Showing posts with label hiring practices. Show all posts
Showing posts with label hiring practices. Show all posts

Saturday, October 3, 2020

5 Tips to Help You Hire and Manage Remotely

Things have changed ~ companies have had to learn to alter the way they do business, work from home has increased, and doing many things “virtually” is suddenly the norm.
How you hire and manage employees needs to change too!
The days of face to face rounds of interviews and in-office onboarding, collaboration, and meetings are, for the most part, on hold. In fact, the entire hiring process may now be done virtually and your new hire may work entirely remotely. In fact, you may never have the opportunity to actually meet them “in person” at all before or even after they are hired !

All of this most likely seems strange, difficult, and daunting.

But that doesn’t mean hiring and managing remotely can’t be done and done right. Just because the way you did things in the past may not work in today’s world, there are still some constants that will keep you successful and on track.

And the most important constant is to never go in without a plan. 

Having a sound Hiring Process is now, and will always be, a key component in finding the best new employee for your business.

A good Hiring plan should consider these common areas: 
When it comes to Recruiting, it is all about reaching and attracting the right applicants ~ and this all starts with writing the perfect Job Description.

Social Media
Using your social media accounts to recruit and hire is a great way to reach a large amount of potential new hires in a minimal amount of time.

Employee Referrals
If you don’t have an Employee Referral program, start one now! Your best employees already know what it takes to be productive and successful within your company culture. So why not let them help you find their next co-worker?

Employment Background Check 
The Employment Background check should include verification of anything listed in the applicant’s resume along with a check of their online presence.

Discover more about how to develop a good hiring process and how to update it when needed in “Is it Time to Change Your Hiring Practices?”.

But no matter how hard you have worked to develop a hiring process that met your needs in the past, the pandemic has now thrown you a curve ball. Hiring and even working remotely is now part of the new norm. 
Are your existing hiring practices up to the task?

While it may be tempting to just start over and completely change the way you hire, this is not in your best interests. Instead, it makes sense to build upon your existing hiring plan and make some tweaks to meet today’s needs!

How to Successfully Hire and Manage Remote Workers “Tweet This”

And taking a look at these areas is a great way to start!

Candidate Communication ~ Communicating with your top candidates is more important than ever. Be ready to provide as much information as possible to your potential choices. Ask them how they prefer to be reached - email, text, phone, etc. Keep them apprised of where they are in the hiring process and what they can expect next. The key here is complete transparency and open communication. This will improve your entire candidate experience, ensure they are receiving the information they need, and give them a favorable impression of you and your company!

The Interview ~ How you interview can have a big impact your candidate’s experience. Start by setting up automated interview scheduling. This allows the candidate to select the time that best works for them out of the options that work for you. Whenever possible, choose video interviewing over interviewing by phone. Video allows you and the applicant the visuals needed to “read” each other. There is a lot that can be learned through eye contact, facial expressions, and even their confidence and demeanor. It is also a great way to start building that connection you need moving forward.

The Employment Background Check ~ Whether your employee works remotely or on location, it is vital to do an employment background check. Screening potential new hires is a great way to verify their honesty, know whether they have the skills and education to do the job, and that hiring them will not damage your company’s reputation ~ and none of this changes simply because your new hire may work remotely! 

Employment Background Checks are even more important for a Small Business!

“When it comes time to hire, many small businesses make the biggest mistake they can make ~ they skip the Background Check! Instead of approaching hiring with caution, they think that simply because they are a small business, screening their applicants before hiring them isn’t necessary. As a small business owner it is important to hire carefully, not in haste”. 

The consequences of making a bad hire on your business can have a lasting impact. It can harm you brand and even put your business, your other employees, and even your customers in jeopardy.

Learn more about the ramifications of making a bad hire here!

In order for the screening process to run smoothly, it is important to be completely transparent. Make sure the applicant knows exactly what you will be checking, what information they should be ready to provide, and that nothing will go forward until they are informed of their rights and sign a release allowing the background check. How you handle this stage of your hiring process can leave a lasting impression on your applicant. Make sure it is a good one!

The Need to Build a Relationship ~ In a virtual environment, everyone needs to work harder to connect. New hires need to establish a relationship to the company and your other employees. They also need to become familiar with their new job and get a real feel for your company culture. All of this was much easier before working from home became the new norm. That is why you need to develop a Remote Onboarding plan to fill the gap. 

