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For recruiters, the last few steps of the hiring process are full of excitement, nerves and anticipation. The company is so close to having a great new team member, but it's up to recruiters to tie up all the loose ends and make sure the team member is perfect. Here's our festive spin on the last few steps of the hiring process, inspired by Clement Clarke Moore.
Once recruiters have reached their final few candidates, the follow up emails and phone calls start to slow down. At this point, they have just about all the information they need. They just get to work with the hiring team to narrow down the last three or four candidates, and find the best hire.
Background screenings can be a huge stresser for recruiters, but it's better to know about a candidate's background before you risk hiring them. According to CareerBuilder, a bad hire costs an average of $17,000. The best way to avoid a bad hire is through a background check, which includes reference checks as well as criminal, licensing and employment history. To make the background screening process easy, use a background screening company that's FCRA complaint.
This far along the hiring process, recruiters should remember that their candidates are no longer just resumes. More likely than not, these candidates have come in for several interviews, talked with recruiters and other team members frequently, and they've answered follow up questions. When making final decisions, recruiters should remember that the people on the other side of the hiring process are equally invested in the job being a great fit.
"When, to my wondering eyes should appear, the perfect candidate is right here!"
One of the hardest steps in the hiring process is prioritizing candidates. You might have three fabulous candidates, but only one job opening. At this point, work with the hiring team to figure out your preferences for a new coworker. Is a personality fit the most important thing? Or are technical skills non-negotiable? Once you focus on priorities, the best fit will naturally rise to the top.
Once you make a job offer, your roles completely switch. It's now your job to impress the candidate, instead of the other way around. Before you make a job offer, be prepared with all the things that make your company great-- do you have an unbeatable 401K match program? How about being voted a best place to work? Have all of these facts ready to go, along with a few personal stories about why you like working at your company. That way, you can make sure your candidate makes the right decision: choosing you!
Your candidate's skills are perfect, they love your company, and they've accepted the offer! The hard work is done, but recruiters should remember to follow up on their new hires. Check with them through the onboarding process to make sure they're happy with their decision. To really improve your hiring process, you should keep track of your new hires to see how long they stay with the company, and if they get bonuses and/or raises. This way, you can continually improve your ability to hire the perfect candidate.
Happy offers to all, and to all a good hire!
We know how stressful the last phase of the hiring process is, and we hope you can take breaks when you need to, especially during this time of the year. Need a helping hand? Choose a one-click background screening solution to decrease your time to hire and your stress levels. Happy holidays from all of us at Verified First!
For most people, the holiday season is a time for relaxation with family and friends. But for human resources professionals, this is typically their busiest time of year. From the holiday party and office festivities, to confirming insurance enrollments and charitable contributions, human resources professionals are working practically around the clock to make the holidays enjoyable for employees. Here are six reasons why you may just want to write them a special holiday thank you card or put a little appreciation gift under their office tree.
1. Open Enrollment
With the national open enrollment deadline for 2019 healthcare plans coming up on December 15th, HR professionals have just a few days left to make sure that their employees properly file for health insurance. And, HR's work on health insurance doesn't end after the 15th. HR just has the final weeks of 2018 to double check that their employees filed for the correct plans and maximized their benefits.
2. Scheduling Holiday Time
The week between Christmas and New Years can feel like a deadzone because of how many people take work off. However, for every shift or day an employee goes on vacation, there's a human resources manager accounting for that time off. They have to balance letting employees relax with their families while making sure their companies keep running, which is much easier said than done.
3. Recruiting
Since lots of companies hire new employees in the new year, December is anything but slow for recruiters. In December, recruiters have the added challenge of scheduling phone calls, interviews, and background screenings through the holidays. Recruiters have to match their employees' schedules with their candidates', which is an impressive feat with so much going on. All of this increases recruiters' time to hire, but tools like ATS-integrated background screening are there to help the recruiting process all year long.
4. The Holiday Party
Somebody has to organize the holiday party, the ugly sweater contest, and the charitable Toys for Tots event and the gift exchange! Though this depends on the company, HR is usually involved in this planning, if not in charge. The holiday party alone can take several months to plan. In the midst of insurance deadlines and recruiting, HR professionals dedicate their Decembers to making their employees feel appreciated, and we can't thank them enough for it.
5. Charitable Giving
According to Nonprofit Source, 9 out of 10 companies have some sort of charitable giving program, and many of these programs include matching employees' contributions. This is great, but since lots of people prefer to do most of their donations at the end of the year, HR professionals will be even busier with handling these matches. In addition, some companies make year-end donations on their own, which is something HR also has to be involved with.
6. Retirement Deadlines
Human resource teams aren't just taking care of their current employees, they also take care of former employees. Legally, they have to make sure that former employees who are older than 70 get their correct retirement compensation by December 31st. They also have to make any changes to their current retirement plans by the same date.
During this time of year, be sure to thank your human resources team for all their hard work! If you're a human resources professional, know that your team appreciates you more than they could say, and be sure to take time for yourself and your family during this holiday season.
In November, Petco was fined 1.2 million dollars in a class action settlement because of a Fair Credit Reporting Act violation, in which they didn't properly disclose when they conducted background checks. With such a large company making such a mistake, it's smart for recruiters and human resources professionals to check their own compliance with the FCRA. Here's what we can learn from this costly mishap.
1. Disclose your background check policy
Petco got in trouble because they didn't include a standalone, clear and conspicuous disclosure. They included information about obtaining background checks in with the rest of their application and paperwork. Disclosing background checks isn't a box you can check off and say that you're complaint. Make sure that your applicants clearly understand your policy with a standalone disclosure, so that you're all on the same page.
2. Give your applicants a copy of their rights under the FCRA
When you do get permission from applicants, it's a good idea to remain transparent by giving them a copy of their rights under the FCRA. This way, you hold yourself accountable to be compliant, and your applicant can raise any questions they might have. It's much better for them to ask questions during the hiring process than two years later in a class action lawsuit.
3. Pre-adverse action and Adverse Action Letters
So you found a great applicant, and then conducted a background check and found some not-so-great information. You have the right to not hire this person, but there are steps you have to take before doing so. You must give them a copy of the Summary of Rights and inform them that you may choose not to hire them because of the information you found in their background check. You also have to include a copy of the background report you received, along with information on the company that compiled the background report. You need to give this information to your applicant before you officially chose not to hire them, so that they have time to dispute any of the information in their background report. The rule of thumb for this time period between the pre-adverse action and the official adverse action is a minimum of five business days.
4. Avoid blanket policies
A blanket policy to conduct background checks on all employees hired is not a violation. But you can run into trouble with the Civil Rights Act when you start manually picking and choosing who is screened. It's illegal to conduct a background screening on someone because of their race, age, nation of origin, etc. It's also risky to have a blanket statement on certain crimes that might affect some groups more than others. To avoid these risks, the EEOC Best Practice Guidance report recommends using the Green Factors when weighing certain convictions against an applicant's ability to do a job.
5. Check your state's specific policies
Some states have specific laws on background check compliance, or their own versions of the Fair Credit Reporting Act that impact the way employers are able to use particular information. For example, California has laws on some crimes that can't be used against applicants, like certain marijuana convictions more than two years old. These laws can be tricky to navigate, but are crucial to remaining compliant.
6. Obtain permission from job applicants
Petco certainly isn't the only employer caught up in FCRA violations. In a similar case, Stanford University is currently facing a class action lawsuit for not obtaining clear permission for background checks from their applicants. According to the lawsuit, Stanford disclosed their background check policy on their standard application form. FCRA calls for written permission in a document that's for obtaining permission for a background check, and the FCRA specifically says you can't include these permissions in the job application. Again, background check permissions can't simply be a box that applicants check.
The safest option for your organization is to fully understand Ban the Box laws in your jurisdiction. They may mandate the point in the application process where you can inquire about a candidate's criminal conviction history.
As a smart employer, you know compliance is important. Failing to comply with changing regulations can result in costly (and preventable) class action lawsuits. As an FCRA compliant background screening company, Verified First's in-house compliance team is dedicated to helping you stay up to date with the latest in compliance news.
Did you know that 75% of HR professionals have caught a lie on a resume (per CareerBuilder survey)? Surprisingly, it's hardly just entry level applicants who do this. Even public officials, from candidates for office to coaches to CEOs have knowingly fabricated their qualifications. Here are seven public officials who were caught in the act with false records.
