Red Flags On Social Media

If there’s a photo of you sipping a glass of wine, you probably don’t have to worry about it affecting your job prospects. Social media background checks don’t usually consider consuming alcohol relevant to your potential employer whether you’re sipping a glass of wine or chugging a beer.

While you don’t have to worry about telling the world you drink alcohol, these are the most common red flags companies search for:

• Unlawful activity such as using illegal drugs or drinking underage
• Discriminatory behavior such as racist or sexist comments
• Acts of violence or aggression
• Sexually explicit activity (this includes nudity)
• Negative comments about co-workers and employers

Job seekers should also remember that consumer reporting agencies can uncover damaging content from profiles even if the content was deleted. So even if swearing, bad grammar, and alcohol consumption won’t show up on a report, job seekers would do well to follow these tips and keep damaging content out of their profiles.

Why Don’t Employers Conduct Their Own Social Media Searches?

Social media screening checks don’t just go through all of the information on your Twitter and Facebook accounts. Risk mitigation companies are able to go beyond a Google search to find background information from the deep web such as school databases, archives, blogs, and unlinked content.

Before searching for candidates on social media or conducting a Google Search, employers should understand all of the legislation surrounding background screening checks and social media screening. This is a ton of information because it differs from state to state. Maine, for example, prohibits employers from requesting usernames and passwords to access personal accounts. This is why it’s better to rely on a risk mitigation company such as JDP who guarantees compliance and will help employers avoid lawsuits.

JDP ensures compliance with local, state and federal laws. We also hand check all red flags that arise during a candidate’s background check. If you have any questions about our social media screening services, feel free to contact us!

The post What Shows Up on a Social Media Background Check? appeared first on JDP.

Problem: The CRA spends a great deal of time verifying the identity of your job candidate because her name is Sarah Brown. With all of the Sarah Browns in the world, it could take awhile to make sure they’re verifying information for the right one. Depending on the verifications you requested, the CRA will also spend time researching contact information for past employers and institutions.

Solution: Provide the CRA with as much identifying information as possible for your job candidate and their past employment. Usually, providing the full employer or school name you need verified with city and state information, candidate name used at the institution and full contact information for a reference call is sufficient.

Problem: The employer requires a signed consent form from the candidate before sharing the information requested. Some employers require different levels of security when it comes to consent forms such as a wet signature over an electronic signature. If the CRA doesn’t have the proper forms on hand, this could also cause delays.

Solution: Make sure to provide the CRA with a signed consent form from the applicant. A hard copy with a wet signature will help speed up the process if the CRA has it available on file.

Problem: There are several types of verification for employment screening. If the CRA verifies all of the background information on a candidate from past salaries to drug tests and criminal records, it will take longer and cost more than a simple employment history verification.

Solution: Only request that relevant information is verified. If you need to verify where the applicant worked for a specified amount of time but not their salary, make sure the CRA understands this. It takes more time to request private information such as salary than it does to check dates and job titles.

Other causes for delays are beyond your control and the control of the CRA. Because your candidate’s past employers are probably just as busy as you are, they may not respond to the CRA’s questions in a timely manner. CRAs usually plan for this by establishing a maximum number of times for calling the employer so you don’t have to pay for endless attempts at contacting them. Delays such as waiting for responses from schools, certifying agencies, the National Personnel Records Center (NPRC), and forms mailed through the U.S. Postal Mail arise frequently and all you can do is exercise patience.

If you have more questions about the background check process, please contact us. As a CRA, JD Palatine is here to help you with risk management!

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Background checks involve numerous steps in order to verify an applicant’s qualifications and identity. Anyone conducting a background check must also know all of the guidelines and policies involved so as to not discriminate or violate an individual’s privacy. And CRAs like JD Palatine know the background check policies best. Here are a few things you can do to get the best results from a background check:

1. Don’t Just Do A Google Search: Simply searching for an applicant is not an adequate form of verification. You won’t be able to find a candidate’s driving records online and you may make an even more expensive mistake by finding too much information. In some cases, the information available online is outdated and you’re not allowed to take it into consideration when making employment decisions.

2. Know The Rules: Companies are often unaware or forget to get permission from an applicant before using a screening service. You should also be aware of the policies regarding adverse action in case you decide not to hire someone based on the results of their background check.

3. Get The Timing Right: Timing is essential if you want to get the best results. To avoid jumping to conclusions about a candidate, do the background check as the last step after completing the interview. If something unsavory turns up on the report, you can allow the candidate to explain, which makes you seem like a fair, unbiased business and a great place to work. But you shouldn’t wait until after hiring someone to conduct the screening check. At this point, it may be too late to remedy a mistake.