Your Remote Onboarding plan must cover everything from HR tasks like filling out required forms, assigning company computers and phones, and even giving out initial work assignments ~ all of which can seem overwhelming to any new hire.

Managers need to take the lead and make the process as positive as possible. Set realistic goals for the completion of tasks and be sure to be available to answer any questions along the way. 

The Need to Communicate and Collaborate ~ New hires need to feel part of the team. Introductions to co-workers and learning the ins and outs of their new position within the company is vital to their success and satisfaction, and this was much easier when everyone worked on-site! 

Once again, it is up to the managers and trusted current employees to make this happen. Plan one-on-one or even small group virtual meetings to convey expectations, answer questions, and create a way for your new hire to simply get to know other members of the team. These interactions are key to helping your new hire build strong and more satisfactory work relationships.

Establishing a virtual mentoring or “buddy” program is also a great way to help your new hire get up to speed and feel part of your organization. 

The Need to “Socialize" ~ Being “social” was easy to do when everyone worked in the same place, but now it requires more creativity to accomplish. 

Establishing regular virtual lunches, group coffee breaks, and even small group “breakaways” are all ways to encourage your new hire to feel welcome and help them build the relationships with other employees they need. It will also help your existing employees feel the connections they used to enjoy in the workplace. All will help you build and develop strong team work and employee satisfaction.

The bottom line is this.....our world has changed. Face to face communication is no longer the norm and many companies have more remote workers than ever before. Learning how to adapt your Hiring and Management Practices to accommodate these changes is key. It will help you not only keep your company moving forward but will also help you hire and retain the quality employees you need to succeed!
Is Your Company Ready?

Authored by  

Do you have questions about how to create the best Hiring Process for your company? Contact API Today! We can help!

Learn more About Us, Our Services, and what our Happy Clients have to say too!

Sunday, November 5, 2017

Are You Using Social Media to Hire?

Social Media is being used more than ever!

It is used within and by our government. Government agencies have their own Facebook pages. Our politicians use social media and dedicated pages to reach their constituents and run their campaigns. And even our president seems to tweet daily.

Businesses are not far behind.

They regularly use Social Media to build and maintain their company brand. Businesses also recognize how their social posts and advertisements can reach potential customers and earn them loyal ones.

Now these businesses are also going a step further and using social media to hire.

Social posts and tweets are being used to recruit candidates and announce open positions.

And now, these employers are also using it as a way to help screen their applicants.

They are doing Social Media checks! 

Social Media Checks are an addition to the more traditional type of employment background checks. For example, employers can use LinkedIn to help verify their applicant’s resume. They are even checking their candidate’s public social posts on sites like Facebook and Twitter.

Social Media Checks give some job seekers pause. 

Many worry that it is blurring the line between their personal and business life. Others see it as an invasion of privacy.

That is why it is important to clear up these issues and understand how employers are really using a Social Media check to hire. 
And that starts with understanding "What" employers are really looking for and "Why"!

There are definite reasons why doing a Social Media Check on potential hires makes sense.

First off, it is a great way to find relevant posts that contain professional information and can be used as a cross-check against a submitted resume. This can be a valuable tool to begin verifying a resume’s accuracy and a reflection on the applicant's honesty.

Secondly, viewing social posts can give an employer a better insight into their candidate. They can see posts that illustrate an applicant’s involvement in charities, causes, or even favorite hobbies. This can help an employer see the candidate as a more well-rounded, interesting person.

Essentially, a Social Media Check, along with other screening tools, helps an employer discover things that may either give them pause or leave them with a better opinion of their potential new hire.

While a Social Media Check can be a great tool to help companies make a good hiring decision, as with any screening tool, employers must learn to use them wisely.

Your best course of action is to wait until after the initial interview to conduct a Social Media Check. Make sure you obtain a signed release explaining that a background check, including a social media search, is the next step.  

You should treat the social media check the same way you do other aspects of your employment screening. Your candidate must be given a copy of their rights (their right to a copy of their report and the ability to mitigate or dispute the information found), just like when you run a court record check.

This includes documenting what social media sites were searched, when they were searched, what information was found, and what decision was made concerning employment. The report should then be kept in the candidate’s file”, excerpt from “Social Media Check ~ The Forgotten Screening Tool”! Check it out to learn more about the Why, When, and How of using social media in your hiring practices!

In addition to waiting until after a conditional offer of employment has been made and obtaining a signed release, it is crucial that employers NEVER ask an applicant for passwords to their social sites. This can get companies in hot water and open them up to potential litigation.

