Monday, February 27, 2017

What does Job Hopping Really Say About You?

Created by Kimberly Kline, API



What is Job Hopping?

"Job Hopping" is defined as  ~ changing “jobs frequently, especially as a means of quick financial gain or career advancement” (Source1).

For some, this can mean changing jobs every couple of years.  For others, it may be a string of even shorter-term jobs.

But either way, Job Hopping has long been looked at as a big “red flag” to hiring managers and employers.

So, why do people do it?

Some simply crave change.  These people have a hard time staying in any one place for any length of time.  To them, commitment is a foreign concept. 

Understandably, employers are often wary of spending their time and money on these types of Job Hoppers.  It is expensive to screen, train, and get any new employee up to speed.  And if someone has a history of Job Hopping, employers are hesitant in making the investment with very little hope of a good return.

However, there are others who Job Hop for the right reasons. These people are confident in what they have to offer.  They see each new job as a challenge and a way to use their talents to help them and  their employer succeed.  

For these Job Hoppers, each move is a step forward.  They embrace the chance to come in contact with different types of businesses and people.  They see changing companies as an opportunity to learn exactly the type of job they want and where they will make the best fit.

Luckily, there is a new crop of employers who can see the difference. 


These savvy employers recognize that 
not all job hoppers are fickle 
or move on as a way to alleviate boredom.   Instead, they see these Job Hoppers as positive additions to their workforce.

So which is it? 

Is Job Hopping, as some continue to believe, a sign of instability and a show of disloyalty?

Or is it a potentially good thing if done for the right reasons?

I believe it can definitely be both.

The key is being able to differentiate between the two.  


To help, employers need to ask themselves 
these questions:

  • Does the candidate’s resume show an upward progression from job to job?  
  • Did they gain valuable experience and exposure through the move?
  • Or do you see a disjointed or, even worse, backward list of jobs?


Quickly dismissing a “Job Hopper” before determining into which mold they fit would be a mistake.

And while much of the questions about Job Hopping center around what the practice says about the employee, I think the real focus should be on what it says about the employer!


Is Job Hopping really a Reflection on the Employer, not the Employee?  “Tweet This”


There is no doubt things have changed.  Long gone are the days when it was the norm for employees to stay at the same company for 10, 15, or even 20 years or more ~ often counting on company pensions when they retired.

That kind of job longevity and stability is a thing of the past.

And who is to blame?

Is it the employees who expect “instant gratification” and are constantly in search of the next best thing?

Or is it the employers who no longer show loyalty to their employees?  Companies who don’t value those who work for them as partners in their success?

That is why the real question should be, what does the trend of Job Hopping really say about the current state of employment? 

There is definitely less incentive for employees to stay with a company for any real length of time.  Pensions are rarely offered. Even promotions are not always awarded to someone within a company’s current workforce. 

Employees are simply not seeing any tangible rewards for being loyal.

Instead of staying put, leaving to explore what else is out there is seen as a more desirable option.


How can this trend to Job Hop change?
It needs to start with the Employer!

Creating a different kind of work environment that offers real incentives for good employees to stay is the key.


Created by Kimberly Kline, API

Employers Need to:

Share Your Values
Communicate Who You are and What You and Your Company stand for.  Employees want to work at a company that matches their own values.  That is why the more open and honest you are about what truly “speaks” to you, the more you will attract and retain employees who are on the same page.

This open communication should start during the hiring process so applicants know from the beginning whether they will be a good fit. It should then continue on a regular basis to keep your values reinforced with your existing employees.

Be Flexible
Offering your employees perks like flexible hours and the opportunity to telework makes your company a more attractive and desirable place to work.

This is especially important to younger workers.  It speaks to the demands that family life may place on them and gives them the chance to create a schedule that helps them meet those demands.

Offer the Opportunity to Progress
Establishing a strong “promote from within” policy whenever possible shows your commitment to helping your employees succeed.  Providing your employees with the chance to achieve their career goals gives them a strong reason to stay.

