Showing posts with label Small Business Tips. Show all posts
Showing posts with label Small Business Tips. Show all posts

Sunday, January 23, 2022

Our Most Popular Articles of 2021

 

Every year we take stock of the articles we posted. We take note of what topics resonated with our readers and which fell flat. We also discover trends and areas of interest that help us write articles for the upcoming year. 

This year is no different!

Here are our Top 5 most popular blog posts of 2021……..

Not surprisingly, our two most read articles centered on the effects of COVID and hiring.

In, “Can COVID delay your Background Checks?” we focused on the very real problem in getting timely background check results due to closures, limited working hours, and a reduced workforce.

“There is no doubt that the effects of the COVID pandemic have caused problems for businesses. It has impacted employees, customers, and a businesses bottom line. And one of these problems is potential delays to employment background checks".

Factors than can delay your background check due to the COVID pandemic include:

  • Court closures and limited court and records staff may delay receiving case records needed for criminal and civil reports
  • Limited Staff and Work from home employees can make it hard to reach anyone to verify the information you need  
  • Work from home employees may not have ready access to the files containing the information required 
  • Business you are trying to reach may be shut down or their hours limited

Learn more about the effects of COVID and other factors on your employment background checks here!

Our next popular article looked into why many companies are having a problem finding new hires. 

In “Need to Hire but ‘No one wants to Work'? The problem might not be what you think!”, we shared what employers need to focus on to attract the employees they need!

“If you find that your business is facing the "I need to hire but no one is applying" dilemma, instead of throwing in the towel, you need to do this instead ~ take a good hard look at what you and your business are offering!

Be honest with yourself……

  • Before the pandemic hit did you have a high employee turnover?
  • Despite your company earning increasing business profits, did your employees’ wages remain stagnant?
  • Did you ignore or refuse to offer incentives such as good benefits and perks to attract and retain good workers? 

If the answers to any of these questions is "yes", then the next question becomes….What can you do now?

This is the time to change your tactics, and that starts with doing the following….

  • Get the Word Out
  • Use the Employees you have to Recruit new ones
  • Offer bonuses, better pay and incentives

Check out the entire article to find out more!

Another article that clearly resonated, especially with employers, was “Learn how You can use your Existing Employees to help you Hire!”.

Employers are always looking for ways to attract applicants. However, one resource they often overlook is their current employees!

“Using your existing workforce as a resource simply makes good business sense. They are intimately aware of what is needed to do the jobs within your company and they also understand the inner workings of the team.

So how exactly can they help you find and train the new hire you need?

Here are some tips to help ~

Reach out to your employees, especially your best and brightest. Talk to them. Find out more about what skills and talents are needed to help your company grow and succeed. Learn where your workforce is lacking and where it needs help. Really listen to what they have to say. Their input will be invaluable not only in recruiting but when it comes time to make a job offer.

Ask them to refer other like-minded, smart and hard-working individuals to the business to supplement your recruiting efforts. Sometimes your current employees are your best resource for finding qualified candidates who can help improve your business”.

Read the entire article for more tips!

The following article was popular among Job Seekers! 

Do Companies contact Current Employers when doing a Background Check?” focused on the common fear that a current employer will find out they are looking for a new job!

“There is no doubt that job applicants have a valid concern when it comes to their current employer finding out they are looking elsewhere. The chance that their current job may be put in jeopardy, without another offer and acceptance in hand, is bound to cause angst. That is why it is so important to know the facts first”.

As a rule, companies do not contact current employers. They understand the very real problem that can create for their applicants. But past employers are another story!

That is why it is best to be prepared!

Check out our entire article here to find out what you need to know before you apply!

Both Employers and Job Seekers found our final top article on “Ageism” relevant, “Ageism in the Workplace ~ Discover why you need to Hire and Retain Older Workers”. 

“The fact is, rather than retire at age 65, more older Americans are remaining in or returning to the workforce. Some are continuing to work due to longer life expectancies, health expenses or financial insecurity. Others simply enjoy the social interaction and the fulfillment and sense of identity work provides. In order to succeed, it is vital that your workplace embrace them. Is your company ready?”.

It is important that your company show a strong dedication to hiring for qualifications and fitness for the job no matter the age, sex, race, religion, or sexual orientation of your applicants. 