Be Careful when Using Social Media to Hire! “Tweet This”

That is why businesses should consider using an experienced background investigation company to conduct their employment screenings.

A good screening company will know what you can legally use to make a hiring decision and make sure any protected information is not used. This is key.

At API, we can be that barrier! 

We will stand between you and the potentially sensitive information that may be found during all aspects of your employment background check, including the social media check.

Check out our Background Investigation Services page to find out more!

Bottom Line ~ Social Media is a great tool to help employers get to know their potential new hires. But it should only be part of their arsenal.

Using it as one aspect of a more comprehensive background check is the best way to go. This way you will get a more in-depth picture of what your applicant brings to the table.

And, more importantly, it will enable you to make a more informed and safer hiring decision ~ and that is good for you and your company.

Authored by   

Contact Us and discover more about how our Background Investigation Services can Help You Hire Safely and Effectively!

Learn more About Us and what Our Happy Clients have to say too!

Monday, June 12, 2017

How to Use Background Checks Wisely

More business owners than ever before understand the importance of using employment background checks.

These savvy owners realize that knowing as much as possible about the people they hire is, simply put, good business. But that doesn't mean that these same owners are actually using these checks to their full potential! 

There is more to background checks than just using them to screen your new hires. Background and Due Diligence checks can be used for so much more!

Here you will find some suggestions on how to use background checks wisely in your business

First, it is important that you start off on the right foot and choose Your Background Check Company with Care! 

While it is possible to do your background checks in-house, hiring a qualified company makes sense. They will help you determine what to check and why it is important ~ and save you time and money in the long run.  

Take the time to interview a few before signing on. Make sure they are inline with how you want to do business and are ready to help you achieve your top hiring goals.

Discover more in "5 Tips to Help You Choose the Best Background Check Company for You"!

Next, you should stay updated on Local, State, and Federal Employment Screening Laws.

This can be daunting as these laws and regulations can be different from locality to locality and state to state. Even the current administration can change how background checks can be legally used. 

Keeping up with these changes is definitely where hiring a good background check company can help. It is their job to stay on top of these laws and regulations so you can concentrate on your business.

Now you are ready to use Background Checks to their full advantage.

Keep Your Eyes Wide Open and Use Your Background Checks Wisely! "Tweet This"

4 Wise Ways to Use Background Checks in Your Business

  • Run Background Checks on all New Hires (including Temps and Interns)
  • Periodically Re-Screen Existing Employees
  • Vet other Companies with a Due Diligence Investigation
  • Use Social Media as a Part of Your Background Check

Screen all New Hires
Before hiring anyone, you need to know as much as possible about them. Taking the time from the beginning to verify that the information found in their application or resume is truthful is good business.

Re-Screen Existing Employees
Background checks shouldn't be seen as a "one and done". That is where re-screening comes in. This is especially important if you are considering your employee for a promotion or transfer. Additional duties, added responsibilities, and increased access to company information and assets should prompt you to screen for information relevant to their possible new position.

Do Your Due Diligence
Anytime you are considering partnering or doing business with another company, that business should be screened. Checking for things like past bankruptcies and civil suits makes sense.

Social Media Checks
Checking to see what is "out there" about potential employees and companies you are thinking of doing business or collaborating with is important. 

For employees, you should look for negative posts about past employers or posts mentioning illegal activities. For companies, you should focus on online reviews, both good and bad, and things like their BBB rating.

Discover more about these uses and others in "6 Tips on Using Background and Due Diligence Checks in Your Business"!

With any background check, your goal should be to use them as a way to obtain the information you need to make wise business decisions.

Being knowledgeable and savvy is good for You and Your Business!

Authored by  

Want to learn more about Hiring and Background Checks? Contact Us Now! 

Check out our Background Investigation & Applicant Services, Business Mentoring, and Security Consulting Services and find out more about what API can Do For You!

Monday, April 24, 2017

Do You Need Laws to tell You to Do What’s Right?

Why Do We have Laws?

Laws provide guidelines for how we should treat each other and the world around us. They are also designed to protect us from those who choose to do harm. 

Sadly, we can’t always count on people doing the right thing. That is why laws are also used to punish those who break them.

But, should we really need laws and regulations to tell us to do what is right?

Many of us recognize the need for doing what is right in our personal lives. Few would argue that, except under the most dire circumstances, it is wrong to kill another human being. As people, we also rally when we see the need to protect those that can’t protect themselves. 

