The majority of respondents (88 percent) believe that appearance has the ability to influence others’ perceptions of their competence, so it should come as no surprise that 86 percent feel it’s important to look physically attractive in an interview setting. On average, respondents said they spend over an hour thinking about, shopping for, or picking out an interview outfit to do so. Despite the effort and thought put into their appearance, over half (54 percent) say they still worry that some aspect of their appearance could cost them a job. 

While making a candidate feel comfortable is not an interviewer’s primary responsibility, keeping the conversation and questions appropriate is. According to respondents, that’s not happening as often as it should – 59 percent have been asked about their personal life and one in three have been asked about their relationship status. 

More shocking, we found that many interviewers bring up topics deemed illegal: 37 percent of women say they’ve been asked about their plans for children, compared to 27 percent of men. Children are a sensitive topic, especially for women, half of whom fear such a life event would impact others’ views on their productivity.

While money is a sensitive subject for anyone, our research shows that men and women are equally comfortable negotiating offers, though only two in five candidates negotiate every offer they receive.

Methodology

From November 15 to November 18, 2019, we surveyed 1,997 people to learn about their experience in job interviews. Ages ranged from 18-70 and there was an even split of men and women. For media inquiries, contact media@digitalthirdcoast.net. 

Fair Use 

Feel free to use this data and research with proper attribution linking to this study. When you do, please give credit and link to https://www.jdp.com/.

The post The Experience of Interviewing in 2020 appeared first on JDP.

As our economy picks up, it is important to remember that employment gaps may not be the red flag they once were. It is now more important than ever to use background checks via a reputable employment screening organization to separate those who were unemployed from the unemployable. Here are a few myths concerning long-term unemployment:

If this candidate was a good employee, someone would have hired him/her.

Many job candidates get caught in a dangerous cycle. As their unemployment stretches on, the stigma of being unemployed or underemployed makes them all the more unemployable. Keep in mind that if you are passing over a candidate because of an employment gap, it is likely the last Human Resources manager might have had the same thought. You may be passing over a stellar candidate just because of a Catch-22.

Their skills must be rusty.

A good job candidate will not have been stagnant during their unemployment. Many use their time off to improve their skills and keep abreast of changing technology. Intelligence and enthusiasm doesn’t disappear just because the job market has.

They must not want to work.

An employee that has not worked in a while may be hungry to prove themselves. You may find that such an employee, rather than being lazy, is eager to quickly learn new skills and throw themselves into a position. Someone who has been unemployed knows the value of the opportunity you can give them and would be overjoyed to seize the day.

Something must be wrong.

Aside from a volatile economy there are a host of other reputable reasons why a person may have holes in their employment record. Some candidates may take time off because a health or family emergency. Schooling or maternity/paternity leave may also interfere with a consistent work history. Still other candidates may have attempted to start a business of their own or invested their time researching a project.

And yes, there can be troubling reasons why a candidate has prolonged unemployment. Incarceration, personality issues, or disreputable performance on the job can also lead to an enforced employment hiatus.

Only through a thorough employment screening can you tell if an employment gap was caused by an infraction or poor performance record, or if it instead is just a sign of the times. Contact us!

The post The Truth About Employment Gaps appeared first on JDP.

1. Don’t forget to check aliases.

Many companies will check out their job candidates by name, but many forget that some people have aliases. These are often simply variations on a single name, but they can make a huge difference. For example, the growth in hyphenated names may cause a mistake. If you only check the name the person uses in day-to-day life, you may miss out on any information that uses their full last name. The same applies to nicknames and full names. Make sure you cover your bases by screening for any names the candidate might use.

2. Are you FCRA compliant?

It can be incredibly easy to fall on the wrong side of the Fair Credit Reporting Act. This could be as simple as including a release of liability in your consent form – which isn’t allowed under FCRA. Make sure you’ve read it (and understand the implications) during your screening process. Here’s a PDF version of the full text of the Fair Credit Reporting Act.