You can accomplish this by:

  • Using age-inclusive language in your hiring and employment practices, including job postings.
  • Focusing on establishing benefits that take into consideration the wants and needs of your diverse workforce.
  • Creating a welcoming and innovative working environment that encourages collaboration.

Discover how eliminating Ageism in your workplace will encourage a variety of applicants and help your business by checking out the full article by clicking on the link above!

This rounds out our Top Blog Posts of 2021! For more articles focused on you and your Small Business, be sure to visit our site hereAnd if you have questions or topics you would like to see covered in the coming year, please Contact Us or comment on this article. We would love to hear from you!


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Sunday, October 17, 2021

Do You think Skipping the Background Check will help you Hire more Quickly? You should think again!

Companies are competing for New Hires!

Right now, the reality is that job seekers are in the driver’s seat. Many companies are in desperate need of employees to keep their business running, yet oftentimes very few applicants apply.

If you find that your business is facing the "I need to hire but no one is applying" dilemma, instead of throwing in the towel, you need to do this instead ~ take a good hard look at what you and your business are offering!

And it all starts with being honest with yourself about your business……

  • Before the pandemic hit did you have a high employee turnover?
  • Despite your company earning increasing business profits, did your employees’ wages remain stagnant?
  • Did you ignore or refuse to offer incentives such as good benefits and perks to attract and retain good workers? 

If the answers to any of these questions is yes, then the next question becomes….What can you do now?

Learn the steps you can take to find the hires you need here!

Once you have taken a good hard look at what you offer to potential employees, then you need to take the steps necessary to ensure your new hire will be an asset to your business.

The best place to begin is with the Employment Background Check!

While it might be tempting to skip or even rush, your employment background checks due to your need to hire now, that is never a wise course of action.

Screening potential employees is a vital tool in helping you hire safely and effectively. 

Knowing as much as you can about the person you hire into your company simply makes good business sense.

Understanding the skills they bring to the table, whether they are honest, and if they have a criminal record that could jeopardize your company, are all good reasons to screen before you hire.

Still on the fence about the importance of employment background checks? Consider this..... 

A good Employment Background Check will:

  1. Verify whether Your Applicant’s Resume is Truthful
  2. Help You keep a Safer Workplace
  3. Protect Your Company and its Assets
  4. Stay Compliant with Current Federal and State Employment Laws
  5. Protect Your Company from Potential Lawsuits

Learn more in “The Top 5 Reasons You should use Employment Background Checks".

When it comes to employment background checks, it is important that you never go in without a plan. And the Key to it all is to be Proactive, not Reactive, when it comes to hiring for your small business!

The best way to achieve this is to have a sound hiring process in place long before you need it.

When done right, this plan will give you a step by step guide to exactly what you need to do and when you need to do it. It will include the right time to hire, how to hire, and why a good background check is crucial to making a successful hire!

In “Why you need to be Proactive when it comes to Employment Background Checks”, you will learn not only “When” and “How” to hire for your Small Business, you will discover the importance of good job descriptions and choosing the right candidate in the first place!

“When” to Hire for Your Small Business

Understanding “When” to hire is the best place to start.

You should hire when…..your current workforce cannot meet demand, you need a new skill set to grow your company, and you can afford to hire!

Then it is important to outline the steps you will take to make that hire.

“How” to Hire for Your Small Business

When you have determined you are ready to hire, you should then take a look at “how” to hire. The best way to do this is to make sure you have good job descriptions firmly in place before you start your search for the best candidates.

Writing an effective and detailed job description is important. It not only helps you hire the best person for the job, it also protects your company legally.  

The right job description ensures that both your applicants and your existing employees understand what is expected of them. It will also help you, as a manager, to determine whether your employees are meeting the job’s expectations”.

In addition, Your Job Description will:

  • outline the duties and expectations of the position
  • determine your job training goals
  • help you evaluate your employee’s performance

Taking all these steps before you are in dire need of a new hire will set you up for success to the benefit of your company, clients, and existing workforce.

But if you really need to hire NOW, then be sure you make no final decision until you screen your top candidates. It is the absolute best way to get the information you need to make a good hiring decision and keep your business and employees safe in the process.

Contact API today to learn more about Background Checks and how they can help you hire right! And we will work with you to develop an effective plan that keeps in mind your needs and your budget.


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Sunday, August 22, 2021

Discover why Background Checks on Volunteers are just as important as Screening New Hires!

