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!

The post What Can Delay A Reference Check? appeared first on JDP.

Set Yourself Up for Success

When it comes to Baby Boomers (and indeed, nearly every generation today), full-time work may not be what they’re looking for. Many Baby Boomers are seeking part-time work that’s meaningful during retirement, or may want flexibility in their workplace. If you can incorporate this kind of flexibility into your work arrangements, you may find more success in recruiting talented and knowledgeable Baby Boomers.

Understand How to Screen Baby Boomer Employees

When you conduct background screening checks, you’ll want to follow common hiring protocol and screen all employees the same way. Don’t assume that just because a job candidate is older means you don’t have to conduct a background screening. Likewise, checking references and employment history remains a key component of background screening checks.

Think Social

Today’s Baby Boomers are more social than ever before. 70% of Baby Boomers are on Facebook, with large percentages on other networks like Twitter and YouTube. This is important for two reasons – first of all, it gives you a venue for reaching out and recruiting this age demographic. It also means you’ll need to conduct regular social media audits on all employees, not just younger ones. And when it comes to social media, you’ll need to make sure you’re monitoring it appropriately. That’s why we offer Social Media Screening to help you ensure compliance as you navigate today’s increasingly social world.

Baby Boomers Bring Perspective to Your Company

When it comes to hiring Baby Boomers, it’s much the same as hiring any other age demographic. However, you’ll also want to ensure that you take care to pay attention to trends within this age group, since this will give you the best chance of finding a talented, experienced Baby Boomer for your company.

The post Guide to Hiring Baby Boomers appeared first on JDP.

Social Media Screening

When hiring independent contractors, you should start by screening his or her online presence. Most freelance workers need to conduct serious social branding in order to get their names out there. Conduct a social media screening to see if your potential hires will fit well with your company and the job you have in mind.

Professional History

Part of the pre-hiring process for freelancers should include a careful check of their previous employment history. You want to make sure that they are telling the truth about work history and other freelance jobs they’ve taken. Freelancers can work for multiple companies at once, which means they should have plenty of references.

Can They Work In The U.S.?

Freelance workers usually work from home, wherever that may be. So, you should make sure they can legally work in the U.S. If you’re hiring someone abroad the rules may change a little. Depending on the country, make sure you know what the rules are and how to follow them. Other countries have various labor laws and unions that differ from the U.S.

Freelance workers are a great resource to use if you’re feeling shorthanded. Some of the top freelance industries include project development, research, and writing. So, if you never want to conduct research again, hire a freelance worker to do it for you. Just be sure to check their credentials. If you have any questions about the hiring protocol for freelance workers, please contact us.

The post How To Screen Freelance Employees appeared first on JDP.