1. Mel Jurado, Temple Terrace Mayor
Mel Jurado, the mayor of Temple Terrace in Florida, was just caught with a PH.D from LaSalle University (the LaSalle located in LA. vs. PA.), a notorious diploma mill that was shut down by the FBI just a few months after Jurado got her diploma, according to the Tampa Bay Times. Although Jurado technically had a degree, she often didn't list where it came from on her resumes. According to the Tampa Bay Times, the only time she listed "LaSalle University" in a job application, she didn't get the job.
2. Marilee Jones, MIT Dean of Admissions
In 2007, Marilee Jones, the former Dean of Admissions at MIT stepped down from her role after nearly thirty years at the university. According to CNN, Jones lied on her resume about her education when applying for her first job at MIT -- she never received any of the degrees she listed. She said she didn't have the courage to correct her original lies.
3. George O'Leary, Football Coach
In 2001, just five days after becoming the football coach for Notre Dame, George O'Leary resigned. According to the New York Times, he lied about his academic accomplishments, falsely claiming to have a master's degree from New York University. In addition, he claimed that he was on the football team at the University of New Hampshire. However, The Union Leader, a New Hampshire newspaper, couldn't find anyone who remembered playing on the team with him.
4. Kenneth Lonchar, Veritas Chief Financial Officer
According to Market Watch, stocks at Veritas dropped nearly 20 percent after its Chief Financial Officer, Kenneth Lonchar, resigned after admitting that he lied about having an MBA from Stanford. He had been working as a CFO for 14 years.
5. Sandra Baldwin, President and Chairman of the United States Olympic Committee
In 2002, just after the Olympics in Salt Lake City, Sandra Baldwin resigned after a University of Colorado student writing for an alumni publication discovered that Baldwin lied about her education, according to The New York Times. She said she received her bachelor's at the University of Colorado, but she never completed her degree. Then, she said she got a doctorate degree at Arizona State, but it was actually a bachelor's degree.
6. Scott Thompson, Yahoo CEO
In 2012, Scott Thompson was fired after Yahoo discovered that he lied about his education. He claimed that he studied accounting and computer science at Stonehill College, but he actually only studied accounting. According to CNN, Thompson's lie created particularly large issues for Yahoo, because it listed Thomson's fake computer science degree in its annual report to the SEC. CEOs are legally required to certify that their SEC filings are accurate.
7. Michael Brown, Head of the Federal Emergency Management Agency (FEMA)
Unlike the above mishaps, this captures a misrepresentation of employment, vs. education. In 2005, while FEMA was being criticized for its reaction to Hurricane Katrina, its director, Michael Brown, also came under fire. Before working for FEMA, he listed that he was an "assistant city manager" in Oklahoma. However, he was actually "assistant to the city manager" in that role, according to Time. He also listed on his FindLaw profile that he received an "Outstanding Political Science Professor" award at Central State University, yet he was never a professor there. Last, he said that he had been the director of the Oklahoma Christian Home. The staff at FEMA said he was actually on the Board of Directors. However, the Home said that was also false, again according to Time.
These public officials serve as painful reminders for recruiters and employees. Employees should know that one lie on one resume can ruin a career. And recruiters should know that failure to properly conduct background checks can lead to painful consequences. For peace of mind, recruiters should use a credible background screening company for all new employees, no matter the position.
We don't often think of volunteering as an industry, but according to the Corporation for National and Community Service, volunteer hours in the United States have an economic value of approximately $167 billion. About one in three Americans volunteered last year, making volunteering a strong, vital industry. Whether you work for a non-profit, or have employees who volunteer outside of work, here are the key takeaways about the state of the volunteer industry in 2018 and beyond.
How many people volunteered in 2018?
To give you a better idea of the importance of the volunteer industry, here are more numbers from the study by the Corporation for National and Community Service (CNCS), which is the organization that runs AmeriCorps and Senior Corps. Last year, 77.4 million Americans volunteered for a total of 6.9 billion hours served. That's "billion" with a "b." The states that have the highest number of volunteers are Utah, with more than half of its citizens reporting they volunteered last year, Minnesota and Oregon.
What are the most popular types of volunteering?
More than a third of volunteers in 2018 spent their volunteer hours fundraising or selling items to make money, according to the CNCS study. This is the highest percentage of how people spend their volunteer hours. Those bake sales you see this time of year add up! In addition, 34% of volunteers collected, prepared, distributed or served food, at places like food banks, holiday dinners, and more. After that, 26% of volunteers collected, made, or distributed things like blankets, clothing and crafts.
Which organizations attracted the most volunteers?
The largest percentage of volunteers (32%) worked for their religious organization. After that, 26% of volunteers worked for a sports, hobby, cultural or arts organization. These are volunteer roles like soccer coaches, working at arts festivals, or ushering at a local play. In third place was volunteers working in education or youth related organizations.
When do organizations need volunteers?
It's a common misconception that organizations specifically need volunteers during the holidays, but this isn't always the case. When an organization needs volunteers depends on what that organization does. For example, a political campaign will need a volunteer during summer and fall, while homeless shelters will particularly need volunteers in the winter. Some nonprofits need volunteers in their off season, when money is flowing more slowly, while others will need volunteers only in their main season. Across a variety of sectors, volunteers are needed year-round.
How can organizations find the right volunteers?
Volunteers are the backbone for most nonprofits, from churches to small arts organizations. Some of these volunteers function essentially like an employee, in terms of their level of responsibilities. Unfortunately, some nonprofits run into issues with volunteers with past problems. Background screening can help nonprofits manage volunteers with confidence, knowing that the volunteers are good people. For some volunteer roles like drivers, teachers, or daycare volunteers, background screenings are essential. Nonprofit and for profit organizations alike can always benefit from a reputable background screening company, so they can rest assured their volunteers and employees are safe, capable workers.
Verified First provides fully integrated background screening solutions for 100+ applicant tracking systems. With an average integration time of five minutes, Verified First uses patent-pending integration technology to slash your time to hire. Contact us for more information.
7 Reasons Why We're Thankful for Recruiters
It's the season to be grateful, and recruiters are too often the unsung heroes within an organization. From job description to offer letter, recruiters make hiring a new candidate seem near effortless, even though we all know it's not! Here are seven reasons why we're grateful for recruiters.
1. They're the first friendly face of the company
From the very first screening interview, recruiters are the main point of contact between your candidate and your company. This can be a lot of pressure for recruiters, but they maintain a level of grace and friendliness, which keeps the candidates interested in working for your company. This is particularly important because four out of five candidates think that the way a company treats them during the hiring process is an indicator of how the company treats its employees.
2. They know what attracts great talent
Recruiters are in charge of making your company attractive in the first place, and this is much easier said than done. Recruiters help create the perfect job descriptions, they know where to market their company's openings, and they connect employers with the ideal candidates. All of this work means that not only do recruiters get lots of applications for your openings, they get quality candidates.
3. They can find a needle in a haystack
Recruiters do the rough work of going through resumes and cover letters. According to SHRM, the average number of applications received per job opening is 36. The recruiter's time spent manually reviewing all the applications is reduced when they work closely with the hiring manager up front to understand what they're looking for in a candidate - either way, still a significant undertaking.
4. They bring us our amazing coworkers
Something that people don't always think about when hiring someone new is that candidates are potential coworkers. Recruiters help find people who are as good of a culture fit as they are qualified. This way, from day one, your team has a new coworker who will be good at their job as well as pleasant to work with. A bad fit is a bad hire and costs an average of $9,000 per day according to the Harvard Business Review.
5. They never stop searching for the right fit
Sometimes, recruiters are a much-needed dose of reality for candidates who seem perfect. They can connect when a resume doesn't quite make sense, and weed out any obvious falsehoods- a critical need as 3 out 4 HR managers reporting they've caught a lie on a resume. Then, further along the hiring process, recruiters conduct background screenings on finalists. These background screenings will determine whether a candidate told the truth in their resume.
6. They know what it takes to seal the deal
Because recruiters are the main point of contact for candidates, they're usually in charge of offering jobs to chosen candidates. After all the interviews are said and done, it's their role to convince great talent to join your company. Making an offer is stressful because the candidate is no longer the one trying to impress the company-- the roles are now reversed.