Background checks on volunteers are just as important to your company as screening new hires!

Screening your Volunteers, just like you do potential employees, is simply good business. It helps promote increased workplace safety, productivity, and customer service ~ all essential to your business!

Volunteers are often critical to the success of many organizationsWith tight budgets to hire full or even part-time employees, along with a vast amount of job openings in our present market not yet being filled, volunteers take up the slack. They spend countless hours coaching youth sports, delivering meals to the needy, mentoring and tutoring children, and so many more things to help the community and businesses around them.

Volunteers do these things as a way to give back and help others. They believe in making a difference and in being a good citizen. Their goal is to help those around them, and that often includes our children, elderly, and disabled.  

However, there have also been horror stories about the danger some of these volunteers have posed. Reports of convicted abusers who are found volunteering as coaches or in child care are an obvious cause for concern.

Today, more than ever, organizations who use volunteers need to address this issue. Protecting the very people they are trying to help must be a priority. This is where screening volunteers comes in.

While conducting volunteer background checks is vital, these organizations do not want to alienate these volunteers in the process. Concerns that background checks will violate their privacy and that these organizations will not protect their personal information can arise.

This can be a delicate balancing act. Organizations are faced with the need to weed out unsafe volunteers without losing any of the loyal and dedicated volunteers they need. 

In the meantime, many states have passed, or are in the process of passing, legislation that mandates background checks on any one who comes in “direct contact” with our children or other members of our vulnerable populations.

But questions continue….

  • What exactly is “direct contact”? 
  • Does it cover anyone who is even in the same room as children, the elderly, or disabled? 
  • Or does it only pertain to those who have unsupervised contact?  
  • Who pays the fees associated with these background checks? 
  • Is it cost prohibitive for organizations, especially non-profits, to cover the cost? 
  • Or is it an undue burden on volunteers who are asked to pay for it themselves? 
  • What exactly should be checked? Since no standard exists, what is best practice?
  • What offenses should disqualify someone from volunteering?
  • What can be done to minimize a volunteer’s objections to a background check?    

This can all be very confusing for anyone who uses volunteers.  

In reality, most organizations run some type of background check on their volunteers. These background checks are run for the same reasons as they would be on any employee ~ to keep out anyone who is unsafe.  

But while there may be some who are wary of pre-employment background checks, volunteers are often even more put off by the idea.

Long-time volunteers may object to a new screening policy after years of giving their time and energy to an organization. While those considering volunteering for the first time might be turned off from even applying.

Many are understandably worried about their personal information being leaked. Volunteers may also believe that a new screening policy creates an atmosphere of distrust. 

But the bottom line is this ~ Volunteers who work with Children, the Elderly, or any vulnerable population need Background Checks.

Our top priority should be the Safety of our Children, the Elderly, and our Vulnerable! “Tweet This”

Organizations can take definite steps to achieve this goal. It is possible to provide a safe and productive environment for the population you serve while mitigating the concerns of your volunteers.

To do this, Organizations Need to:

Create a Written Volunteer Screening Policy ~ This policy should outline the screening procedures used and be included in your organization’s written policies. Make sure that everyone is fully informed of your policy and publish it both in your written materials and online for all to clearly see.

Provide Job Descriptions for Every Position within Your Organization ~ This should include exactly what is required of each volunteer who fills the position. Being clear on this up front sets expectations and boundaries. It is also a great way of determining what needs to be checked during screening by fitting the scope of the check to the job duties. Find out more  in  “One Size Does Not Fit All ~ Why You Need to Fit the BG Check to the Job!”.   

Identify the Background Check Fees & Who is Responsible for Paying ThemState clearly whether these fees are to be paid fully by your organization, fully by the volunteer, or by a combination of the two. Being up front is the best way to avoid surprises.

Obtain an Application and Signed Release for All Volunteers The application should include the potential volunteer’s full name, any previous names used, addresses for the past 7 years, references, and a copy of their photo ID. It is important that you get this application from each volunteer and keep it in a secure file.

This also goes for a signed release form. This form both notifies a volunteer that a background check will be performed and documents their consent. Requiring this authorization helps protect your organization. 

