Both employers and employees have questions about how the verification process works and what can be done.
Small business owners often wear many hats within their organizations, including that of the Human Resources Director. Because owners are not only busy but also not HR professionals themselves, these businesses tend to struggle completing certain HR tasks.
Even in a time of technology and automation, people remain crucial to meeting any company's production objectives.
The point of workforce optimization is to get the most from your employees in the most efficient way, without having to over-staff.
The scope of an employee background check can vary based on company needs and the nature of the role being filled.
In the past, the recruiting standard was an engaging career web page or job board on the company website and an HR representative to answer the phone, but that's not enough to draw talent.
Despite the “ban the box movement,” the criminal record check is still a part of many organizations’ hiring processes today.
Advances in technology mean HR professionals are able to streamline their day-to-day processes, including the entire hiring process, using the newest products and services available to them.
Software improvements today mean Human Resources departments large and small have advanced resources available to them that can simplify aspects of hiring.
Rapid advances in business technology mean Human Resource professionals continue to be challenged when it comes to adapting to change in their departments.
Background checks are an important part of any company’s hiring process. Being aware of a job candidate's criminal records, including potential arrests, convictions, and incarcerations, in particular, are no exception.
Because they can take an indeterminate amount of time, pre employment checks often put recruiters, hiring professionals and human resource representatives in the hot seat in a competitive job market.
Anyone who has done a quick web search for the term “background check services” is aware that there are many companies that offer these services of one kind or another.
Asking the right reference check questions can mean the difference between a good hire and a bad one.
Due to the blanket “no-reference” policy trend of larger companies, a reference check on a job candidate can be one of the
There are a few HR policies that can help businesses today avoid lengthy policy disputes, expensive lawsuits and unnecessary liabilities and risks.
A third-party employment screening service can be Human Resource’s best friend - or sore spot. It all depends on whether or not the service meets, at least, these three criteria.
According to the Society for Human Resource Management’s (SHRM’s) 2016 Human Capital Benchmarking Report, it takes an average of 42 days and $4,129 for an organization to fill an open position.
Do you know who you’re hiring? If your organization has a comprehensive background screening process in place, you might.