7. They take on the difficult conversations
So you've found the perfect candidate, and they've agreed to take the job! The last step is negotiating pay. This is always a bit uncomfortable for both parties to navigate, but recruiters do the work of ensuring the new candidate is paid fairly, but not excessively.
We can't thank recruiters enough for all their work, and our goal is to make their lives as easy as possible. Check out our background screening services that will take the stress out of recruiting.
We are ecstatic to announce that Verified First has made the 2018 HRO Today Pre-Employment Screening Baker's Dozen Overall Midsize Program Leaders list. As one of the most prestigious awards in the background screening industry, this is an enormous honor for the entire Verified First team.
HRO Today bases its rankings solely on feedback from each provider's customers. This makes it perhaps the most objective indicator of a provider's customer satisfaction. Companies are ranked in three areas: breadth of service, deal size, and quality of service. Using an algorithm that weighs questions and categories based on importance, scores are calculated in all three subcategories and for the overall score.
Out of 67 screening companies that were invited to apply, Verified First ranked #11.
"This award is a direct result of all the hard work we've put into our clients, technology, and teams," said Vice President of Account Strategy, Sandie Burns. "This is just the start for us - our goals are to ensure we exceed our client's expectations, use our technology to enhance the candidate experience and strive to be the best screening company in the industry."
Many thanks to our clients and partners who made this award possible!
We're thrilled to announce that for the second consecutive year, Verified First has made the prestigious Deloitte 2018 Technology Fast 500 Winners list. Per Deloitte, this list comprises the "software companies that dominate North America…" and is "the leading technology awards program".
Winners are determined by the combination of technological innovation - those releasing new, emerging technologies disrupting the technology industry; entrepreneurship; and rapid growth. Verified First earned this award with our patents-pending, unique software integration solutions, having a seasoned CEO running a privately- and well-funded organization, and our nearly 700% growth rate over three years. Verified First is unique in that we're among the 20% of the winners who were never backed by venture capital, while exceeding the winners' median growth rate of 412%, according to Deloitte's press release.
We're honored to be in such great company - our sincerest congratulations to all the Deloitte 2018 Technology Fast 500 Winners! Much gratitude to our clients and partners who have made this achievement possible.
The midterms were last week, and while some races are still to be determined, three states drastically changed their marijuana laws-- Michigan legalized recreational marijuana and Utah and Missouri legalized medical marijuana. This will shift how recruiters conduct background checks and drug screenings. Here's how the new laws will work, and what that means for HR professionals in each of those states.
The Change: A ballot measure legalized medical marijuana, but the Utah legislature is still working on the details of the bill. The most recent bill specifies which illnesses can be treated with marijuana, who can distribute it, and how it can be smoked. These illnesses include PTSD, HIV, cancer, epilepsy, multiple sclerosis and some forms of chronic pain. Distribution will primarily be handled by the state of Utah. Utah's doctors approve of medical marijuana, but only in highly regulated forms. The Utah Medical Association worked with the Utah legislature on the most recent version of the medical marijuana bill.
The Takeaway: It's important for human resources professionals to note this bill says that state employees cannot be fired for being medical marijuana patients, nor can recruiters choose not to hire someone because of their status as a medical marijuana user. Private sector employees do not have these same protections. However, even if you operate in the private sector, it's always a good idea to protect your organization with a drug use policy.
The Change: Like Utah, Missouri legalized medical marijuana with a constitutional amendment. According to The Kansas City Star, The Missouri health department has until June to create an application for medical marijuana patients, who would use this application to essentially get a prescription, which they would then use at a medical marijuana dispensary. The state will regulate these dispensaries much like liquor stores.
The Takeaway: It's interesting to note that Missouri doctors, who will be in charge of prescribing medical marijuana, were largely against medical marijuana, so things might not change drastically for Missouri patients. Similar to companies in Utah, Missouri companies should still follow best practices and cover their bases with a drug use policy.
The Change: Recreational marijuana is where things get particularly interesting for recruiters. Michigan residents who are 21 years and older will now be able to purchase marijuana as well as grow it. While Utah and Missouri are still confirming legislation, recruiters in Michigan should expect changes in as few as 10 days, once the vote is confirmed. After the vote is confirmed, the possession of marijuana will be legal, but the commercial sale of marijuana won't start until early 2020, according to the Detroit Free Press. This delay is because Michigan will heavily regulate the dispensaries.
The Takeaway: Walter Stella, an attorney in San Francisco, told the California SHRM conference that employers should treat recreational marijuana like they treat alcohol. This means that it's obviously not okay for employees to smoke at the workplace, but employers should allow employees to do what they would like outside of the workplace.
That said, employers are allowed to refer to federal drug laws for their drug policies, meaning that drug-free workplaces and drug screenings are still allowed in states where recreational marijuana is legalized. In Michigan specifically, employers will have the right to terminate or refuse to hire an employee if they test positive for marijuana, or have marijuana at the workplace.
What does this new marijuana legislation mean for HR?
More states are likely to change their marijuana legislation in the next few years. This makes things difficult for recruiters to constantly keep up with compliance, especially as medical marijuana will be more and more tied to anti-discrimination efforts.
As a smart employer, you already know compliance is important. Failing to comply with changing regulations can result in costly (and preventable) class action lawsuits. The best way for HR professionals to sift through these new laws is to work with a reputable background and drug screening company that is dedicated to keeping up with the latest in compliance news. At Verified First, our in-house compliance team does just that!
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Verified First, a leading background and drug screening company, announced that Chris Lewis was hired as Solutions Engineer. Chris will be based in Boise, Idaho at Verified First Headquarters.
"In this newly created role, Chris will be implementing our groundbreaking and patented integrations," said Director of Product, Ryan Hart. "Chris has an impressive breadth of experience with modern tech and client services."
With 15 years of software support and management experience under his belt, Chris brings with him a razor sharp focus on customer care. Working with both partners and customers to find innovative solutions—from the smallest desktop glitch to enterprise level conundrums—is where he finds purpose. Chris is a team player that finds few things more satisfying than helping those around him attain their goals.
"From the first moment I stepped foot into Verified First, I knew I wanted to work here," said Lewis. "The one thought I had my entire visit was, 'I want to be a part of this... I need to be a part of this!'"
Chris is joining Verified First at an exciting time in its history. This year, Verified First was ranked as the 716th fastest-growing company in America on the 37th Annual Inc. 5000 list. This ranking placed Verified First as one of the the fastest-growing background screening companies in the country.
Welcome to the team, Chris! We are so excited to have you.
Looking for a way to streamline communications with job candidates? Texting may be your answer.
According to CTIA.org, job candidates respond to text messages in an average of just 90 seconds. This is compared to an average response time of 90 minutes for email. Plus, when candidates receive texts, as many as 90% of them read them, and a third of them respond. Email doesn't even compare to these numbers-- only about 18 percent of candidates read emails, and just eight percent respond, according to SHRM.
Texting is a powerful tool that can be used incorrectly, so read on for seven things you should know before texting job candidates.
1. Today's candidates actually prefer texting.
According to Human Resource Executive, 75 percent of millennials would prefer to talk via text instead of over the phone. As this generation contributes more and more to the workplace, recruiters should meet them where they are to stand out among other companies competing for top talent.
2. Ask candidates to opt in to texting.
Although people prefer talking via text, some candidates still feel strange when recruiters text them without permission. During your preliminary interviews, ask candidates how they would prefer to be contacted, and stick with what they ask you to do. The point of opting in and out of any sort of communication format is to make sure that candidates feel that they have options.
3. Texting will reduce time to hire.
Since texting will get a response 60x faster response than email, it's easy to see the obvious reasons your time to hire will decrease as you implement texting. But it will also improve time to hire by giving you the ability to answer and ask quick questions, discussing ideal times for interviews, and providing an easy way to send directions.
Texting is also great for time-sensitive steps of the application process such as background screening. Some HCM systems have a background screening text notification system integrated, to simplify the process for recruiters even further.
4. Focus on details and logistics.
Texting is ideal for the aforementioned details-- directions, simple follow-up questions, or reminders. However, when you have questions that require more detail on the candidate's behalf, save them for an interview. And, if you want to hire someone or let them know you've selected a different candidate, save that for a phone call or email so that you can be sufficiently clear and courteous.