Establish Procedures to Review the Volunteer’s Application ~ In reviewing the application, look for inconsistencies in the information listed. Check references and try to develop references not listed. Any questionable information found during this process needs to be documented. It is also important to be clear that false statements on the application is cause for disqualification as a volunteer. Taking the time necessary to be diligent here is an important step in making sure you identify possibly problematic volunteers.  

Clearly Identify Which Criminal Offenses Would Disqualify a Volunteer ~ While it is important that each organization determine for themselves what offenses will prohibit someone from volunteering, the following criminal offenses should be taken seriously and result in automatic  disqualification:

  • Child, Elderly, or other types of Abuse or Domestic Violence Convictions
  • Sex Offenses & Sexual Misconduct Convictions
  • Violent Felony Convictions

Although the following offenses may not be grounds for immediate disqualification ~ Pending Criminal Cases, Arrests, and Misdemeanors within the past 7 years ~ they should also be noted.

Document All Information Obtained During the Screening Process & All Actions Taken ~ Be sure to keep a written log documenting what was checked, when it was checked, and what action was taken because of the information obtained. It is important to keep a clear and concise record of any decision you make regarding each of your volunteers.

Create a Privacy and Personal Information Policy ~ Protection of sensitive, personal information should be a priority. All the information obtained on each volunteer, from the application, application review, and the criminal background check, must be kept completely confidential. It is good practice to keep the application review results and criminal check histories separate from the general volunteer files. These should only be accessible to authorized personnel.    

We need to remember that Volunteers are important. They provide much needed man power to many organizations and their contributions cannot be minimized. However, that does not mean that you should take any volunteer into your organization blindly. 

Making sure they do not pose a potential problem to those you serve is priority number one. And putting sound screening procedures in place is a great start. Making sure your volunteers understand why these checks are necessary is key.   

Contact API today! We can help you create a sound background check policy and provide the services you need to hire safely and effectively!


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Sunday, May 23, 2021

Need to Hire but "No one wants to Work"? The problem might not be what you think!

Need to Hire but it seems like “No one Wants to Work”? The problem might not be what you think!

Many businesses are in the same boat. They are trying to re-start their business after the pandemic closures and restrictions…and that often means hiring employees to help. But now they are facing a new problem they can’t find the workers they need because no one is applying!

The question then becomes Why?

Many believe that “no one needs to work because of all the government ‘handouts’ and increased employment benefits” and “since they removed the requirement that you have to look for work to receive those benefits, why work?”.  But the most common is that no one is applying for all the jobs out there because they are simply lazy. 

And while there will always be people who fit those descriptions…the truth is that the real answer may not be due to any of those things!

If you find that your business is facing the "I need to hire but no one is applying" dilemma, instead of throwing in the towel, you need to do this instead ~ take a good hard look at what you and your business are offering!

Be honest with yourself……

  • Before the pandemic hit did you have a high employee turnover?
  • Despite your company earning increasing business profits, did your employees’ wages remain stagnant?
  • Did you ignore or refuse to offer incentives such as good benefits and perks to attract and retain good workers? 

If the answers to any of these questions is yes, then the next question becomes….What can you do now?

This is the time to change your tactics, and that starts with doing the following….

Get the word out ~ Post your job opening on social media sites, jobs groups, and in newspapers. Even check out local trade schools, high schools, and community colleges. The more people that know you are hiring, the better.

Use the employees you do have to recruit new ones ~ Ask them to look at their family, friends, and social connections for potential new hires. Long-term employees know the ins and outs of your workplace. They know who will “fit”, what kind of skills you need, and the type of person who will be an asset. It simply makes good business sense to use them as a resource.

No one is applying for your job openings? Do this now! "Tweet this"

Offer sign on bonuses, better pay, perks, time off, and other incentivesAccording to a recent article from CBSLocal, “Over and over again companies just don’t recognize and value their employees and they underpay, not recognizing the cost of not having well trained and well knowledgeable employees. And high turnover is an expense too,” said Point Park Professor Elaine Luther. With the bounce back in business, Luther said people are looking for a job where they feel safe, valued and can make a livable wage”.

Take a look at your finances and resources and offer whatever you can. Get creative. And remember, it is not always about the money. 

"While it is true that some small companies may not be able to offer the salary associated with working for big business, they can offer many other things that will create a valuable working experience.   

Working for a Small Business can offer you (job seekers) something different. 

