff and information, consider the most common myths about background screening:
Myth #1: I don’t always need to do background screening.