5. Text during business hours.
We all text throughout the day and evening, but texting candidates outside of business hours comes across as invasive and unprofessional. However, once you start to implement texting, candidates will expect a fast response time from you as well. If you receive a text outside of business hours, be sure to either respond with an answer to their question or request, or send a response letting the candidate know that you'll respond in more depth during business hours.
6. Balance your tone.
Because texting is such an informal medium, can be difficult to strike the right tone. Email is much too formal and lengthy for texting, but you should avoid any abbreviations or emojis you might usually use in your personal texts. As a general rule, your first text to a candidate should greet them by name. Then, remind them who you are and the company you're with. Last, ask your question or provide the additional information you need to convey. Then leave it at that.
7. Keep a record and use analytics.
Many recruiters are using their personal phones to text candidates. While this helps with response time and flexibility, it leads to a lack of consistency and transparency. Recruiters should be able to see how frequently candidates are receiving messages, and they should know the conversion rate of candidates to new hires based on texting. Tracking these metrics is important to building an ongoing text strategy.
When time is of the essence, texting is by-far the most optimal method of communication. Whether you're sending an interview reminder or requesting a signature on an important document, texting job candidates over emailing them can greatly streamline your response time.
Verified First provides fully integrated background screening solutions for 100+ applicant tracking systems. With an average integration time of five minutes, Verified First uses patent-pending integration technology to slash your time to hire. Contact us for more information.
Verified First is excited to announce Tessa Feemster was hired as Digital Marketing Manager. In this newly created role, Tessa will be responsible for managing the company's website, content, social accounts, and overall digital media strategy at Verified First Headquarters in Boise, Idaho.
Originally from the Seattle area, Tessa loves all things outdoors. She hasn't skipped a beat exploring new places to camp and hike since moving to Idaho. As a graduate of the University of Montana School of Business, with backgrounds in both public relations and digital analytics, Tessa brings with her just the right blend of technical and communication know-how. She is a self-proclaimed Google Analytics nerd who loves performing SEO audits almost as much as writing witty tweets.
"I am thrilled to have joined such a strategic, high-caliber marketing team," said Feemster. "Each day brings with it new opportunities to problem solve and grow. Verified First is making big moves and I'm excited to be a part of it."
Tessa is joining Verified First at an exciting time in its history. This year, Verified First was ranked as the 716th fastest-growing company in America on the 37th Annual Inc. 5000 list. This ranking placed Verified First as one of the the fastest-growing background screening companies in the country and one of the fastest-growing companies in Idaho.
Welcome to the team, Tessa!
With the holidays officially upon us, the retail industry is at its peak. Recruiters across the industry are working to find temporary employees. Competition is high, and timing is tight. If you're a recruiter, first step: take a deep breath! Second step: read on for information about hiring during the holidays, what retail employees are worried about, and how to be as effective as possible with your process.
According to Challenger, Gray & Christmas, American retailers will hire 700,000 seasonal workers this holiday season. Target alone plans to hire 120,000 additional workers and all of this hiring is for good reason. According to Deloitte, retail sales from November to January will reach 1.1 trillion dollars, which is up 5% from last year.
"Unemployment is the lowest we've seen in decades and take-home wages are up. All of that is reflected in consumers' buying plans," said National Retail Federation President and CEO Matthew Shay.
So what is a recruiter to do with all of these numbers? Expect steep competition when hiring seasonal workers. Some of the larger retailers started hiring employees as early as Labor Day, but most seasonal workers start to look for work about three months in advance.
What's on retail employees' minds?
During the holiday season, there's an obvious need for retail workers. But many of the same workers have long-term fears about where the retail industry is going. As warehouses replace brick-and-mortar stores, and robots replace the workers in those warehouses, there's a fear of instability in the retail industry.
According to Nexxt, 83% of the largest metro areas have seen a decrease in retail employment. On the bright side, the culture of retail stores is changing in a way that's more sustainable for employees. Large companies like Target see their stores as a reflection of their brand, and an opportunity to develop customer loyalty through personal interactions. These large stores continue to open new locations, but future employees and recruiters will need to know that now more than ever, customer service skills trump all in retail.
How to Effectively Hire Retail Employees
Whether you're hiring retail employees in the holiday season or not, the best ways to win them over is by having a quick time to hire, strong benefits, and a strong hiring process.
Many lower level retail positions are similar in job description and benefits, so time to hire can make or break you. If you quickly offer your candidate a job, chances are they'll accept it. If your time to hire is too lengthy, chances are they'll accept a similar position elsewhere.
Here are more tips on reducing your time to hire.
During the holiday season, Target's minimum wage is $12 an hour. Other stores offer attractive employee discounts. Some stores provide health benefits to even their temporary workers. When you're planning to hire a retail worker, make sure that your company's benefits for part-time workers are attractive enough to compete.
Sometimes recruiters are in such a rush to hire retail workers that they forget to do their due diligence. This can lead to low quality employees, insufficiently licensed employees, or employees with a criminal background. To reduce your liability this holiday season, use a credible background screening company.
Verified First provides fully integrated background screening solutions for 100+ applicant tracking systems. With an average integration time of five minutes, Verified First uses patent-pending integration technology to slash your time to hire. Contact us for more information.
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By Mike Haberman of Omega HR Solutions.
For many of us at some point, we are going to be faced with having to give a candidate bad news about their background check results and candidacy with our company, in other words, we are rejecting you. Often we try to soft-sell that bad news by saying "We have a candidate who more closely matches our needs." However, depending on how you set up the hiring scenario, that may be a lie. What then?
It depends.
When a Background Check Just Doesn't Check Out...
Employers do a variety of things with background checks, from having a statement on the application asking about convictions, to not checking until after the candidate has been hired. Both of those options are not good ones in my opinion. The first one goes against the current trend of "ban-the-box", the movement to eliminate consideration of a candidate's criminal background in your employment decision. According to the National Employment Law Project, 11 states and 60 municipalities have enacted ban-the-box ordinances prohibiting employers from asking about arrest records at the time of application. Granted most of these prohibitions are on government agencies but not all are. There are some prohibitions on private sector employers as well in some states and cities.
The second option, of waiting until the person is hired, is foolish. You may as well not do it at all and save the money. Of course, that is foolish too. You have an obligation to your employees and customers not to hire someone that could potentially harm them. This requires doing the background check before hire. The question becomes at which time? Many companies today wait until they have selected the final candidate and then make an offer contingent upon successfully passing a background check. That is all well and good until you come across a candidate that does not pass, which then brings us back to the question in the title. You have now lost the option of saying to that person "We have found a candidate who better meets our needs." You would be lying in that situation.
Document Your Decision-Making
The EEOC has provided guidance for employers to help them make decisions about employees who are found to have criminal records. They suggest using an individualized assessment for each situation. This means you talk to the candidate and discover the circumstances about their personal situation. Just off-handedly rejecting them may put you into the dangerous territory of possible discrimination. These individualized assessments need to include the following:
Don't Forget the FCRA
Of course, if do decide to to reject the candidate on the basis of the criminal background check, don't forget to comply with the requirements of the Fair Credit Reporting Act. This is a two step process. First, you have to inform them that a negative decision might be made. You have to provide them with the following:
The notice must include:
It is a tough decision to make, and an even tougher conversation to have with a candidate – but you have to be guarded about blowing this off. Following the EEOC guidelines and the FCRA regulations will keep you legal and may help you get the good employee you originally wanted.
For additional, related insights, check out:
For more from Michael Haberman, check out his articles on Omega HR Solutions and The SHRM Blog.
Halloween is the time for all things spooky. Just not when it comes to hiring new talent. From unpleasant interviews to shady resumes, recruiters have enough to worry about year-round. Here are five of the scariest hiring situations and how to avoid them so that your hiring process is all treat and no trick.
1. Frankenstein's Monster: A resume that doesn't add up
A resume shows up on your desk, and at first glance, it looks great. Then upon further inspection, you begin to notice that pieces are patched together, and the applicant just doesn't line up with their "qualifications". Unfortunately, candidates lie on their resumes and cover letters more often than you'd think. According to Udemy, 24% of men have lied on their resumes, compared to 8% of women. Some of these lies are minimal-- a difference between a "C" and an "A" in college chemistry. Other lies forget to mention jail time.
In order to determine why someone's resume doesn't make sense, make sure to run a comprehensive background check that can include education, license and residential verifications, and more.