Essentially, we know how we should treat others, and most of us try to live our daily lives this way. 

But when it comes to the laws and regulations that govern our businesses, things can be less clear cut.

Do Your run Your Business by Doing What is Right? “Tweet This”

Every time we elect a new president, or a new justice is appointed to the Supreme Court, laws and regulations that govern our businesses can change. Even voting in new local representatives can make a difference.

Suddenly existing labor laws, regulations, and guidelines may come under fire. Minimum wage laws may change. Guidelines concerning equal pay, workplace accommodations, and even what is considered a “protected class” may fluctuate under a new administration.

But does this mean our businesses 
should follow suit?

There are some laws and guidelines that, to my mind, are simply the right way to do business. They focus on the fair treatment of our employees, from hiring to the workplace, and our impact on the environment.

Currently, many of these laws and regulations focus on employee hiring and background check guidelines, especially for those applicants who have a criminal history. 

The biggest, and often most controversial of these, is “ban the box”.

At its most basic, ‘ban the box’ is the removal of the question or “box” on an application that asks whether the person has a criminal history. The belief is that by disclosing that (a criminal history) early in the application process, many are being automatically rejected”, excerpt from “Background Checks and Ban the Box ~ The Pendulum Swings”.

The EEOC started the ball rolling by enacting guidelines recommending employers ban the box. Many states then followed suit. 

Even if this law didn’t exist, its spirit, giving people a second chance, is often the right thing to do. Along with individual assessments (find out more about them here), recognizing that people people are different, that they have their own unique experiences and stories to tell, is what makes us human. And hiring for our businesses this way makes sense.

Other hiring legislation focuses on discrimination. Hiring those of different races and genders, applicants with disabilities or of different sexual orientations, all currently fall under what is described as “protected classes”.

Existing laws not only govern the hiring of these types of employees, but how we treat them in the workplace. 

Hiring policies that show, or even suggest, employment discrimination against protected groups can result in consequences for your Small Business.

When we hire, we have the power to make a difference in someone’s life. For me, that is reason enough to do everything possible to make sure people are treated fairly.

The problem of Equal Pay and Gender Wage Bias is also addressed in current legislation.

Sadly, what should not be a novel concept, getting equal pay for equal work, is not always the reality. In many industries, women continue to make less than their male counterparts doing the same job.

The ramifications of this impact not only women, but also their families. Learn more in “Discrimination ~ Gender Bias Keeps Us from Earning What We are Worth”. 

The EEOC (Equal Employment Opportunity Commission) and many states have addressed the issue of equal pay. The EEOC pushed for companies to release their pay data in the hopes of identifying those that are guilty of wage bias (when a new administration took office in 2017, this requirement lost steam). 

But some states continue the fight. Laws barring companies from asking salary history, ending pay secrecy, and enforcing “equal pay for equal work”, are all designed to if not eliminate, but lessen, the occurrence of wage bias.

Find out more about these state laws here.  

There are also regulations that address the impact our businesses have on the environment. Manufacturers must lessen the amount of waste produced by their businesses. Chemical run-off into our waterways must fall within acceptable guidelines. Even recycling efforts are encouraged. 

But what if these laws, or ones like them, 
no longer existed? 
What would you do?

The bottom line is, why should we need laws and regulations to force us to run our businesses ethically? 

Shouldn’t we simply want to do what is right?

Choosing to hire as fairly as possible. Striving to achieve a more inclusive and tolerant workplace. Paying our employees the same for doing the same job at the same skill level. All these are not only good business, but are fundamentally right!

How we treat our employees is a strong reflection on us as people, and it speaks volumes about our business. 

Recognizing that our employees matter, that no one is “less than” anyone else, should never come in question.

Creating a welcoming workplace not only helps our employees, but it is good for our business. It will help us attract and keep top talent because word will spread and people will want to work there!

When it comes to our environment, we need to remember that we are all part of one world. Doing what we can now to protect it makes sense.

While presidents, judges, governors, representatives, and administrations 
will change, and laws and regulations 
may come and go, 
doing what is right should not! 

There will always be laws and regulations in place that concern our businesses. They will be designed to shape how we hire, how we run our workplace, and how we impact our world.

But no matter what current dictates require, running your company with a focus on 
treating people fairly, as unique individuals, and caring about our planet, 
is simply right. 
And that is good for everyone!

Please Comment and Share this post! Thanks!

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We invite you to find out more About Us and our Background Investigation & Applicant Services, Business Mentoring, and Security Consulting services too. 

