From building their own websites to recruiting and more, a lot of businesses are finding it is a time and money saver to bring some tasks in-house. If you are thinking about using an online DIY background screening site to handle your background screening, look at your options apples-to-apples. On the surface, the task of performing background screening
Just in case you missed it, a law passed in CA (AB 622) back in October of 2015 which prohibits the use of the E-Verify system that is administered by the United States Citizenship and Immigrations services until after an offer of employment has been made. If you haven’t reviewed your E-Verify usage policies in a while, now is definitely the time to be sure you are compliant.
The one basic question that most HR professionals ask when thinking about background screening is: “What should I include in my pre-employment background check?” Finding a perfect-fit screening package for your company’s individual needs may require a custom plan, but there are some constants that will help ensure that only the best applicants are considered for employment.
It is highly likely that you have encountered at least one bully in your life – whether it was in school, in the neighborhood, or in the workplace. Most times they are easy to recognize, but sometimes their methods are too sneaky and subtle for you to discern until you have been a victim. From merely annoying to downright dangerous, bullies can affect
When you have posted your job and the resumes start coming in, are you relying on assessments, tests, and behavioral interviewing to weed through a large volume of candidates? Maybe it’s time to stop cramming everyone into one box and start recruiting to attract unique candidates with the potential to be great in your company.
No matter how talented and skilled you are, the ability to communicate well trumps just about every other ability you have. When your clients, supervisors, direct reports or colleagues feel heard and understood, you will be amazed at how many of your goals and objectives can be accomplished.
The Fair Labor Standards Act (FLSA) Final Rule addresses and defines the regulations for determining the status of your employees as exempt or non-exempt and updates regulations for overtime. Employees are exempt only if they are employed in a genuine executive, professional, or administrative position as those terms have been defined in the Department of Labor’s regulations at 29 CFR part 541.
By Jacqueline McClure Whether your company is large or small, hiring the right candidate makes a big difference to your bottom line by affecting profits, growth, customer satisfaction, safety, employee retention, work processes, and legal compliance. Frequently, large companies have the edge with a more comprehensive and professional HR department. However, even in a big company,…
By Jacqueline McClure Genesis Background Screening Services Many companies use and store sensitive information throughout their organization. If you haven’t thought through your processes by making a plan for the type of information you collect, the time you retain it, who has access to it, and how you dispose of it, your company could be at…
Many companies have taken a hard line and won’t consider any applicants who are currently unemployed. Candidates, no matter how qualified and talented they are, who are consistently rejected, will soon join the ranks of the long-term unemployed.