2. The Shapeshifter: One second they're there...
So your company has gone through the full interview process, and you've found the perfect candidate. You hire them, but after a few weeks, they start arriving to work later and later, and the quality of their work plummets. Many candidates know how to talk the talk during the interview process, but when they get hired and it's time to walk the walk? Not so much.
The best way recruiters can avoid shapeshifters is by conducting a reference check. This is more than a LinkedIn profile search! Use a qualified background screening company, which can get accurate references from potential employees' previous employers.
3. The Werewolf: One person, two personas
Some HR issues come from employees who are great from 9-5, but when the moon (or the weekend) comes out, they turn into totally different people. Usually, what an employee does outside of work hours is their own business. But if they cross a line, especially a legal one, their behavior can be a liability for your company.
Take steps to prevent this from occurring by screening for these werewolves during your hiring process. A criminal background check will reveal if your employee has an unsavory life outside of work.
4. The Ghost: New hires who never return
According to Korn Ferry, about one in four new hires quit within the first six months of their jobs. There are few things scarier than new hires who go through the full hiring process only to leave soon after starting. Especially considering the cost of new hires, on-boarding and initial training. When new employees drain company resources, recruiters can be left scrambling.
The tricky thing about new hire retention is it's not always the new hire's fault. Sometimes the new hire simply doesn't mesh with the company. To mitigate this, be sure to include questions that focus on a culture fit during your interview process. Then, when you're checking a candidate's references, talk with previous employers about your candidate's communication style and work ethic. References aren't just about checking to see if a candidate was honest about where they worked.
5. FCRAhhh! Nothing is scarier than non-compliance
The FCRA can feel like a haunted house, with all sorts of regulations and state-specific rules jumping out at you. Even spookier? According to WebRecon, FCRA-related litigation has been consistently on the rise since 2010, jumping about 10% from 2016 to 2017 alone. Now more than ever, hiring managers and recruiters need to be sure that when they conduct background screenings, they're doing so legally.
Avoid the Spooks with Background Screening
Verified First's in-house compliance team is dedicated to keeping your company up-to-date with the latest in compliance news and regulations. Whether you need a quick criminal background check or a comprehensive background screening, our team can help you skip the spooks. Contact us for more information.
You may also be interested in:
Verified First, a leading background and drug screening company, announced that Rebecca Weiser was hired as Compliance Manager. Based out of Verified First Headquarters in Boise, Idaho, Weiser will oversee the compliance team under Director of Compliance, Lyz Ambra.
As former NAPBS End User Advisory Group Chair, Rebecca is a recognized leader in the background screening industry. With ten years of experience as the Security Background Screening Program Manager at The Boeing Company Rebecca is well-positioned to bring valuable end user insights to Verified First. Weiser will be instrumental in implementing industry best practices and company-wide compliance leadership as Verified First continues to grow.
The average time to hire across industries is 31 business days, and trends show that number will continue to increase. Recruiters and HR professionals are under constant pressure to decrease their time to hire, but both internal and external factors make that difficult. Here are four things that slow down the hiring process, along with what recruiters can do to mitigate their impact.
1. Tight Job Market
The unemployment rate dropped to 3.7 percent in September, and it continues to drop. While this is good news for the national economy, it makes recruiters' jobs increasingly difficult. With a job force that is mostly employed, recruiters will most likely need to make their jobs attractive enough to convince applicants to leave their current jobs.
While recruiters can't control the job market, they can help control their companies' marketability. A great way to decrease your time to hire is to have quality candidates actively waiting to work for your company. Make applicants want to work for you by providing a strong company culture, special benefits, and unique jobs with room for growth. Your HR, public relations and marketing teams should work together to brand your company as a desirable place to work.
2. Incompatible Software
Software is helpful in the hiring process until the programs don't effectively communicate with each other. Many companies have one program for job postings, one for lining up interviews, one for communicating with applicants and yet another for background screenings and reference checks. Often, recruiters have to enter the same data into each of these systems, which quickly increases the time to hire.
The better recruiters can sync these software programs, the faster the time to hire. For example, you can integrate your background screening software with your applicant tracking system. This way, recruiters can spend less time entering data and more time moving candidates along the hiring process.
3. Lengthy Interview Processes
There's a trend for particularly competitive companies to have applicants go through multiple rounds of interviews. The benefit of additional interviews is, of course, a chance to get to know the candidate better, and for the candidate to meet different people in your company. However, each additional interview can add days to your time to hire, and they can frustrate your applicant.
At one point, Google's time to hire averaged a whopping 90-180 days. They had candidates go through 25 interviews, which included all sorts of unique tests and non-traditional interview techniques. But Lazlo Block, the former Senior Vice President of People at Google, found the "Rule of Four" to be just as effective, in which he quickly ruled out applicants, and then only interviewed four people four times. This yielded at 86% success rate, proving that with interviews, quantity doesn't equal quality.
4. Background Checks
Once recruiters reach the background and drug screening stage of the hiring process, they're just about in the home stretch. But effective background checks can take time, and one piece of information can take a quick time to hire and suddenly hold it back a week if an applicant's records aren't easily accessible.
Verified First provides fully integrated background screening solutions for 100+ applicant tracking systems. With an average integration time of five minutes, Verified First uses patent-pending integration technology to slash your time to hire. Contact us for more information.
Additional Resources for Reducing Time to Hire:
Verified First Welcomes Jonathan Fleming as Regional Sales Manager for the Eastern Division
Verified First, a leading background and drug screening company, announced that Jonathan Fleming was hired as Regional Sales Manager. Based out of Jersey City, New Jersey, Fleming will be key for building relationships with clients and stakeholders in the Eastern division.
Known for his genuine and charismatic nature, Jonathan loves meeting new people. Although he is originally from Wisconsin, Jonathan has lived all over the United States since serving eight years in the Army. He is a sports fanatic and never misses a Dallas Cowboys, Orlando Magic, Milwaukee Brewers or Wisconsin Badgers game.
Within the background screening industry, Jonathan has excelled as a leader in both sales and public relations roles. He has grown a career heading multifaceted teams to promote market growth, systems implementation and brand messaging in the B2B tech space.
Fleming's hire was highly anticipated by the Verified First team, "Jonathan's communication background makes him extremely well-suited to build meaningful relationships in this role," said Verified First's VP of Sales, Jared Balint. "He's a great addition to our team and we are excited for big things to come!"
"As a former military leader and professional, instilled teamwork and culture are the building blocks that I believe successful organizations are built upon," said Fleming. "On top of industry-changing technology, Verified First has a very infectious, 'team-first' atmosphere in which we thrive on working together and helping each other succeed."
Jonathan is joining Verified First at an exciting time in its history. Last year, Verified First was ranked as the 716th fastest-growing company in America on the 37th Annual Inc. 5000 list. This ranking placed Verified First as one of the the fastest-growing background screening companies in the country and one of the fastest-growing companies in Idaho.
Verified First Welcomes Alex Antonelli as Regional Sales Manager for the Southwest Division
Verified First, a leading background and drug screening company, announced that Alex Antonelli was hired as Regional Sales Manager for the Southwest Region. Based out of Scottsdale, AZ, Antonelli will be key for building relationships with clients and stakeholders as Verified First expands into new markets.
Alex's impressive sales experience at companies such as Sterling Talent Solutions make her an enormous asset to the Verified First team. Known for her above-and-beyond commitment to client satisfaction, Alex exhibits dedication in everything she does. She's passionate about the environment and when she isn't crushing quotas, Alex can be found hiking in the Arizona desert or volunteering for the Nature Conservancy.
"We are thrilled to have a standout like Alex on our team," said VP of Sales, Mark McFadin. "Her knowledge of the industry is phenomenal and she's already building strong relationships with her clients."
Alex takes every opportunity to challenge herself, which makes her a great cultural fit for Verified First. "The way Verified First has positioned itself in the industry, both from a technology standpoint and the company's culture, is a game-changer," Alex said. "I wanted to play on the A-team, and Verified First is exactly that."
Alex is joining Verified First at an exciting time in its history. Last year, Verified First was ranked as the 716th fastest-growing company in America on the 37th Annual Inc. 5000 list. This ranking placed Verified First as one of the the fastest-growing background screening companies in the country and one of the fastest-growing companies in Idaho.
We are over-the-moon excited to announce that Verified First's background screening solutions are now officially integrated with 100 platforms (and counting)!