By nature, a small business atmosphere is more hands-on and close knit. Employees have a much more tangible stake in the success of the company and often have a chance for greater input. Even flexibility of work hours, telecommuting, and promotions are often part of the small business culture.

The success of a small company relies on flexibility. They depend upon being able to adapt quickly to changing external and internal forces. And their employees can learn a lot from this ever-changing environment. 

Small business employees have the opportunity to learn many roles. Strict adherence to job titles and work responsibilities is not often practical for companies with fewer employees. This allows for more job responsibilities and the chance to really make a difference ~ all of which is a great resume and career builder.

The collaborative and nurturing characteristics of small business are also a plus for employees. It is a chance to really get their voice heard and to get their ideas implemented much sooner and more often than will occur in a larger company. And as small businesses slowly start recovering from the effects of the pandemic and are once again hiring to bolster their workforce, it is more important than ever to keep them on your job search radar.

Learn more about attracting job seekers to your small business here!

Most importantly, take a look at yourself and your management staff ~ do you set the tone and atmosphere that makes your employees want to work for you and achieve?

  • Is your “management style” one that treats people with respect? 
  • Do you reward hard work? 
  • Do you welcome ideas and input from your employees? 
  • Is your company a place where employees not only achieve company goals but their own goals as well?

Creating an atmosphere where your employees feel valued is key. And it will make your company much more attractive to job seekers as well!

Being critical in assessing how your business looks to potential employees will go a long way towards getting the quality new hires you need. Simply put ~ Make your business a place people want to work. 

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Thursday, September 3, 2020

Why Celebrating this Labor Day is more Important than Ever!

Labor Day has a special meaning this year.

Our nation is in the midst of a crisis. Unemployment is rampant. Many are unsure whether they will be called back to jobs that have suffered during the pandemic. While others are faced with the fact that the company they once worked for is no longer in business. All of this leads to uncertainty and worry. 

Yet, there are companies and individuals who have not only weathered the storm but have actually thrived. Some of it is due to sheer luck. But then there are those who found a way to adapt. They put their entrepreneurial thinking caps on and got creative. They discovered a “new” way to do business and keep themselves not only viable but successful.

But no matter what circumstance each of us find ourselves in, the importance of a strong labor force is not to be overlooked. It is something to be cherished and celebrated!

“Without Labor, nothing Prospers”! Sophocles

Our nation’s workforce is important to our success as individuals and as a country.

Jobs help people feel productive and proud. Earning a living allows us to take care of ourselves and our families. It provides for our current needs and allows us to make future plans. 

And, collectively, our efforts contribute to the making of a stronger and happier nation.

That is why, despite the struggles we currently face, we can’t forget that recognizing Labor Day and every American worker is important. 

So this Labor Day, we celebrate…..Those who work hard each and every day. Those who continue to pursue the work that will provide for themselves and their families. Those who will never give up in trying to find a job that makes them proud. And those who, day in and day out, know what it means to do a good day’s work. You all are the heroes of your own story and an important part of what makes this nation work. Thank you!

Happy Labor Day! 


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Sunday, June 7, 2020

Should You do a Background Check on a Recalled Employee?

Are You ready to Recall your Employees?

Businesses around the country, large and small, are slowly reopening after the sudden closures due to COVID-19. They are making changes to follow safety guidelines. They are checking inventory and buying supplies. And they are also working out when and how to call their employees back to work.

But before taking that step and getting your employees back and up to speed, there are a few things to consider ~ and one of them is a background check!

Of course you may wonder why? Why would you need to do a background check on employees you already screened at their time of hire?

There are valid reasons why running another background check might be in you and your company’s best interest.

The most important reasons to re-screen are that it may be required by law or that your contractural obligations to your clients require it. 

There are certain industries where a break in employment longer than a certain period of time, often 6 months, requires that individual to be re-screened. If your industry falls under that category, then you are obligated to follow through.

Another reason to re-screen is that your clients expect it. Re-screening guidelines may even be part of your contract with those clients or customers. 

In that case, these clients will most likely require you to provide proof that all recalled employees have undergone a new screening and they are cleared to return to work.

When a re-screening is mandated by law or by clients, the parameters of that check are often pre-determined and must be followed during your investigation. Make sure you know what those guidelines are and follow them carefully.


Why You need to Re-Screen your Employees before a Recall “Tweet This”

You may also simply choose to do another background check on the employees you call back to work. And as an employer, it is your right.