Encourage Employee Input
By nature, people like to feel important, appreciated, and heard.  Listening to your employees’ ideas and concerns is a start.  Then it is even more import that you act on them.  Feeling like part of a team will help generate the employee loyalty you need.  

For more tips on attracting and keeping quality employees, read
"4 Reasons Why Job Seekers will Want to Work for Your Small Business" and Tips to Help You Hire and Keep the Right Employees Part 2”!


Being willing to do everything you can 
to move beyond the perception that companies don’t care about their employees 
can make all the difference.  
Show your own loyalty and you will be sure to get loyalty back!


Before you know it, 
Job Hopping among the best employees 
will be a thing of the past!


Authored by     






We can help you with your Hiring




Be sure to Find out more About Us too!

Source 1:  The Free Dictionary 

Monday, February 20, 2017

Online Background Checks ~ Do You Know Why You Need to Do More Before You Hire?

Created by Kimberly Kline, API



We live in an “online world”.  “Googling” someone or something is a daily occurrence for many of us ~ me included.  

And many times that is a good thing!

I love being able to check out the lyrics of a song that is running through my head.  Or find where my favorite shoes or jeans are on sale.

Even checking out trending news stories is often part of my day.



But that doesn’t mean that everything you find online is always true and accurate!

That is especially important to remember when it comes to hiring for your business! 

I am sure you have seen the many ads touting how quick and easy it is to find out everything you need to know about any potential employee.  They claim to offer a low cost and immediate solution to your background check needs.

But is an online background check really as easy and helpful as it seems?

Online Background Checks Alone will Not Give You the Hiring Information You Need!  Tweet This!

Using an online database in your hiring process is simply not enough.

That doesn’t mean it has no value, but it does mean that you need to do more.

As with anything, there are both pros and cons to using an online database to do your employment background checks.

The biggest ‘pro’ (in running a background check online) is speed and area of coverage.  Being able to check multiple sources at once, and getting immediate results, has definite allure.

This broad type of search will yield information that would not be found in a traditional, narrower, relevant court record check.  And if you use the online information you find simply as a “jumping off” point, then it makes sense.

But you can’t stop there.  Taking the next step and verifying what you find online with the actual court is good business and the right thing to do.

There are also “cons” to using an online background check, and errors top the list.  Inaccurate records and, more importantly, missing records can cause you to deny or grant employment without all the facts.

The tendency to think that an online check covers every existing court (think “national” background check) is also a misconception ~ and can give you a false sense of security.

The fact is that there is no one source that covers all the local, county, state, and federal courts.  

Read more about errors and omissions  in online searches in “Background Checks and Online Databases - What You Need to Know”!




Created by Kimberly Kline, API


But errors are only the beginning.  There are other problems with relying on online database information to make your hiring decisions.


Problems with Online Background Checks

Missing Identifiers
Some database records might be found under “name only”.  These cases do not include other identifiers that would help you determine whether they apply to your subject.  A missing date of birth, address, social security number, or other information that can cause you to include or exclude a case as belonging to your applicant is a problem.

Lack of Updates
Often times database records are not updated in a reasonable amount of time, or not at all.  

Missing Case Information can include:

  • Arrest records that are not updated to include the case disposition.
  • Cases where the subject was given probation and /or the probation is revoked or continued.
  • Records where the sentence was listed as “Not Final” that are never updated.  These cases can occur when a subject is offered a final disposition of Not Guilty pursuant to a successful completion of court mandated ARD or other rehabilitation programs.
  • Legally expunged records where the database has not removed the record or included the granted expungement (see below).

In all these cases, and others like them, you may be basing your hiring decision on incomplete or even incorrect information. 


Expunged Records 
Expunged records are often not removed from online databases. When a record is expunged, it is legally as if the crime never occurred.  In fact, an applicant that has been granted an expungement is within their rights to state they have never been convicted of a crime.  