4. Know What To Look For: There are several different types of background checks. You should only screen for information for the ones related to the position and the industry. While some industries such as child care require almost all the types, others only require a few.

• Criminal Records Checks
• Employment History Verification
• Education Verification
• Credit Reports
• Driving Records
• Military Service
• Earned Credentials and Licenses
• Sex Offender Lists
• Drug Test Records

5. Criminal Record Checks: Criminal records exist beyond the national level. Depending on the job, you should also consider searching local and state records as well as the national database.

The EEOC is always changing background check policies to meet the needs of an unpredictable job market. This makes it difficult for employers to keep up with the new requirements such as the ‘Ban-the-Box’ legislation. Background screening checks shouldn’t be the only consideration for hiring decisions but they should definitely play a part in the process. Working with a CRA can help you ensure your company is meeting the legal requirements during the background check process – and can also be a simple, efficient way to learn more about your potential new hires.

The post How To Get The Best Results From A Background Screening Check appeared first on JDP.

As these expenses start to pile up, you might be tempted to cut corners. However, a background check is one thing you should absolutely keep on your checklist. Hiring the wrong person can cost significantly more than taking the time to hire the right person.

Why You Should Use Employment Screening Resources

The risk isn’t worth the faster turnover when it comes to hiring new employees. With 40% of candidates misrepresenting information on their resumes, verifying background and employment information will help you weed out the frauds. Part of the monetary cost of a bad hire includes productivity and time wasted on picking up the slack from an unqualified employee.

A new hire with an improper background history and misleading references can slow down productivity. It’s estimated that after training, new hires operate at only 25% productivity and don’t reach 50% until after they’ve been working for over a month. If that’s how long it takes a good candidate to fit in and get situated at their new job, imagine how unproductive a bad hire will be after a month – and how much longer it will take to hire and train a replacement. Here are some statistics to help you understand the real cost of a bad hire:

• According to CareerBuilder.com, 27% of U.S. employers claim a single bad hire can cost around $50,000.

• 11% of companies didn’t perform thorough reference checks, which resulted in a bad hire according to Mindflash.

• 38% of companies hired the wrong candidate because they needed to fill a position quickly according to Mindflash.

• Poor hiring decisions result in about 80% of employee turnover according to Harvard Business Review.

• 37% of employers in a study conducted by the National Business Research Institute said that a bad hire had a negative impact on employee morale.

When you hire in a hurry or skip steps in the hiring process, you risk losing significant amounts of money. And you definitely don’t want to end up like the taxi company Uber, where a driver accused of sexual assault didn’t even undergo background screening. Not only is the situation costing Uber money, but it’s also affecting their brand negatively. Doing your due diligence is a critical part of the hiring process no matter how big or small your company is.

A new employee is an investment and you want to conduct thorough research before you invest your money. It takes 5 or 6 months to reach the break-even point for hiring a new employee, so don’t waste time and resources on bad hires. You can avoid an expensive hiring mistake by using a screening service, such as JDP, where we have unmatched reliability and time-efficient services tailored to meet your needs. Feel free to contact us if you have any questions!

The post The Cost Of A Bad Hire appeared first on JDP.

Requiring volunteers from your school, church, or nonprofit organization to get background checks will not deter them from participating. Many people, especially parents, have busy lives but a background check will not take much time. For dedicated volunteers, conducting a background screening check is only a small step towards helping with the cause.

Background Screening at Nonprofits

Nonprofits usually don’t require volunteers to submit to background checks. This makes them an easy target for criminals. People can falsify their identity and lie about their past unless you take the steps necessary to check up on them. Background checks will discourage the people with a questionable past from volunteering but not the ones who are actually dedicated and trustworthy. You should take any steps necessary to eliminate the risk of allowing a dangerous person into your organization.

Background Screening Checks for Parents

Increasingly, schools require parent volunteers to get background checks. At one school in Chicago, some parents were reluctant to allow their lives under the microscope. But, after one parent acknowledged a sex-abuse conviction from his past would prevent him from passing the screening check, many parents changed their minds. And in the end, “of the 318 parents who filled out forms, only four refused to provide social security numbers.” Parent volunteers are essential to most school functions and the added security step won’t prevent them from participating.

You can easily protect your school and your children by screening volunteers. JDP makes safety fast and easy with the Safe and Sound Education background screening services we provide. There are several benefits to using our Safe and Sound Education program. We can provide accurate, timely, and inexpensive services. You can access our full list of services and program details on our website.