"As excited as we are internally, this milestone is most significant for our clients," said Director of Product, Ryan Hart. "Our one-click installation technology allows us to reduce total integration time from months down to mere minutes. Now, we are proud to offer that technology to end users of 100 different platforms."
At Verified First, everything is centered around improving the client experience. Effective integrations enable our end users to eliminate paper forms, improve the candidate experience, reduce data entry, and significantly reduce time to hire.
"Our closest competitor only has about a dozen integrations," Hart added. "Which is why this is such a big deal for our industry."
By the time this announcement goes out, we will have already integrated with our 101st platform-- with no end in sight! A huge thank you to our dedicated teams who worked hard to make this possible.
For a full list of our integrations, click here.
Verified First Welcomes Angel Ashcraft as Regional Sales Manager for the Rocky Mountain West Division
Verified First, a leading background and drug screening company, announced that Angel Ashcraft was hired as Regional Sales Manager. Based out of Boise, ID, Ashcraft will be key for building relationships with clients and stakeholders in the Rocky Mountain West division.
"No one cares more about your own success than you do." This is a phrase Ashcraft says motivates her to work hard and exceed her goals. Angel is well revered for her colorful sales experience at companies such as ADP, T-Sheets, and AT&T.
"In my experience, I've always found that providing the very best services is essentially about putting my clients first," Ashcraft said. "This means keeping myself accessible, being a good listener, and responding quickly to my clients' needs." Ashcraft has an excellent understanding of customer service and is dedicated to providing her clients with the best solutions possible.
Ashcraft's hire was highly anticipated by the Verified First team, "There are many qualities and skills that go into being an excellent sales professional," said VP of Sales, Jared Balint. "Integrity, in-depth product knowledge, marketing savvy and high-quality professional network. All of which are trademark qualities of how Angel works. We are excited to have her on board!"
Angel is joining Verified First at an exciting time in its history. Last year, Verified First was ranked as the 716th fastest-growing company in America on the 37th Annual Inc. 5000 list. This ranking placed Verified First as one of the the fastest-growing background screening companies in the country and one of the fastest-growing companies in Idaho.
3 Bases Covered with Background Checks
My favorite baseball team is headed to post-season play for the first time since 2013. My wife and I are partial season ticket holders. The reason we have these tickets is that the team built a new baseball park closer to our house and we wanted to be a part of that excitement. It has been fun so far, but every time I go to the ballpark it makes me wonder about the logistics of hiring new employees, in order to ensure the safety and well-being of 30,000-40,000 fans on 62 days out of the season.
From the employer's standpoint that involves a lot of work, including the process of background checking all those workers. It is worth it, however. In early 2017, the company in charge of security for Minnesota Vikings' US Bank Stadium and other major venues failed to conduct adequate background checks and hired people with felony convictions without getting the proper clearances.
Why background check?
That may seem like an obvious question to some, but many of the employees at a sporting venue are part-time workers. Many companies may feel that it's not necessary to background check part-timers. As a Human Resources professional, I feel that notion is completely wrong. In an alarming case in 2016 at Nashville Predators Bridgestone Arena, a temporary laborer was accused of raping another employee while on the job. The accused was on the state's sex offender registry following a 2008 conviction for assault with the intent to commit sexual abuse. Many things could go wrong in a ballpark, or any sporting venue for that matter. I think it's important that each management team responsible for guest well-being should take the subject of visitor safety and well-being very seriously.
3 Bases Covered
The variety of workers responsible for guest well-being run a long gamut of people. These include:
What about volunteers?
Many sport venues also allow volunteer groups to staff food stands as a fundraising opportunity. Should these volunteers be background checked as well? I believe that should be a requirement of the agreement with the venue authority. Just because the worker is a volunteer does not lessen the potential impact of any wrongdoing they may engage in. Volunteers can steal and assault just as an employee might. Why take the risk?
If you hire volunteers, whether for sporting events, schools, or other, check with your background checking provider and see what's available, in order to easily check the backgrounds of volunteers.
This blog is written by Mike Haberman of Omega HR Solutions in agreement with Verified First. For more information on background checks and compliance, reach out to Verified First.
Entrepreneur magazine honored Verified First as one of their 2018 Top Company Cultures, acknowledging how the company drives employee engagement and creates a high-performance environment. At Verified First, expectations are clearly set and successes are frequently celebrated.
"We like to say that Verified First operates in dog years," joked General Manager Nick Massoth, who sits down with each new employee and walks them through the company's vision. "To move at such a fast pace, it's critical that our employees understand the 'why' behind what we do. We require them to be passionate."
When asked about the company's growth, HR Manager, Zach Townsend said, "Candidates will often assure us, 'Oh, I've worked at fast-paced places before,' only to be blown away their first few weeks on the job with just how quickly we make things happen."
"This is part of the fun that make us unique. We move mountains in a very short period of time—then we make sure to celebrate big."
If all departments exceed their monthly goals, the whole office celebrates with a party. This isn't your typical cake-in-the-break-room office party. Verified First has done everything from renting out movie theaters to paintballing. They also celebrate an annual 'Treat Yo' Self' Day, a fun twist on employee appreciation day, where employees are pampered with coffee, massages, and swag.
"Whether an employee closes a sale, gets married, or becomes debt-free, we all get involved in the celebration!" Townsend said, "We are a family. Our culture realizes that the work we do is incredibly important, yet we try to never take ourselves too seriously."
Employers and Consumer Reporting Agencies should be aware that as of September 21, 2018, a major change to a commonly used Fair Credit Reporting Act (FCRA) form will go into effect.
Make sure you're prepared to take action and comply!
What is changing?
In order to understand the change to the FCRA, it's important to first understand the newly enacted Economic Growth, Regulatory Relief, and Consumer Protection Act (S. 2155). Introduced by Congress in May, this bill aims to offer consumers more oversight of their personal credit data. In the wake of data breaches and cyber attacks, control over personal data is more important than ever.
This bill has many provisions, but here are the key takeaways regarding background screening:
How do I stay compliant?
As a smart employer, you already know compliance is important. Failing to comply with changing regulations can result in costly (and preventable) class action lawsuits. That's why our in-house compliance team is helping you stay up to date with the latest in compliance news.
Before the FCRA changes go into effect on September 21st, you will want to protect your company by updating your Summary of Rights. Verified First has made the updated Summary of Rights available for you on our website that includes the new language regarding security freezes.
The new section about security freezes is as follows:
Consumers Have the Right To Obtain a Security Freeze
What has changed in background screening since that historic day?
As we acknowledge the anniversary of September 11th, 2001 I think we can all agree that the world has substantially changed. For employers, we have seen an increase in the use of background checks in the hiring process. As an outcome an increase in the perceived abuse of background checks occurred, resulting in a push-back on the part of governments. We have also seen changes in how workers view what they perceive as "intrusions" into their personal backgrounds. Let's explore these changes in the almost two decades since 2001.
Greater use of background screening
According to SHRM, in the year 2000 only 50% of employers used the background checking process. It was considered a luxury by employers at that point. It was also an arduous, paper driven process that slowed down the hiring process. Then the terrorists attacks happened on September 11, 2001, and employers became more careful about who they hired. By 2010, the number of employers using background checks had increased to 76% of companies doing background checks, and 73% doing criminal checks. More recent research I conducted reveals that 95% of employers now use some aspect of the background checking process.
Prior to 2000, there was no national trade association, industry standards, or definitive publications on background screening. That has changed today as there is the National Association of Professional Background Screeners and an accreditation process.
Legal changes impacting background screening
Originally passed in 1970, the Fair Credit Reporting Act (FCRA), was originally intended to protect people in the process of having their credit reviewed by businesses. It was extended to the process of background checks under the coverage of Consumer Reporting. Today background checks are covered by both the Federal Trade Commission and the Equal Employment Opportunity Commission (EEOC). It is important to pay attention to the notification requirements of the FCRA if you are going to take action against a prospective employee, but the EEOC changed their position on using information, as I wrote in EEOC Issues New Restrictions On the Use of Background Checks. In the EEOC documents they said:
There are two ways in which an employer's use of criminal history information may violate Title VII ("disparate treatment discrimination"). First, Title VII prohibits employers from treating job applicants with the same criminal records differently because of their race, color, religion, sex, or national origin.