If a record is found in an online database that has subsequently been expunged, you may be basing your hiring decision on information that should be excluded.  This is a problem for both you and your applicant.

Learn more about Expungements in “Expunging Criminal Records ~ What You Need to Know”!


Missing Sources
Knowing the source of any online information is important.  Was it obtained from an actual court search?  If so, which court?  If not, where was it found?
  
This information is crucial in helping you do the necessary follow up research.  You must determine that the information found is accurate and updated, and without the source, it is much more difficult.


Doing more than an online background check when hiring for your business 
is simply good business.  
Being as accurate as possible 
about the information you 
base your decision on 
means going beyond what you find online.


Not only will your applicants thank you, 
but you will be sure you are 
making a fully informed decision 
when choosing your new employee.  
And that makes perfect sense!


We will help you get the 
accurate and cost effective information you need to hire for your business!


Authored by   





Discover more About Us and 
Security Consulting Services too!

Monday, February 13, 2017

Do This Before You Give Money to Any Charity!

Created by Kimberly Kline, API

When you donate to your favorite charities, 
or buy into the latest “good luck” 
or “get rich” scheme, 
do you really know where your money goes?

Not long ago, I saw a commercial touting the benefits of buying “holy water”.  The ad included “testimonials” of how the water brought these people new jobs, more money, or new homes.

And while, by nature, I am a trusting person, these claims had my neck hair standing on end!

Did people really believe that this “holy water” would suddenly take their lives in a drastic turn for the better?

While I don’t believe most people would buy into this, it is troubling to think that some do!

The reality is that it is never a good idea to take claims like these at face value, especially where your hard earned money is concerned.  
I have previously shared my thoughts on the importance of checking out the people and companies you are thinking of hiring (find my article here).  But, you shouldn’t stop there!


Shouldn’t the same diligence be used when it comes to causes and charities we believe in?

Do we simply trust that the money we donate is going where it will do the most good?  Or that they are even a legitimate charity at all?


Are all charities really created equal?

The answer to all of these questions is an emphatic “No”!


That is why you need to do some research before you give!


Despite the many good charities out there, there are also those that are complete frauds.  These organizations try to trade on a person’s desire to help others only to line their own pockets.


But how can you tell the difference between a legitimate charity and a Charity Scam?

Signs a Charity might be Fraudulent:
  • They won’t give you any details about their mission or where the money goes.
  • They use a name that is close to, but not the same as, a well-known charity.
  • They try to pressure you into donating immediately.
  • They ask for cash or wired money donations.

While it is obvious you should avoid giving to these scam charities, even a legitimate charity and their claims should be questioned. There are definitely things you should know about them and their practices before you give.  

And number one on this list should be…… where does the money they raise really go?

We all know it takes money to run any organization, even a charity. Employee salaries and other day to day costs are to be expected. But when paying high salaries seems to be more of a priority than helping those in need, then you should know that before you give.

According to organizations like Charity Watch and Charity Navigator, it is best to donate only to those organizations where at least 75% of their donations go directly to aid the cause ~ and the best charities exceed that!

That is why before you donate, take the time to visit a site like Charity Navigator first.  Charity Navigator rates a wide variety of charities and lists information on the actual percentage of each donation that is spent on charitable works versus administrative and employee costs. 

But you can do even more!  




Knowing for sure that a charity is legitimate and truly focused on using your donation to fund good programs makes sense.


Here is what you can do……


Created by Kimberly Kline, API

Follow these steps Before You Donate:


Research the Charity Online:
  • Visit Charity Navigator and the Better Business Bureau (BBB) to see if they are a trusted entity.
  • Look for any complaints or scams associated with the charity.  
  • Look for the Charity on Facebook, Twitter, LinkedIn, and any social sites.  Read Comments and Reviews posted about the Charity.
  • Verify the Charity is eligible to receive tax deductible donations via this IRS webpage. 