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Background screening companies have several go-to sources for finding information about you. If you’re worried about passing the background check, you can conduct a screening of yourself first to avoid any surprises later. Companies have access to public records, social media, and your education and employment history.

Public Records

Essentially, public records include anything maintained by the government and its agencies. So, anything from the Department of Motor Vehicles (DMV) to real estate records to birth, marriage, and divorce records. The public also has access to newspapers, telephone directories, and classified ads. Accessibility of public records varies by state.

Social Media

As you probably know by now, background screening companies can access anything you put on social media sites like Facebook, Twitter, and LinkedIn. You should prepare for a thorough study of your online presence. If you’re not sure what to look for on your social media accounts, it might be better to screen yourself before your employer does to avoid any surprises.

Education and Employment History

Most employers will want to verify you are telling the truth on your resume and during the interview. To accomplish this, a background check company would contact your school and your previous employers. Sometimes people believe they can lie about their previous salary, but many companies will verify this also. All they have to do is ask your past employer or request to see your W-2 forms.

There are many different places that background screeners will look when seeking out information during the background screening process. From publically-available records to criminal databases, we look at many different dimensions to complete our background checks.

The post Where Do Background Screening Companies Get Their Information? appeared first on JDP.

Understanding Background Checks

The most common type of records that most trucking companies look at are driving records, because it’s important for truck drivers to have a good record when it comes to motor vehicles. After all, a history of DUIs, traffic violations, or more serious offenses could indicate that a person is unsafe behind the wheel of a commercial vehicle.

Another screening check that many companies perform is a drug test. Drug users can be dangerous on the road, particularly in larger commercial vehicles. The Department of Transportation has rules that determine how often and when to screen for drugs and alcohol. Many companies choose to screen new hires to see if their drug screening results turn up traces of illicit drugs.

Find a Screening Service for the Trucking Industry

If you’re a motor carrier, it’s important that you find a company that can carry out your background screenings quickly and thoroughly. JD Palatine can help you hire qualified and compliant drivers to help you mitigate your company’s risks. We offer pre-employment drug testing, DOT compliant drug testing, and post-accident drug and alcohol testing. We also have a variety of background screening checks that includes employment verification, criminal records searches, and a wide variety of driver compliance checks.

We thoroughly investigate motor vehicle records, safety histories, and also review files for regulatory compliance and pending expirations.

Keep Your Company Safe With a Screening Service

We know the importance of background screenings in a number of industries – and especially in the trucking industry. Hiring non-compliant drivers, or those with an unsafe driving history, is a risk you just can’t afford to take. If you want to manage the risks to your company, learn more about what we can do for your trucking industry business or get in touch today!

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If you’re worried your resume looks exactly the same as everyone else’s, consider using one of these 5 tips to make your resume pop:

1. Use keywords.

The sad fact of life today is that if you don’t use the right words in your resume, you won’t be found. If you call yourself a “grammar checker extraordinaire” instead of a “proofreader,” your resume may never even get pulled when hiring managers check their automated applicant system for the latest editing job. While these systems have made it easier than even for hiring managers, it can be harder for applicants. Neglect to use the right keywords, and you could be toast.

The best way to ensure you’re using the right words for the job is to simply look at the job description, and borrow the company’s phrasing. Why? Because that’s likely what they’ll search for when sorting resumes.

2. Consider your formatting.

So you have to use specific words to get found in a job search. That doesn’t mean you can’t stand out from the pack. One of the best ways to make your resume look sharp is use great formatting. A stylish font choice or even selective use of color or design can make your resume look different from everyone else’s. These days, even Google is offering free resume designs, so don’t be afraid to show a little personality with formatting flair. After all, the average resume only gets 5 – 7 seconds of attention, so make ‘em count.

3. Include your credentials.

Sure, you went to college and got a degree – but so did everybody else applying for the job. Stand out by including your “extra” credentials. For example, a weekend workshop you took or conference you attended could help you stand out. These days, you can even add badges to your resume to verify background screening checks. It’s the little touches that matter, so to stand out, make sure you include them.

4. Get creative.

Some of today’s most high-profile jobseekers are turning away from resumes entirely and using videos, Twitter accounts and even Facebook advertising to get on the radar of their favorite companies. It’s a bold move to step away from a resume, but it’s definitely creative.

You can also get creative with resumes, including more “designed” options. Just make sure you’re aware that a resume like this may not always resonate, and should be tailored for each organization you’re applying to.