Second, even where employers apply criminal record exclusions uniformly, the exclusions may still operate to disproportionately and unjustifiably exclude people of a particular race or national origin ("disparate impact discrimination"). If the employer does not show that such an exclusion is "job related and consistent with business necessity" for the position in question, the exclusion is unlawful under Title VII.
In addition to the EEOC provision on the use of criminal background checks, many states and municipalities have instituted "Ban the Box" legislation that prohibits even asking an applicant about any criminal conviction in their background, as I discussed in Should Employers "Ban the Box"?
Background screening trends
There are a number of other trends that are occurring in the background checking business. One of the areas that many employers wanted information on in a background check has been salary history. Because of the current move to strive toward salary equality, there have been many jurisdictions on the state and local level to eliminate using someone's salary history in the hiring process.
Rather than just checking backgrounds at the new hire stage, many companies are starting to institute periodic background checks at milestone dates or events in an employee's tenure. As with any background check, permission must be granted by the employee.
The rise of contingent workers
As the nature of the world of work has changed to include many more contingent workers, such as part-timers, temporary workers, or even so-called "gig" workers, some companies are opting not to engage in the background process. I have come across companies making just such a decision, against my counsel. "Bad" people can come into your companies through any number of ways, and using the background check can prevent loss wherever it may come from.
Increased speed and reduced costs
One major change that has taken place since 2001 is that the technology used has increased substantially, and the speed of response on requests has dramatically been reduced, so response-time no longer stands in the way of making a hiring decision. Prices will vary and response-time may be dependent on the agency with whom the provider is checking, but generally today background screening providers are fast and dependable and well worth the peace of mind the employer gets about its new employee.
Despite the fact that you can use the Internet to try to find information on an employee or prospect, there are many potential liabilities to this approach. Think about all the problems with "truth" on the Internet and you will find you are better off using a professional service who can guide you through the in-and-outs of dealing with a multitude of legal landmines. Verified First is just that background screening firm to contact.
This blog was written by Mike Haberman of Omega HR Solutions in agreement with Verified First. For more information on background screening and compliance, reach out to Verified First.
Looking for more good reads? Check out our collection of white papers and e-books
December 2018


text:
Second half of the 20th century, England
Dinnerware set:
SPODE TRADE WINDS with border in gold
12 flat plates
12 bowls
12 fruit plates
12 bread plates
6 cups for broth
2 sauce boats
12 tea cups
12 teacup saucers
12 cups for fruit salad or ice cream
12 plates for fruit salad or ice cream
12 small cups
4 rectangular medium salad bowls
6 rectangular large salad bowls
4 small serving dishes
4 rectangular medium serving dishes
2 rectangular large serving dishes
136 pieces in total
This lot is required to be picked up
Due to the size or fragility of this lot, the seller requires it to be picked up from Sassuolo (Italy).
After winning this lot, you'll receive the exact pickup address. You'll also have the possibility to contact the seller to arrange the pickup.
Any questions?

subset: commoncrawl


text:
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My own sculptures made from discarded metal objects as shown. Turning discarded objects into something to look at. Thanks for watching. :0)
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Once upon a right time there lived a child. He had eyes that are blue blond locks because yellow as gold. The boy that is young small and fragile, but their mind was swift like the wind. He could calculate the results of any situation in the blink of an eye fixed. But that had not been their talent that is biggest. No. His talent that is biggest was perception. The child that is young comprehend and perceive anything faster than anyone he previously ever met. Then, he fell so in love with a princess that is breathtaking. She had magnetic green eyes and light locks that is brown. She was loved by him very much and she loved him back also more. There is only 1 problem – the boy that is young the son of a blacksmith. The princess's father would not allow her to marry a son that is simple of blacksmith. But their love was too strong. The young boy raised an army of undead and started a rebellion to overthrow the wicked master who did not have confidence in true love in one fell swoop. The young kid ended up being assassinated and the war was over after months of fighting against the armies of his beloved's father. No songs were sang.
Unlike other spinners, WordAi fully understands what each word content means. It doesn't view sentences as just a list of words, it views them as real things that interact with each other. This human like understanding allows WordAI to automatically rewrite entire sentences from scratch. This high level of rewriting ensures that Google and Copyscape can't detect your content while still remaining human readable!
Andrew Darius, Dean H, Hikmet Manashirov, Jamie Lewis, Shreya Banerjee + Paul Counts, Dr Amit Pareek, Collin Almeida, John Assaraf, Luke Maguire + Simon Harries, Michel Sirois + Reed Floren, Kristie Chiles + Brandon Garland, David Gonzalez (Advance Your Reach), Adeel Chowdhry, Andrew Fox, Chris Fox + Simon Warner and other Fellow JVNP 2.0 Partners have active listings on the JVNewsWatch Launch Calendar, gathering JV Affiliate Partner prospects on autopilot …
Content reword programming which is regularly called turning programming isn't your best arrangement. An article rewriting tool can help you a lot. A considerable lot of these product projects will turn out total trash in the event that they are used erroneously and regardless of the possibility that used right they won't change the structure and organization of your work enough to trick the greater part of the web indexes. On the off chance that the work should be possible by programming it can likewise be spotted by programming. Genuine paper rewording will bring about another report that will appear to be totally unique to the first with various passages and sentences instead of only a couple of words having been changed all over. Tools such as Spinner Chief can help you.
Paraphrasing or article rewriting can be tricky, even with the help of an article rewriter. Yes, you heard that right. It's not always as easy as it may sound while using an instant article spinner you need to be sure that the original wording or style has not been copied. Even if you are citing something, it can still be considered as plagiarism if you don't do it right. It is important to reread the results of paraphrasing tool just to see if it is making complete sense to you. Also, you may modify the words, phrases or sentences to make them sound more like you, the vocabulary and wording that the audience would recognize and find appealing. Use of plagiarism checker is also advised, just to be on the safe side. After all, computers remain computers; they can never replace human brain. To help and guide you on how to use our best free article spinner online tool, our experts have come up with a list of handy tips. These tips are constructive in preparing you to use article rewriter tool properly.
So what to do? Where you need fresh content always, your resolution is Article Rewriter or Paraphrasing Tool. It is also Article spinner tool that is free as well as easy to use. An article writer always thinks to generate something that has the quality and uniqueness as well as productive. The tool Article rewrite of seo wagon giving you the chance to meet your goal with less effort.
Our article rewriter is an advanced automated paraphrasing tool that allows instant online paraphrasing of any article into a unique content. Rewriting of content can help you greatly in avoiding the penalties you may suffer due to plagiarism. This free paraphrase tool does not require any registration or sign up, all you need is to enter any human readable written content, and you will get human readable rewritten content in the results.
Millions of people who also have the internet at their fingertips are wondering exactly the same thing as you right now: How can I make money online? How can I get search engine exposure for my website (or blog)? What will give me a leg up on the competition? Thankfully you have already arrived at the answer to all these questions. Article Rewriter Tool is available for free to make your online business as successful as possible, with minimal effort on your part.
I wanted to add some phrases in the text to see if the spinner will understand them and possibly replace them with similar phrases. As you see, this is just a simple short story that blew out of my head just a minute ago. As a final note of the intro section, I want you to understand that "thesaurus" simply means a database of words and their synonyms. Let's see how this goes.
It's a long, long job to research your keywords, keyword phrases, LSi's etc and then to write content for your chosen search term that has the perfect keywords, and the perfect density of those keywords. This plugin looks at the top 10 Google SERPS for your search term, compares them to each other, and then tells you the keywords that ALL the top 10 pages are using in their content, PLUS the density of those keywords. In less than a minute you will know EXACTLY which keywords and their relevant density to include in your website copy so that it matches Google's exact keyword expectations. Click here for more details.
Using Spinbot you can instantly spin (or rewrite) a chunk of textual content up to 10,000 characters in length (or about 1000 words), which is much longer than an average website or freely-distributed article. With a single click you can turn your old blog post or website article into a completely new one, thereby doubling the payoff you get in return for the time and energy you have already invested into creating quality website content. Spinbot is lightning fast as well as free, so there is potentially no limit to the amount of free web content that you can create using this tool.
That's really weird. I have tested WordAI and Spin Rewriter with Copyscape and the results were always 80%+ uniquness, even 90%+. I don't know how u spun the content to achieve such low results, but this is definitely way too bad. As for the block spinning, I have to be honest, this is the first time I'm hearing of it and I will have to check it out when I have a bit of time, but generally, yes, in the best case scenario, you would manually touch your Tier 1 content to make it 100% human readable and as unique as possible. For lower tiers, you can do pretty much anything, but again, the better quality of content, the better results you will have. That's in my opinion and experience.