Common reasons to re-screen include ~ a desire to protect your company from liability, your recalled employee was off for 6 months or more, your employee’s job duties will increase when returning to work, or any other reason that makes sense for you and your business.

The most important thing is that if do you choose to run a new background check on your recalled employees, that you follow definite steps to make sure you are doing it right. 

The key is to treat a re-screening the same way you treat any first time background check and follow all relevant local, county, state, and federal guidelines. 

These guidelines include:
  • obtaining a signed, stand alone authorization permitting the background check
  • providing your recalled employee with a copy of their rights as they pertain to an employment background check
Remember, if the background check comes back with any “red flags” that may keep you from recalling your employee, you cannot simply fire them. You must provide them, in writing, the results of the screening and give them a chance to exercise their rights as provided by the Fair Credit Reporting Act (FCRA).

This is where “individualized assessments” come into play. 

“Individualizes Assessments are used when the background check on your applicant uncovers are ‘red flag’ or a criminal past they may keep you from hiring them. And when this happens, there are specific steps you must follow to be compliant with EEOC (Equal Employment Opportunity Commission) guidelines.

Steps involve informing your applicant, in writing, that they may not be hired due to their background check findings; giving them a chance to explain or mitigate the findings; and assessing the additional information provided before making a final hiring decision”.

These are considered the rights of any applicant, even an employee you are re-screening”, to be informed as to the findings of their background check and to be given the opportunity to refute, explain, or mitigate these findings.


There is also the possibility that due to court closures, backlogs, or a reduction in court workforce, your background check may be delayed. Because of this, it would be in your best interest to make all recalls “provisional” pending the results of the screening. This way your employee will understand that their return date is based on a completed background check.  

As in all background checks, in a re-screening it is still important to “fit the background check to the job”.

“It is wise, and cost effective, the fit the Background Check to your open position. This means covering only what is necessary in your screening process”. 

Learn more about fitting the background check to the job in “One Size does not fit all ~ Why You need to fit the Background Check to the Job!”. 

In the case of re-screening, you will already have a clear handle of the skills and duties required to do the job, so determining what to check for will be much easier than the first time around.

You will most likely want to focus on any criminal activity your employee may have been involved in while off. If that absence was for less than a year, then you will get the most up to date and accurate information by running a local and county criminal check. 

Keep in mind the types of crimes that would be of concern for the job to which your employee is returning. These crimes should be ones that would keep the employee from safely performing their job related duties or pose a danger to you, your company, or your customers and other employees.

You may also want to check for any civil court cases your employee was party to during their time away. This is especially important if their position requires access to company funds.

In the future, having a plan in place long before you need to re-screen is your best course of action. Deciding on your parameters beforehand, including how long the employee can be gone before running a new check and whether you will you re-screen for all positions or just those in upper level positions, will make the re-call process run much more smoothly and get your business up and running more quickly. 

While it is important as an employer to understand the reasons why and when to re-screen existing employees, it is also vital to be aware of the potential pros and cons that come with it.

“As a business owner, you may believe that since you checking into your employees’ history once, there is no need to check again. Or you may think that re-screening them shows a lack of trust. While we understand the confusion, there are legitimate reasons why doing post-hire screenings make sense.

Relying solely on your initial employment background checks to mitigate risk can give you a false sense of security and…..doing background checks on current (and returning) employees is an effective way of discovering whether there is new information you need to know to keep your company safe”.

Discover more about why and when re-screening makes sense for your business here!

There are times when re-screening your employees is simply good business. What is important is that no matter what, you are doing what is best for you, your other employees, and your company.

Whether you are re-screening a recalled employee or hiring for the first time, we can help. Access Profiles will provide you with the most accurate, timely, and cost-effective information to help you make informative hiring decisions. Contact Us Today to find out more!

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Sunday, August 4, 2019

Felony or Misdemeanor ~ Does it Really make it Difference to Your Job Search?


Is a misdemeanor criminal record treated differently than a felony record when it comes to employment background checks?

This question was recently posted on the question and answer site Quora. The answer is relevant to anyone who has even a minor criminal record and is searching for a job.