Get Detailed information about the Charity:
  • Ask for their legal name and their mailing address
  • Get specific contact information (phone number, email address, etc.).  
Contact the Charity Directly:
  • Find out the charity’s donation procedures.
  • Ask any questions you have about what the Charity does and how they do it.
Do a Civil and/or Criminal Court Check on the Charity / Key Executives:
  • Discover if the charity or any of its top executives have been involved in a lawsuit, whether as the plaintiff or defendant.
  • Focus on cases of fraud, embezzlement, or other crimes should be a red flag.  
  • Be sure to check any relevant county, state, or federal courts (limiting it to the federal district court and lower level courts where they are incorporated saves time).
Taking these steps before you donate 
will give you the peace of mind 
that your money will be going to good use.

I believe we need to continue to be people that care about others and the world around us.  It makes us human to be invested in their welfare, comfort, and way of living ~ not just in our own country but around the world.

It is also important to remember that there are many worthy charities out there.  They are the ones that focus their efforts on truly helping their cause and need your donations to continue.


But it is just as important to be smart about it!


That is why finding out as much as you can about any charity 
before you make a donation is wise.  
You will then know that your money 
is doing the most good!


Authored by  






We will help Give You Peace of Mind 
Before You Donate!



Learn more About Us and 
Our Hiring, Mentoring
and Security Consulting Services too!

Monday, February 6, 2017

5 Things You Need to Consider to Keep Your Company Safe

Created by Kimberly Kline, API


Keeping Your Company Safe
is on the mind of every business owner.  
After all, it makes sense that we would want to protect what we have worked so hard to build.

The question then becomes…..How?  How do we make sure not only our company itself, but our customers and employees are safe?

It starts with paying attention to these 5 things!

5 Things You Need to Do Now to Keep Your Business Safe!  “Tweet This”


Hiring
Protecting your company starts with your hiring practices.  Taking the time from the beginning to hire the best and safest people for the job is simply good business.

That is why hiring should always be approached with caution. You need to remember that your employees are a reflection of your business.  They are often the first “face” your customers see.  

Making a hiring mistake can actually harm your brand and put your other employees, and your clients, in jeopardy.  That is why choosing them needs to be done carefully.

And while all business owners are focused on the bottom line, skipping the employment background check is not the way to go!

Doing a good employment background check is actually more cost effective than hiring the wrong person for the job.  

Remember, Knowledge is Power, especially when it comes to hiring!


Created by Kimberly Kline, API

Find out more about the importance of Employment Background Checks here!

Re-Screening
While most employers understand the benefits of using background checks when hiring, the idea of re-screening existing employees is harder to grasp.  After all, you have already checked them once ~ isn’t that enough?

The answer is No!  There are legitimate reasons why re-screening makes sense and relying on the theory of “one and done” is unwise. 

Once hired, it is more than likely that your employees will have increasing access to company information and assets.  And as they advance, they will be seen more as the “face” of your company than ever before. 

That is why it is important to understand the why and when of re-screening your existing employees.  

Why You Should Re-Screen Your Employees:
  • To Verify your Current Employee has not Committed a Crime since first screened
  • To Discover New Threats to Your Company’s Safety
  • To Determine Whether to Retain Your Current Employee
  • To Determine Whether to Promote Your Current Employee
Knowing “When” to re-screen is just as important.

When to Re-Screen Your Existing Employees:
  • When Your Employee is Being Considered for Promotion
  • When Your Employee is Suspected of Misconduct or Violating Company Policy
Re-Screening your existing employees is a good addition to the arsenal of tools you should use to Keep Your Company Safe. 

Read more about when, how, and why to Re-Screen Your Existing Employees here:

and 



Ongoing Monitoring
When you talk about monitoring your employees, it is important to understand that it can mean observing both “at work” and “online” behavior.

In the workplace, your employees need to do their jobs as safely as possible.  If the job is physical, then it is common sense that they must follow all rules and procedures when it comes to their job duties.

However, there also needs to be safety regulations when it comes to other types of positions within your company.  These rules include protecting proprietary company information, business assets, and the personal information (PII) of your customers and employees.  