3. Use a qualified screening service.

A Google search will only get you so far. If you’re relying on your own investigational skills to uncover information about job applicants, you may miss critical pieces of information. A background screening service has access to databases with more information than you’ll be able to find online. Plus, when you use a professional service, you can rest assured that the information will be accurate.

4. Don’t include blanket statements.

A blanket statement, like the ones that exclude felons and convicts from your hiring process, may seem like a good idea, but it’s risky. Blanket statements may adversely affect minority groups, and many companies have come under fire for policies like these recently. Make sure you avoid blanket statements and look at the situation from many angles during your hiring process.

5. Remember to check contractors.

Contractors, vendors and others that you work with on a regular basis should also be subject to background checks. Even though they’re not full-time employees, you may find that your association with them could tarnish your good reputation. Make sure you’re aware of who you’re dealing with by using a screening service to have background checks done on non-employees that you work with regularly.

6. Establish a procedure.

Do you have a procedure in place for hiring, and more specifically, background checks? You should. By ensuring that everybody goes through the same process, you may limit your liability in lawsuits. This can help keep you from making premature judgments or from eliminating candidates unfairly. Make sure you’ve got a hiring procedure and more importantly, that you have it written down. All hiring personnel should be familiar with your policies.

7. Make sure you’re up to date.

Did you know that there was an update to the FCRA on January 1st, 2013? As the bloggers at law firm DeWitt, Ross & Stevens point out,

“[M]any employers inadvertently continue to use the old format. Here’s how you can tell the difference. The new version references the Consumer Financial Protection Bureau throughout the notice. The old version references the Federal Trade Commission. Using an outdated federal summary of rights can carry big consequences. One retail employer just agreed to a $3 million settlement in part based upon allegations that it was supplying candidates with an outdated version of this federal notice.”

8. Rescreen and repeat.

Just because you’ve finished the hiring process doesn’t mean you’re done screening employees. Regular background checks can be a smart part of continued employee evaluation. After all, many employees work for companies for years, and regular background checks can help uncover anything that may have happened in the interim.

While many companies perform proper, entirely legal background checks every day, some companies may make costly mistakes. If you perform background checks at your company, make sure you avoid making these 8 mistakes. Contact us to discuss employment background screening!

The post 8 Mistakes You Can’t Afford To Make With Pre-Employment Screening appeared first on JDP.

Do Your Homework

Before the interview, you should already be vetting your potential hire. By doing your homework and investigating a candidate you not only make sure that you will get the most out of an upcoming interview but also save yourself time and problems in the long run.
As soon as you receive your applicant’s resume, be sure to note any red flags that might appear. These include:

• frequent job changes
• irregular salary history
• gaps in employment
• questionable or non-existent references
• vague qualifications or jargon

Hire a reputable pre-employment screening company to do some of the heavy lifting for you. A professional company specializing in background checks can shed light on some of these red flags or find discrepancies in what may look like a solid resume.

Ask Strong Questions

If you find a discrepancy or unexplained gap in a candidate’s resume, the interview is the time to ask about it. You shouldn’t be accusatory (as this might turn off a potentially excellent employee), but be direct. You may discover there is a perfectly reasonable explanation for what at first seemed like a red flag.

But pay attention also for behavioral tells. If the interviewee obfuscates or redirects the conversation, this might be a sign that the candidate is being dishonest. Don’t be afraid to ask follow-up questions or press for more detail. Good questions will force your candidate to disclose information not only about his or her qualifications, but how he or she would handle themselves in a work situation. How open and honest a candidate is in an interview can predict how forthcoming and honest they will be in the workplace.

Check Your Work

Even if you have already screened for discrepancies in a resume, new information may come up in an interview. If a potential hire discusses previous employment experiences or credentials not listed on his or her resume, it may behoove you to verify these new facts. A reputable pre-employment screening company will help you with this service as well so that you can feel completely comfortable and confident in the person you are hiring.
Contact us to discuss employment background screening!

The post Interview Preparation for Smart Employers appeared first on JDP.