The answer we posted is…it depends! 
"A lot has to do with the employer requesting the background check. Do they have a policy to reject anyone with any criminal record? If so, it doesn’t matter. Some companies, by law, cannot hire anyone with a criminal past. These types of companies include banks and government jobs. Other employers simply choose to make that their policy. These kinds of “blanket rejection” policies are coming under fire. Background check guidelines are requiring employers to justify why the criminal record would make the applicant unable or unsafe to fill the open position and how long ago the offense occurred. Then there are employers who are willing to hire those with a criminal history. In those cases, a misdemeanor conviction is definitely distinguished from a felony conviction. In addition, many of these employers look at other factors to determine employment such as what type of crime it is and what the applicant has done since their crime to better themselves."
You can read more responses to this question here!

When it comes to trying to find a job, anyone who has any kind of criminal record is justifiably concerned. 
Ex-offenders recognize the stigma that comes with having been convicted of a crime and how it lessens their chances of gainful employment.

What they may not know is that there are laws and regulations that can help. These guidelines govern how criminal histories can be used to determine employment.

When a background check uncovers a criminal history, employers must consider the following:
  • How much time has elapsed since the crime? ~ Most background checks go back 7 years so any criminal record that bears weight on a company’s employment decision should have occurred during that timeframe. 
  • What type of crime was committed?, Does it relate to the job being filled?,  Would committing that crime result in the job being done unsafely? When hiring someone with a criminal history, employers consider the answers to these questions extremely important. 


Ex-Offenders ~ Does it matter if your crime was a misdemeanor or felony when you look for a Job? “Tweet This”

To truly answer this question, it is important to understand how employers think. 

Employers are only human. When an applicant has any kind of criminal past, it can have an impact on what an employer thinks about that applicant. This can be true no matter what the crime.

While committing a serious felony would certainly give an employer pause, lesser crimes may not have the same impact. What should really matter is whether the crime could effect how an applicant does the job!  

Even those employers who are forward thinking enough to overlook a criminal past, will most likely want to see evidence that the offender has taken responsibility and tried to improve themselves since being convicted of their crime.

The responsibility for easing the mind of a potential employer should fall squarely on the ex-offender!
It is important that ex-offenders take the initiative and make themselves a more attractive choice to employers. They have to take any and all steps necessary to get hired.

These steps include: 
  • Taking responsibility for their criminal past ~ Don’t try and blame what happened on others. Own it.
  • Share what you they been doing since their conviction to better themselves ~ Get any letters of recommendation that they can from current and former employers, mentors, or anyone who can vouch for their commitment to move on from their criminal past.
Find out more in “How Do You get a Decent Job with a Criminal Record?”.

But no matter how much ex-offenders do to make themselves less of a risk for employers, nothing can be accomplished without the employers themselves getting on board. 
“Many employers are hesitant to hire people with criminal records ….. Employers are concerned about the trustworthiness of those with prior criminal records. And if a position requires a worker to be unsupervised or come in contact with customers, those employers are even more cautious.

There is also the very real fear of the legal ramifications of hiring an ex-offender. Businesses are often held liable for the actions of their employees. Negligent hiring lawsuits are not uncommon”, excerpt from “Once a Criminal, always a Criminal ~ Why We believe in Second Chances!”.

Making a a blanket decision to never hire anyone with a criminal past is unnecessary, and recent suggested background check guidelines are looking to make it unlawful.

But Employers need a reason to change their mindset when it comes to hiring ex-offenders.
We need to make it easier and more appealing for employers to take a chance on an ex-offender.

The best way to accomplish this is to lessen their liability.
One of way is to offer qualified ex-offenders a “Certificate of Relief”. This certificate is a statement by the court that an ex-offender has met a certain pre-defined set of circumstances and conditions concerning their past conviction(s). This certificate is designed to help reduce the risk to employers who hire ex-offenders.

But this certification is not given to everyone. While specific criteria may vary state to state, common conditions that ex-offenders must meet to be eligible for a “Certificate of Relief” are:
  • The Offender has had a limited number of felonies and / or misdemeanors
  • There has been a specific period of time since the completion of their sentence
  • The Offender has completed all the terms of their sentence
  • The Offender has not violated or failed to comply with any term of their sentence
  • The Offender must be engaged in, or seeking, lawful employment, an education, training, or registered in other rehabilitative programs
  • The granting of the “certificate of relief” cannot put the safety or welfare of the public or any individual at unreasonable risk

Find out more about what you need to know about a “Certificate of Relief” here!

