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.

46 percent of resumes contain at least some false information. Even more unsettling, 70 percent of college students were willing to lie on a resume to get a job they wanted. These “untruths” may not be out-and-out lies, but they can be damaging nonetheless. When you’re looking through resumes, you’ll want to keep a sharp eye out for these signs a job candidate could be attempting to pull the wool over your eyes:

• Avoiding specifics when it comes to previous jobs they’ve held
• Using overly-general wording about past positions
• Leaving gaps in their resume (though there can be legitimate reasons for this as well)
• Labeling positions in years, rather than including the specific month

Fortunately, you can try out a few strategies for seeing through these problematic resume issues, such as:

Using their references wisely

Getting references from your job candidates isn’t just a way to ensure that they’re good at what they do. It can also help you uncover the truth behind a misleading resume. Use reference to verify anything on the resume that you’re unsure of, or that sounds too good to be true. If they really were that good at their previous job, their references will likely want to talk about it.

Learning the most common falsehoods

One of the best ways to ensure you can spot a resume embellishment is to be familiar with the most common falsehoods people use. Keep in mind, many people don’t outright lie on their resume, but they may stretch the truth just a little too far. In the name of “salesmanship” when finding a job, many people will “enhance” their skills, past job titles, and degrees.

Getting professional background screening checks

One of the simplest ways to catch people who might be pushing the truth a little further than you’d like is to get background screening checks on any candidates you’re interested in. That way, you’ll be able to tell for sure whether they actually graduated from Harvard, or just dropped out three credits shy of a diploma.

Learning how to screen potential employees is a challenge for anybody. If you’re not sure whether or not your latest batch of job candidates is legitimate, try these tactics for ensuring that you get honest, dependable employees.

The post Spot the Lie: How to Screen Potential Employees appeared first on JDP.

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!

The post Capture the (Red) Flag During the Hiring Process appeared first on JDP.

Focus on the candidate experience during the hiring process.

If you want to attract top talent, you’ll have to walk the walk, not just talk the talk. Let your actions speak for you and put time and energy into things like responding to candidates (even if you weren’t able to hire them). Remember – just because somebody isn’t right for you right now doesn’t mean they won’t work for you in the future. As Jon Chadiha, Senior Recruiter at Gild, explains, “Following up with a candidate — even if it is a rejection — is extremely important. It sends the message that you appreciated their time even though they were not a fit. Also, you don’t want candidates to spread a negative perception of your company in the marketplace. Following up is a simple action that pays intangible dividends.”

Could your customers be your best employees?

When you want to rebuild your brand during the hiring process, it can be helpful to start from within. Not your employees – your customers! The people who already love your product could make some of your best employees. When you build your talent pool from current customers, remember that following up becomes especially critical. Because they’re already your fans, you’ll want to make sure you keep ‘em. Just make sure you’re verifying anybody and everybody through a verified screening service, no matter where you recruit them from. Once you find job candidates, they should be treated the same.

Consider going social to find great employees.

You’ve probably already considered LinkedIn for finding new employee options. But what about using your company’s Facebook or Twitter profiles to find your next employee? Extending beyond “traditional” job posting places can help you broaden your pool of potential job candidates. Plus, you can easily brand your social hiring process using creative graphics and text – just think like the marketing staff for a day (or enlist their help). Just keep these stats in mind: 42% of companies find that candidate quality has improved when they used social media to hire, and 20% say it takes less time.

Just like an employee has a “personal brand,” you should consider branding your hiring process. Getting talented people in the door takes some time, as does keeping them, but it all starts with how your hiring process is managed. Whether you decide to be super-social or incredibly quick to follow up, consider implementing one or more of these hiring branding strategies into your processes.

The post Branding Your Hiring Process to Attract and Retain Talent appeared first on JDP.

Social media sites

If your company has a social media site or two, why not send out the job description? After all, your fans may have skills and talents, and best of all, they’re already into you and your brand! Advertising a position on social media could potentially open up the floodgates, but as long as you’re willing to take a look at all the applications, you could find the person you were looking for.

Industry websites or mailing lists

Many industries have their own websites or mailing lists. Sometimes, there are even professional societies. They may be more than willing to advertise your open position to their members. If you haven’t yet explored this option, give it a try. You could find very talented folks just waiting for the right opportunity to come along. Don’t forget to try local, national and regional organizations – and even those in nearby states or areas, in case somebody is willing to relocate.

Befriend a blogger

Just like industry organizations have websites, influential people in the industry may be running their own blog. If applicable, look for a blog or two in your niche and either pay for advertisements or see if the blogger will simply ask their network. You may be able to find more relevant, talents candidates by getting specific with which bloggers you ask.