Monday, April 10, 2017

Hiring? What You Should Do Now to Attract the New Hires You Need!

Does the Way You Hire 
attract the new employees you need?

How you hire can say a lot about You and Your Company. That is why it is so important that you are aware of what yours is saying about you!

Does your Hiring Process mesh with your brand and company values? Does it show your commitment to your employees, not just your bottom line? 
Simply put ~ 
Are you doing enough during the hiring process to grab the attention of your best new hires?

Millennials currently make up the largest portion of our workforce, and the number of even younger workers will only continue to grow.    

Because of that, it makes sense that as an employer you consider what drives this group of younger job seekers when choosing how you hire and run your workplace.
How to Change Your Hiring Practices to Land Your Top New Hires! “Tweet This”
What does this mean to employers? 
For many, it means it is time for a Change!

Companies will have to focus on how their workplace and hiring practices appear to the current pool of job seekers. This means taking a hard look at your “applicant experience”, including your employment background checks. 

Addressing this generation’s love of technology and social media is a good start. 

You will need to advertise your open positions using a wide variety of job sites and social media platforms. In addition, your application processes need to be both highly reactive and easy to use. This will show your recognition of where your future applicants live.

But, if you really want to 
set your company apart, 
make certain that your quest to be “social” 
goes both ways.

Be sure to acknowledge when you receive an application. Keep your job posting up to date, even going as far as sharing when a position no longer becomes available.

This personal touch will help establish your company as someone who cares about their applicants and goes a long way towards projecting a positive company brand!

You must next address your employment screening

When it comes time for the background check, many applicants are understandably wary. This is especially true of younger job seekers. If you want to truly attract new hires, then you need to put them at ease. This means making the entire process as completely transparent and accurate as possible.

Open communication between you and your potential new hire should be your focus. You must be upfront and truthful about all stages of the background check. You should share:
  1. What You Will Check 
  2. What You are Looking For 
  3. What Factors can cause Delays 
  4. What You will do to Lessen the Possibility of Errors 
  5. What Your Applicant’s Rights Are    
Discover more about the steps you can take to prepare your applicants in “Ready to Hire? What Your Applicant Needs to Know!”.

As the number of younger people entering the workforce grows, many employers are also adding Social Media checks to their hiring process. This can make potential new hires even more uncomfortable.

Some applicants may consider this type of check an invasion of their privacy and not relevant to their job search. Others may question what you will find.   

Once again, being as transparent as possible about what will be checked, and why, will go a long way in alleviating those fears. It is also important to emphasize that, as an employer, you will never ask your applicant for their social media passwords or request that they “friend” you or another employee so that you have more access to their profiles.

Find out more about what your applicants need to know about how social media is used in the hiring process here!

While improving your applicant experience 
is a great way to attract new employees, 
it can’t stop there.
You also need to be ready to "sell" you and your business. This is especially true if you run a Small Business!

Be clear about what you have to offer. Share concrete examples of the advantages enjoyed by your employees ~ everything from chances to take on growing responsibilities to workplace flexibility.

Read “4 Reasons Why Job Seekers will Want to Work for Your Small Business” to find out more! 

It is important to understand that this new workforce approaches employment differently, and your company would do well to recognize and respond to this.

While certainly valuing their professional lives, younger employees expect to have a personal life too ~ and they want to work for a company that supports this. Benefits such as flexible work schedules and ability to telework are key to the attractiveness of any job. 

I don’t see this as unreasonable, but a move in the right direction!

Creating an environment that helps your employees reach their goals, encourages their own ideas of success, helps them develop marketable skills and set their own goals, and gives them the opportunity to advance is key to retaining your top talent.

Find out more in “Why I have Faith in the Millennial Generation”! 

A company that not only understands but embraces this different approach to their employees’ professional and personal lives will also attract, and keep, the best new hires.

While appealing to this generation of job seekers is certainly important, 
that does not mean it is 
out with the old and in with the new!

In order to really succeed 
in creating an 
innovative and welcoming environment, 
you need a mixed workforce. 
Having both experienced and skilled employees at all levels is key.

Creating an atmosphere where each generation of employees can learn from the other is one that will thrive and prosper. This results in the best of both worlds ~ a marriage between the tried and true and the up and coming.
This type of culture embraces experience while recognizing the benefits of introducing new talent and ideas. It is also the perfect way of establishing a strong company succession plan ~ something that every successful company needs.