The bottom line ~ ex-offenders must be ready to do the work. They need to learn new skills and be ready to prove themselves to any employer who gives them the chance. It is then vitally important that employers do their part.

Only then can we help ex-offenders find jobs, move beyond their criminal past, and become proud, productive members of society.

Authored by  



Are You looking for a Job? Contact Us Today! We can help get your resume “Background Check Ready” by helping identify and correct any potential “red flags” that would concern a prospective employer!

And if you are thinking of Hiring for Your Small Business, We can Help! Visit our Background Investigation and About Us pages to find out more!

Sunday, April 21, 2019

It’s Earth Day! What can You Do to Help Save Our Planet?



Did You know… that on the average, Americans generate*:

4.4 pounds of trash daily each
728,000 tons of daily trash collectively
254 million tons of trash collectively in a year
22 billion plastic bottles thrown out yearly
300 laps around the equator of paper and plastic cups, forks, and spoons a year

And in our workplaces, the numbers are just as staggering! 

The average American worker wastes 500 disposable cups and we could build a 12 feet high wall of office paper that would span from NYC to LA!
Startling isn’t it?

But it doesn’t have to be this way! There are definite things we can start doing now to help decrease these numbers and help our environment.


As Individuals We can:
Be More Energy Efficient ~ We can make it a practice to check windows for gaps and use energy efficient appliances and light bulbs whenever possible. Installing a programmable thermostat, changing air filters, shutting lights off when we leave a room, and unplugging small appliances when not in use will also help us use less energy and save money on our utility bills.

Conserve Water ~ Without even realizing it, we can waste gallons of water a day. And if we consider that waste of water collectively, as a family that really adds up. We can help reverse this trend  by not letting the water run while brushing our teeth, not overwatering our garden or lawn, and not washing our cars at home. Even fixing a dripping faucet can help. All these steps will help save water and lower our water bill.

Drive Less ~ Consider using public transportation and, whenever possible, walking or biking. This will save on gas and lower emissions into our atmosphere.

Reuse, Recycle, Repurpose, and Donate ~ Before throwing something away, take stock. Can you use it in another way? Do you know somebody else that can use it, or a donation center that can give it a new home? Is it able to be recycled? Asking yourself these questions first can reduce greatly what you would unthinkingly just throw away.   

Buy from “Green”, Environmentally Conscious Companies ~ Let your money talk. Choosing to buy from or work with companies who are responsible about their impact on the environment can prompt other companies to do the same.

Buy Local ~ This is my favorite way that we, as individuals, can help save our planet! Frequenting local companies and buying local goods will save gas and lessen our carbon emissions. By shopping local for goods and services, visiting farmer’s markets, and eating at local diners, we are also helping our community too!

The important thing to remember is that even small changes can make a difference!



You can Make a Difference and Help Save Our Planet! “Tweet This”

But, even though these practices are a great start, it is not enough! 

Businesses must also do their part to help our planet, regardless of changing environmental law and regulations. Many are taking the initiative and stepping up. They are implementing environmentally conscious practices now and putting in place firm plans to do more in the future.  

For example, Starbucks has been very vocal about their efforts to help the environment. To that end they are working towards completely eliminating the use of straws in all their locations. And there are many other companies who are taking steps in their own businesses to lessen their effect on our planet.


But while environmental changes by big business might make the most impact, even small businesses are making changes to help!


As Small Business Owners, we are increasingly focusing on our communities and our environment. We recognize the impact that even small changes can make, especially when we all band together. 

And, (as an added benefit), “going green” may even help improve our image and our business by appealing to environmentally conscientious consumers! 


But sometimes we just don’t know where to start!


A great first step is to understand what changes we can make in our daily business operations to help.

What can You Small Businesses Do? 

Steps Small Businesses can take to help the environment ~
  • Control Energy Use
  • Use Environmentally Friendly Products
  • Allow Remote Working
  • Shop Local
Find out more about these steps and why implementing them is so import in “Earth Day ~ What Small Business can do to Make a Difference

Remember, We are all in this together!

We share this big, beautiful planet and must all find a way to do our part to protect it for ourselves and for future generations.

Each and every one of us can make a difference!


Authored by   



Contact Us to find out what Access Profiles can do to Help Your Small Business!





*Source:
https://www.saveonenergy.com/land-of-waste/