5. Give ‘em the numbers.

All HR managers have read the “played a critical role at XYZ Company” a million times. Don’t just use vague sentences and phrases to show off what you did in previous positions. Where possible, add in statistics and numbers. It makes your general statements about leadership more powerful when you say, “Increased productivity 75% through training seminars.”

Not sure where you can get numbers? Think about things like retention rate (client or employee), units sold, quarters with improved sales or even simply quantity of work produced. There are lots of different ways you can use numbers, so find some that work for you.

Your resume is often the first impression employers get of you, before they call you in for an interview or hire a screening service for a more thorough background check. Show them that you mean business with a fantastic, up-to-date resume.

The post 5 Tips to Make Your Resume Pop appeared first on JDP.

Contrary to popular belief, there is no single database which houses all of your background information. No one agency, be it the FBI or local law enforcement, keeps track of everything an employer might be interested in when running a background screening check.  Even different courts (criminal court, civil court, bankruptcy) may house their documents on separate databases, even if those entities exist in the same courthouse!

Employers may also be interested in more than just your criminal history.  Often they want a fuller picture of how you conduct your business affairs which means looking at how you appear in various aspects of your life.  There is no “one size fits all” approach to conducting a background check since every company and position’s needs are different.

Your background check report is compiled from a variety of different sources which may include:

• Criminal records
• Civil records
• Public registries
• DMV records
• Bankruptcy filings
• Social media
• Media mentions
• Watch lists

Don’t believe those crime shows on television: There is no one document that can be called a “permanent record.”  Given the time it takes to investigate these myriad sources, many employers will save time and man hours by hiring a reputable screening service that will be able to better navigate the complicated waters of a potential employee’s history.

A reputable background screening service knows that it may take a fair amount of digging to create a realistic picture of a potential employee.  They will also be sure to cross-check and verify each piece of information before including it in a final report to make sure a record truly belongs to you.  Not every record is organized in the same manner (by name, Social Security number, Driver’s License number, etc.).  It is therefore essential that a screening service takes special care to make sure you are you!

Do you have a question about background screenings or the hiring process?  Let us know by leaving your questions in to comments field below!

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Many HR specialists and recruiters sort through resumes by looking for “red flags” and using them as a way to eliminate certain candidates. However, as a recent article at Recruiter.com points out, you could be doing yourself (and these candidates) a disservice. In order to ensure you’re getting the best candidates for the position, it’s worth knowing which red flags need to be banned and which ones you should definitely use. Today, we’ll take a look at many common red flags and give you the scoop on how effective they are:

Job hopping

One of the first aspects of a resume that many HR folks look at is job tenure. Candidates who are seen as “job hoppers” might get sent to the bottom of the pile. But should job hopping be considered a red flag?

According to the Bureau of Labor Statistics, the average tenure for employees is 4.6 years – dropping down to just 3.2 years for the average 25 – 34 year old. Gone are the days of lifetime employment with the same company. Today’s employees, in fact, often consider the opposite side of the argument: How long is too long to stay at a job? For many job candidates, especially younger ones, evidence of job hopping on a resume may not be cause to eliminate them from the hiring process – hiring managers should use their discretion to decide how much is too much when it comes to job changes.

Overqualification

In the past, it was thought that people who are overqualified for their jobs may request too much money or might simply be unhappy in a position. But it turns out that this thinking may be outdated. Could it be time to retire this red flag?

The recession changed many of the traditional tenets of hiring, especially when it comes to overqualification. Many job seekers may have years of experience, but have been unemployed for prolonged periods due to the poor economy. Consider giving overqualified employees the benefit of the doubt, especially if they match what you’re looking for in an employee.

Large gaps between jobs

A big gap between jobs can raise some eyebrows (and red flags) in the hiring manager’s office. Questions about what the job candidate was doing during that time can come up. Should long periods of unemployment be an automatic red flag for employers?

There are many reasons for having a gap between jobs. Whether it’s economy-related unemployment or actively choosing to stay out of the workforce, a resume gap can often be legitimate. If the candidate otherwise has the skills you’re looking for, consider giving them an interview – you can use this time to discuss what skills they may have picked up during their period of unemployment. For example, traveling could lead to language skills, or a stay-at-home mom who’s reentering the workforce may be great at prioritizing. Give them a chance to explain before you write them off.

There are plenty of red flags that may come up during the hiring process. Some red flags, such as a history of criminal behavior uncovered by a screening service, may be cause for not offering a job. However, in many cases, red flags are merely yield signs. Before you eliminate somebody from the running for an open position, consider giving them a shot, especially if they’re otherwise a good candidate.

Want to discuss your “red flags”? Come find us on Facebook or Twitter – let’s chat!

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