Look for impressive people everywhere

Depending on the position you’re trying to fill, you may  be able to find job candidates just about everywhere. Are you looking for somebody with a great customer service-oriented attitude? What about that waitress who went out of her way to accommodate your kid’s food allergy? If you always have a sharp eye looking out for good talent, you may be surprised at what you find.

Ask your network

The old adage that there are only six degrees between you and anybody else in the world may not exactly be true, but it sometimes feels that way. You likely know somebody who has a friend or former colleague who’s looking for a job. Consider reaching out to folks in your network – not just those who are currently working for you – to see who they might know.

Trying something new can help you uncover a potential diamond in the rough. No matter how you decide to find the candidate of your dreams, you should of course verify that they’re legitimate through background screening checks. With a few simple clicks, you can be sure that the candidates you’re finding will be suitable for your company.

The post 5 Unusual Ways to Find Great Job Candidates During the Hiring Process appeared first on JDP.

In today’s world, “screening” employees often boils down to searching for them on social media, although some companies have resorted to actual spying. If you want to avoid a social media scandal (or its big brother, the lawsuit), you should follow a few rules when it comes to screening employees on social media. Whether you suspect an employee is faking sick and you want to see if they’re actually at home with the flu or you just want to check in, here are a few guidelines for employers when it comes to social media screening:

Come up with a policy

While many companies already have a policy in place for social media screening, lots of small or medium sized companies don’t. If you don’t have one, it’s worth putting a policy into place before you need it. Then, stick to it! For example, you might create a policy where you routinely screen social media on a regular basis – say, every 6 months. You might even wish to put into words what you’d be looking for. For example, if you want to ensure that employees aren’t “badmouthing” the company, this would be a good place to put that information.

Of course, while you’re at it, coming up with a policy for your employees’ social media use isn’t a bad idea either. That way, they’ll know for sure that they’re not supposed to write about the company, its customers or business practices, for example.

Use a social media screening company

One of the biggest challenges employers can run into when conducting background checks is biases. While it’s a problem in the hiring process, it can be an even bigger one once you actually have people working for you. As a manager, it can be challenging to take an objective look. Working with an accredited background screening service can help you get social media background screening checks without worrying that you’re being biased in the process.

Have a cause to follow up on

Your own suspicions may not be good enough to keep you out of court. One way to ensure that you’re using social media screening appropriately (beyond using a screening service) is to use social media to screen only when you have proof that something is happening there. For example, if an employee brings a social media concern to you about another employee, then you’d likely have a reason to check out their profiles.

Remember – screening employees doesn’t end when the hiring process does. To ensure a safe and productive workplace, consider regular employee screenings. Just make sure you stay on the right side of the law and conduct your screenings ethically. Follow these tips if you do decide to broach the world of social media screenings.

The post Social Media Secrets and Spying: Why You Should Use a Screening Service appeared first on JDP.

1. Create a checklist and follow it for every employee.

One thing that many small businesses don’t have is an employment plan. They may have a few pieces of the puzzle in place, like making sure all the legal forms get signed. But developing a checklist for the hiring process and putting that plan into action is a fantastic way to ensure that you remain equitable for each job candidate that comes through your door. If you don’t yet have a plan in place, consider creating one this year.

2. Stay FCRA compliant.

You might think you’re compliant with the Fair Credit Reporting Act, but are you really? High-profile cases, like the one against Disney, have brought discrepancies into the limelight. It’s not worth risking your company’s good name to skirt the law. Using a reputable background screening service can help you avoid some of the pitfalls in the hiring process, as can revising your hiring process. Make 2014 the year you really make an effort to stay compliant with FCRA and other employment laws.

3. Check your internship program.

Another hot button issue in 2013 was internship programs, both unpaid and low-paid. Major lawsuits against Fox Searchlight Pictures and Conde-Nast resulted in backpay for interns, yes – but also in a spotlight on any internship program. Although non-profits don’t always need to pay their interns, other organizations typically do. There are a few legitimate reasons for not paying interns, but in general, you should review your internship program to make sure it’s legal in 2014.

4. Revamp your background check program.

Make 2014 the year you really focus on background checks and how you perform them. If you’ve been screening candidates by hand, or just using a couple of self-check databases, you could be missing all kinds of information. A professional screening service can help find more information, more quickly. Plus, you won’t run into the challenges of using social media to screen a candidate.