You, as the owner, those in management positions, and any of your other employees who come in contact with these must recognize the importance of keeping them safe.  In addition, they must also be willing to help each other stay compliant with these rules.

Learn more about Personally Identifiable Information (PII) and how to keep it safe in “Tips to Help You Safeguard PII in Your Business”.


Created by Kimberly Kline, API


Monitoring your employees’ “online” behavior can be more problematic.  While it is common sense that you would want to protect your company “brand”, you must take into account your employees’ right to free speech.

It is important that when doing any type of social media observation that you not consider anything beyond what is necessary to protect your company’s interests.  You must also be careful to take into account the privacy of your employees.

On-the-job monitoring, 
or “Continued Behavior Observation” 
of your employees should include 
checking for possible unsafe or 
“out of character” behavior 
that could create a problem in the workplace.

This monitoring can be informal, as in casual daily observations, or more formal, such as periodic scheduled observations.

The key is to get all your employees on board and involved. After all, they see each other day in and day out and know each other better than anyone else.  

They will be the first to recognize any dangerous, erratic, or unusual behavior by their fellow employees.  It is also a great way to achieve employee productivity and continual improvement. 
    
Find out more about the importance of Employee Monitoring in “Workplace Safety Needs to be a Team Effort”!



Physical Security
The physical security of your company is just as important as being focused on employee behavior and information protection.  While the scope will vary depending upon the type of business you run, there is no doubt that it needs to be addressed.

Examples of Physical Security may include:
  • Basic Intrusion Detection Systems 
  • Video Monitoring ~ especially of potentially sensitive areas
  • Visitor Controls ~ system for verifying a visit or delivery
  • Key Lock and Combination Controls

Check out our Security Services to find out more!

As part of your focus on security, you should create a disaster plan in the event of an incident of workplace violence or a natural disaster.  This plan should address the possibility of an active shooter.

You also need to establish procedures to follow in the event of an emergency and schedule time to practice them.  It is equally as important to develop a plan for dealing with both on-site and community tragedies. 

Read “What You can Do to Help Your Employees Deal with Tragedy” for more tips to help!



Company Policy
Promoting employee monitoring practices and re-enforcing your dedication to Physical and Social Media Security makes sense. That is where creating a strong Company Policy comes in!


Your Company Policy needs to include 
the type of behavior you expect 
from your employees 
and the training programs you have established to get and keep them there. 

Creating your policy should begin by taking a look at your job descriptions.  Knowing your goals and objectives for each position within your company will help you determine what behavior is necessary to keep your workplace safe and productive.

Addressing social media use within your company policy is crucial. You should be specific about what types of online communication is acceptable and what is not.  Including to what extent you intend to monitor your employees online is key.

Learn to write a good Social Media Policy here!

Your company policy should continue with strong Employee Training for each position.  This includes training in physical job duties, safe handling of company and customer information, and the use of social media.

Your policy should conclude with your procedures for safely reporting any unusual or potentially unsafe workplace behavior.  It is important that your employees feel supported and unthreatened.  

Outlining clear procedures within your policy for how, when, and why to report any unsafe behavior is key.  Check out these “5 Best Practices for Reporting Unsafe Behavior” to help!



Created by Kimberly Kline, API

Workplace safety should be part of your Company Culture.  To get everyone involved, it needs to be front and center in your company policy.  That is the best way to promote a team atmosphere.


The responsibility to protect your employees, information, and business lies with you.  

That means 
creating a company culture that takes Workplace Safety seriously.  
That mindset needs to begin with you 
and trickle down to all your employees.


Fostering the safest work environment you can should be your ultimate goal!


We will help you protect your employees, 
your customers, 
and your business!

Authored by   





Access Profiles has a variety of services that will help your business succeed.  Check out our Hiring and Job Search Services
to find out more!


And be sure to Subscribe Now to our blog.  
You will get one new article each week 
focused on you and your business!