Most of our customers have no problem making the less than $2 per day it costs to use WordAi. Artificial intelligence isn't cheap, and we want to provide only the best quality service possible with no compromises, and our customers appreciate the superior quality. Most of them are running their SEO sites like a business, where they don't mind paying $50/mo if it will help them make $5000/mo.
"I have been using Spinner Chief for about 2 months now and find it to be the best spinner that I have used. Of the many unique features Spinner Chief has, but I think the Super Replace feature is my favorite and is totally unique to Spinner Chief. I have used it exclusively to product content for my site, BuyMazuGold.com, and has saved me a lot of time and effort. I highly recommend this product and look forward to the new updates."
Unlike other spinners, WordAi fully understands what each word content means. It doesn't view sentences as just a list of words, it views them as real things that interact with each other. This human like understanding allows WordAI to automatically rewrite entire sentences from scratch. This high level of rewriting ensures that Google and Copyscape can't detect your content while still remaining human readable!
There are some 'free' article spinners out there that require you to enter your text with properly formatted 'spintax' in order to create the end result. But how you need a totally separate tool to create this machine formatted text, so how is this really useful to you? Spinbot does all thinking for you, from taking in the context of every phrase to creating additional textual content that is as readable and meaningful as the text you originally entered.
Mastering an online article rewriter tool can prove quite tricky. When paraphrasing or rewriting any text or paragraph, many writers and students tend to get hold of the technology that enables them to rewriter any written piece of content into a fresh piece, yet keeping the original meaning of the text same. This approach is usually used to simplify a piece of writing, minimize the use of quotes or target an alternative audience. When article spinner tool is used correctly, paraphrasing turns out to be much more concise than the original text, covering all the main points while preventing the risk of plagiarism. Whether you are a student or writer, you can use this free article rewriter online to rewrite any text to save time and get a different version.
Unlike other spinners, WordAi fully understands what each word content means. It doesn't view sentences as just a list of words, it views them as real things that interact with each other. This human like understanding allows WordAI to automatically rewrite entire sentences from scratch. This high level of rewriting ensures that Google and Copyscape can't detect your content while still remaining human readable!
October 5th, 2018 (Friday at midnight, 11:59 PM PDT): SCARCITY — During the weekend we'll be removing some of the exclusive launch bonuses from the bundle. Friday is the perfect time to make sure that potential buyers are going crazy about making sure they get full access to Spin Rewriter PLUS all of the cool launch bonuses — this mid-launch scarcity is going to bring in a flood of extra signups for you!
For this purpose, humans have created numerous rewriting tools to save time and use all words available in the English dictionary. Rewriting tools use millions of synonyms made available to them through artificial intelligence and instructions given by the human mind. If you hire the services of a content writer to rewrite/create content for you, they will charge you a lot. Big organizations can afford this but small startups and students can never afford the services of professional writers.
October 6th, 2018 (Saturday): THE WEEKEND — This weekend will be the perfect time to build more exposure to the offer and really drive the point about the amazing offer home. At this point you should start including countdown timers to the offer close on Tuesday at midnight PDT, describing the pitfalls of not taking action while there's still time, and also describing your own additional bonuses (optional, but great for max conversions).


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There either is or is not, that's the way things are. The colour of the day. The way it felt to be a child. The saltwater on your sunburnt legs. Sometimes the water is yellow, sometimes it's red. But what colour it may be in memory, depends on the day. I'm not going to tell you the story the way it happened. I'm going to tell it the way I remember it.
The Lizzie Bennet Diaries is an innovative, original episodic video and social media series produced for the web. Adapting Pride and Prejudice to the modern era, Lizzie Bennet tells the classic Jane Austen tale from the point of view of an Elizabeth "Lizzie" Bennet who grew up in a world of cell phones, video cameras, and social media. The series was created by popular YouTube personality Hank Green and Streamy Award winning web video writer Bernie Su.
The holiday season is bringing more than cheer for actress Jessica Capshaw. The Grey's Anatomy star announced on Monday that she and her husband, Honest Company co-founder Christopher Gavigan, are expecting their fourth child. "The holidays have certainly arrived … All of our lives are being added to by the lights, the music and cheer!!" she captioned a photo of her family at a Christmas tree farm on Instagram. "This year our family has reason to further broaden our smile … baby number four is on the way!! I am a lucky, lucky girl…"
The quickest way to tell whether an actor is serious about his or her career is to look at their "headshot".Is it a professional photo? Or is it a snapshot taken on prom night? If you're using a snapshot, it's like showing up to race the Indy 500 in a VW Beetle. Nobody is going to take you seriously. I'm sorry, people… you can send me as much angry e-mail as you want about this, but it's true! Don't tell me you're destined to be a major Hollywood star but you cannot scrape together the cash to get professional headshots.
The Grinch from Dr. Seuss' How the Grinch Stole Christmas! The Musical stole the spotlight at the Empire State Building's 86th Floor Observatory December 14, 2012, to promote the musical's limited holiday engagement. Discover the magic of Dr. Seuss' classic holiday tale as it comes to life on stage. Featuring the hit songs "You're A Mean One, Mr. Grinch" and "Welcome Christmas," The Grinch discovers there's more to Christmas then he bargained for in this heart-warming holiday classic.
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Resident Consultation Summary
In our Resident Consultation Summary document you can discover more about the Resident Consultation process as a whole, for example why we consulted with residents, who we consulted with and how we consulted.
You can also find out more about what we learnt from our residents, what our residents see as the main benefits of the partnership if it were to go ahead and if they had any concerns they would like to raise about the proposal. It also gave us the opportunity to discover what priorities our residents have with regard to new investment.
Alongside this, the report summarises the number of responses we received and how our residents gave us feedback. We hope you find it useful.
Resident Consultation Summary.pdf 1MB
Our FAQ's document for residents has also been updated. Residents FAQ's Updated October 2018.pdf 200KB
Frequently Asked Questions
As with all change we anticipate that there will be a lot of questions, so we have created the following PDF document containing frequently asked questions which are designed to give you more information about the process and what might happen over the coming months.
Download a copy of our frequently asked questions here: Residents FAQ's Updated October 2018.pdf 200KB


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ConfigureIISWebGate.bat fails - Error -Website Already Configured for a WebGate Instance
(Doc ID 1965539.1)
Last updated on NOVEMBER 22, 2016
Applies to:Oracle Access Manager - Version 220.127.116.11.0 and later
Information in this document applies to any platform.
Installing webgate 22.214.171.124.0 on Windows 2012R2 IIS8 as per - http://docs.oracle.com/cd/E37115_01/install.1112/e38922/webgate_iis.htm#WGINS76901
ConfigureIISWebGate.bat fails - Error -Website already configured for a WebGate instance, the installation failed in 5.4.2 Running the ConfigureIISWebGate.bat Tool...
C:\sso\sso\OracleHome\webgate\iis\tools\ConfigureIISConf>ConfigureIISWebGate.bat -oh C:\sso\sso\OracleHome -w C:\sso\sso\wg_instance -site connectnowsso
Please remove the following configuration for this site, and try again:
1) Entry in "C:\sso\sso\OracleHome\webgate\iis\lib\webgate.ini" for site numbered "ERROR ( message:Configuration error "
2) ISAPI filter entry for webgate.dll in website
3) Handler mapping for webgate.dll
4) Application 'webgate' from website
5) Virtual directories 'oamsso' and 'oamsso-bin' from website
For point 1, the C:\sso\sso\OracleHome\webgate\iis\lib\webgate.ini and there is only the below entry... [WebGateInstances]
Not able to find anything related to other points.
To view full details, sign in with your My Oracle Support account.
Don't have a My Oracle Support account? Click to get started!
In this Document


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Fernie Food Bank
Fernie Food Bank is free HD wallpaper. This wallpaper was upload at December 18, 2018 upload by admin in .You can download it in your computer by clicking resolution image in Download by size:. Don't forget to rate and comment if you interest with this wallpaper.
Description wallpaper for Fernie Food Bank
- Title: Fernie Food Bank
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- Link: https://www.ferniebrewing.com/sites/default/files/photo_1.jpg
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- Category: Uncategorized
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