5. Add post-employment checks.

Just because an employee of yours has been working for you for ten years doesn’t mean they haven’t been up to anything in the meantime. Conducting periodic post-employment background checks (or even drug tests, provided they’re done legally) could help you maintain a safe and secure workplace. Consider adding post-employment background checks in 2014.

What are your business resolutions for 2014? Want to share what you’re planning to do next year? Let us know in the comments!

The post 5 Business Resolutions You Should Make This Year appeared first on JDP.

What happens if you find somebody else with the same name as me when researching for a background check?

Many job seekers often get nervous during a background check even if they have nothing to hide.  Many think that background screenings might turn up the misdeeds of others despite their own personally spotless records.

Don’t worry: most reputable employment screening companies will take into account that many persons can share the same name.

Your name is only the first piece of information used when conducting a background check.  Background reports are matched against other identifying information such as your current and previous addresses, as well as your Social Security number. A reputable employment screening firm will not present a report to your employer unless they are relatively certain that the information they are providing pertains to you and you alone.

If you are the victim of identity theft, this may cause some issues during the screening process.  Because identity thieves can be insidious and link their frauds with your social security number, credit report, and other biographical information, these issues may turn up in your background screening. That is why if you know that your identity had been stolen, let your potential employer know this as soon as possible so that their screening company can be on the lookout for misinformation.  And if you did not previously know your identity has been stolen, a background screening company might be able to point out this danger and may even begin to help you clear it up!

However, if you are using someone else’s identity to pass a background screening, know that a thorough background check may expose this fraud.  A background check can highlight discrepancies in residences, uncover suspicious work histories, and more!

Have you ever been a victim of mistaken identity during the hiring process? Contact us!

The post FAQ: Employment Screening, Background Checks & Mistaken Identity appeared first on JDP.

What types of offenses show up on background screening checks for employment?

As we mentioned, it’s not just criminal offenses that show up on most background checks. A thorough background check done as part of the hiring process turns up a variety of different information.

Education History

Lots of people feel like they need to stretch the truth when it comes to their education background. For example, a job candidate may feel like taking a class or two in sustainable business practices is the same as having a “certification” in the subject. Or another candidate might bump their GPA by half a point to make it look like they were more academically inclined. This type of padding is so common that you can even find guides to how to get away with it on the Internet. A background screening check turns up accurate education background information, revealing whether or not a person’s resume is accurate.

Patterns of Crime

While yes, sometimes committing even a single crime can keep you from getting a job, many employers are looking for two things that show up on background checks. First, they’ll look for crimes related to the job (for example, if a potential accountant has committed fraud). Then, they’ll look for patterns of bad behavior. Most background checks do provide a history of crimes, including things like unpaid parking tickets, but many employers take this information with a grain of salt.

False Job History Information

So you bumped yourself up a pay grade or two to a “manager” position when you were really just stocking shelves? This type of lie could be revealed on a background check, which may include information about your past job history.

Of course, there are many more things that may show up on a background check, including court records, property ownership and even past drug test results. Keep in mind that every background check company is different (they’re not all as thorough as we are!) and may provide different types of information. Your best bet to getting a comprehensive background check is to hire a thorough background screening company.

The post What Types Of Offenses Show Up On Background Screening Checks for Employment? appeared first on JDP.

You ask for work references in the hiring process for a reason: to gain insight into your job candidate as an employee.  To overlook these, or to treat references as a mere formality, may result in a bad hire as reseach done by CareerBuilder.com has demonstrated.  A study of 2,500 human resource professionals revealed that references were only contacted roughly 80% of the time.  One third of these hiring managers had found fake references listed on resumes.  Furthermore ⅔ of references contacted did not review the candidate positively.  It was also discovered that many references did not know they were being listed at all.

If you are not checking references, you are missing out on a wealth of revealing information.  Make sure that you not only contacting references, but making the most of the information references may be able to provide to you.  Beyond verifying employment, here are some questions that you may want to ask:

1. Did the employee get along well with peers and managers?

2.  Did the employee go above and beyond what was being asked?

3.  Were there any issues regarding attendance or tardiness?

4. Why did the employee leave this position and did he or she leave on good terms?

5.  Would you hire this employee again?

A quick, brief call can save you a lot of grief down the line.  It may also reveal that an employee that looks mediocre on paper may actually be a jewel of your workforce.  References may be able to tout the best qualities of an employee better than the job candidate himself or herself.  In either case, the only way to find out how your candidate works in real life conditions is to investigate or allow a qualified employment screening service to do the heavy lifting for you.  You will be glad you made the investment.

The post 5 Questions To Ask Employment References During the Hiring Process appeared first on JDP.