Access Profiles, Inc.

"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.

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. 


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?

It can be both. The key is being able to differentiate between the two.  

• 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.

Created by Kimberly Kline, API

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.





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.



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.








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Created by Kimberly Kline, API

Not long ago, I saw a commercial touting the benefits of buying “holy water”. The ad included “testimonials” on 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 the hair on my neck 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.  
We have previously shared our thoughts on the importance of checking out the people and companies you are thinking of hiring (find our article here). But, you shouldn’t stop there!



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.

• 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 their practices before you give.  


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. 


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

Created by Kimberly Kline, API

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).

We all 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.


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

It all starts with paying attention to these 5 things!



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 a new employee 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.  

Created by Kimberly Kline, API

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 to this question is simply "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:


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