The time is Now 
to really look at Your Hiring Practices 
and Your Workplace Environment
Updating them to reflect the 
interests and goals of your potential new hires will not only ensure you get 
quality applicants, 
it will create a better environment 
for all your employees ~ old and new
And nothing could be better for You 
and Your Company than that!

Authored by   

We can Help You create a Successful 
Hiring and Employment Screening Process!

Find out more About Us and our Hiring, Business Mentoring, and Security Consulting Services too! 

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, January 9, 2017

My Top Read Small Business Blog Articles of 2016

Created by Kim Kline, API

Another blogging year has gone by 
and it is now time to take a look back at 
what blog articles resonated the most with you, my readers!

Last year I wrote about a wide range of subjects, but all were focused on you and your small business.

Reader’s Choice ~ 2016’s Top Read Small Biz Articles!  “Tweet This” 

There is no wonder then that most of my top articles center around hiring and background checks.  Those two topics effect anyone who owns a small business and is thinking about taking on even one employee.

Of those articles, “Your 2016 Small Business Hiring Checklist ~ What You Need to Do Now” got the most traction.

Here I shared 8 tips that covered everything from developing a hiring strategy and attracting top talent, to how to hire a good screening company.  And these tips are just as relevant in 2017!   

My next top article looked a little more at employment background checks.

When it comes to these checks, employers can realize their value but still be making some costly mistakes.  Not following legal guidelines or not using employment screenings to their full potential top the list.   

To help, I shared the Top 5 Background Check mistakes you may be making, and what you can do to get on the right track.  Find them in “5 Background Check Mistakes You Need to Stop Making Now”!

Another top hiring article was “Why You Should Check Employments on all Your New Hires”.

When people hear the phrase “background check”,  they most often think of the criminal check first.  However, there are other parts of a good screening that are just as important!

In this article, I shared the valuable information that can be gained from checking with the companies where your applicant has already worked.

The key is to know HOW to Ask the Right Questions!  Find out more here!

My last three popular hiring articles 
centered on your applicants.  

In the first, I shared what information you, as an employer, should make sure your applicants know.

Being open and up front about the entire hiring and background check process helps relieve your applicant’s stress and start off your employer / employee relationship on the right foot!

Find out more in “Ready to Hire?  What Your Applicant Needs to Know!”.

The second concerns resume lies ~ one of the top reasons employers use background checks during the hiring process in the first place.  It is also a reason for not hiring an applicant if one is found!

In “Employers Share ~ Lie on Your Resume and You Lose”, I list the top 5 resume lies that will keep someone from getting hired and what a smart job seeker will do instead!

In the last of these 3 articles, “How Companies are Really Using Social Media to Hire”, I focused on what employers are looking for and why when they check out their applicants online!

What surprised many was that employers are really checking online to confirm that their top pick is really the right person for the job!  That includes verifying job qualifications and whether their applicant is projecting a professional online image.

Created by Kim Kline, API

In another of my most read articles, “What Storm Jonas can Teach You about Cooperation, Good People, and Small Business!”, I discussed why it is important for small business owners to act as a “community” to help each other succeed. 

By joining with other small businesses, we can pool our resources, our knowledge, and our experiences to create a powerful community.  We need to see ourselves as partners working toward a common goal.”

And keeping our sense of humor along the way doesn’t hurt either!

Despite the importance of helping others, there are times when it becomes “more than just lending a helping hand”.  This is when we need to remember to take care of ourselves and recognize the value of our time and knowledge.

That is why I believe that “Are You Paying it Forward or Just not Getting Paid?” resonated with so many.  In this article I shared 3 steps to help you “Pay it Forward” without being made to feel that you are being taken advantage of. 

My top most popular article was all about blogging for your small business!  In “Do You Want to Know the Best Blogging advice I Ever Got?” I shared the tips that have truly spoken to me and helped me to transform my own blog.

The key has been to really find my “voice” and make sure my blog is a good reflection of my brand!

My final Top Read Article of 2016 also dealt with blogging.  In “Are You Afraid of Starting Your Small Business Blog?”, I took a look at the fears that keep so many of you from starting a blog about your own small business.  I also share why blogging has been so great for my company and some easy steps so you can get started too!

if you have questions or need a blogging plan!  
I can help!

This rounds out my 
Top Read Blog Articles of 2016!

I hope to continue sharing topics and insights that will help you with your Small Business.  If you have anything you would like me to cover in the coming year, let me know!  I want 2017 to be great for Small Business. 

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