- Pre Employment vs. Post Employment Investigations
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written on October 27, 2011
by Ted L Moss
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Recruitment and Safe Hiring Practices
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Most employers conduct some type of pre-employment screening, which is actually a form of investigation. The pre-employment background check investigates the facts that are presented in a potential employee’s resume or application.
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- How do I identify good people and get them OnBoard?
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written on October 13, 2011
by Steve Krisfalusy
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Recruitment and Safe Hiring Practices
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That seems to be a common question we are being asked today: How do I find identify good people and keep them happy?
Assuming we are referring to good as relating to work ethics, you are not alone especially when it comes to people we are willing to train. As a 20+ year headhunter veteran my job was to locate and recruit the top percentage of people for my clients. I had to weed through a lot of chaff to find the wheat. The actual methods to locate those individuals are too extensive to discuss at this time. What I can do is give you some tips in regards to qualifying people before you hire them and what you can do once you do.
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- Onboarding and a Whole Lot More
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written on September 20, 2011
by Steve Krisfalusy
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Recruitment and Safe Hiring Practices
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People! Helping them and your business succeed. When the economy gets tougher, more people issues tend to appear. Whether that is for existing staff or new hires. Most business owners are experts at what drives the business. Too often they are not experts at interviewing and coaching people. In these economic times hiring and keeping good people are critical. We will share some tips based on our 20+ years of interviewing, recruiting/staffing and coaching experience with thousands of people.
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- Avoid Hiring Mistakes. Hire Right. It’s as Easy as Riding a B.i.k.e
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written on June 23, 2011
by Shelley Solomon Cull
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Recruitment and Safe Hiring Practices
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If you want to avoid costly hiring mistakes, hire right. It’s as easy as riding a B.I.K.E. Follow these four steps to attract and retain a winning team.
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- Vetting your C-Level Management Part 2: Federal Criminal Records and Credit Reports
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written on April 15, 2011
by Ted L Moss
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Recruitment and Safe Hiring Practices
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Most companies do not order background checks that include searches at the federal level, or credit reports, as a standard practice. Federal records are held at federal district, appellate, and bankruptcy courts.
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- Designing Your Management Team - Vetting your C-Level Management Foundation
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written on January 21, 2011
by Ted L Moss
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Recruitment and Safe Hiring Practices
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Assessing executive talent is usually a long, exhausting process. Designing Your Management Team usually takes several rounds of interviews ending up in a broad pool of qualified candidates.
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- How a Little Creativity Can Bring Big Rewards in Recruiting
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written on November 19, 2010
by Kenyon Mau
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Recruitment and Safe Hiring Practices
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With the looming hiring frenzy due to occur as the economy begins to improve, something I wrote several years ago becomes appropriate. Read this and apply it when you seek to hire new talent.
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- Tips on How to Hire Your First Employee
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written on November 17, 2010
by Joe Mayer
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Recruitment and Safe Hiring Practices
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Hiring your first employee or hiring an additional employee to help the growing company is never an easy task. Many end up hiring a person who was recommended by a friend or family member independent of their skills and their “fit” for the job.
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- Hiring Your First Employee
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written on November 12, 2010
by Steve Krisfalusy
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Recruitment and Safe Hiring Practices
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A successful hire is never guaranteed whether they be your first or 100th. There are things you can do to increase the probability of success on any budget.
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- The Use of Public and Private Records for Pre-Employment Screening
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written on November 03, 2010
by Ted L Moss
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Recruitment and Safe Hiring Practices
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From birth to death, a government document is created for almost every major life event; birth certificate, property records, marriage and death certificates. A public record is any document or information a government agency has collected during the process of conducting local, state, or federal governmental business, and they are the main source of information used in background checks.
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- Five Tips to Avoid Resume Fraud
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written on September 07, 2010
by Ted L Moss
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Recruitment and Safe Hiring Practices
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- Social Networks as a Pre-Employment Screening Tool
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written on July 09, 2010
by Ted L Moss
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Recruitment and Safe Hiring Practices
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The vast number of individuals participating in social networking has surpassed the hundred million mark. The appeal of sites such as MySpace.com, Facebook.com and others, as a pre employment screening tool, is the availability of searchable profile data they contain, such as past employment, affiliations, schools, hobbies, interests, pictures, and personal blog entries.
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- What American Idol Can Teach Us About Hiring Talent
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written on July 01, 2010
by Kenyon Mau
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Recruitment and Safe Hiring Practices
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I’m not a big fan of American Idol, but this got me to thinking: have we learned anything after nine seasons of watching a singing champion chosen this way? Well yes, there are some pretty big lessons we can take away from American Idol — especially if you’re in human resources.
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- Hiring the Right Person is the First Step in the Talent Management Process
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written on August 12, 2009
by Ted L Moss
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Recruitment and Safe Hiring Practices
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Recent surveys indicate that nearly 40% of resumes contain inaccuracies that, if discovered, may have affected the hiring decision. Due to the tough job market right now, resume fraud is on the rise. Applicants are tweaking their resumes to make them stand out sometimes using quite a bit of creative license.
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- Multiple Indepth References are Critical to the Hiring Process
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written on July 22, 2009
by Laurie Mitchell
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Recruitment and Safe Hiring Practices
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A diligent recruiter should check a candidate's references twice: Once informally -- prior to submitting the candidate to a client company -- with a couple utterly confidential and trustworthy off-the-record sources who confirm the recruiter's assessment and instincts that her candidate has excellent qualifications and interpersonal skills for a specific search requirement; and again - prior to the candidate's second interview round - when the recruiter formally contacts all the professional references provided by the candidate and a few additional people who may or may not be the informal ones contacted earlier and who were not provided by the candidate.
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- Should You Consider Using Outplacment Services
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written on May 07, 2009
by Ginni Garner
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Recruitment and Safe Hiring Practices
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We are continuing to see mass layoffs into 2009. Not only do these layoffs have a detrimental effect to the displaced worker, but the employer can also suffer negative consequences when terminating employees.
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- Leading Brand or Metoo Product
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written on April 30, 2009
by Ginni Garner
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Recruitment and Safe Hiring Practices
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Some jobs have sex appeal but the vast majority do not. They may be important contributors to an organization's success, but they lack inherent glamour. It's just not easy to write a rhapsody about cost accounting, process engineering or data mining, for example.
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- Fingerprint Based Criminal Record Searches
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written on April 16, 2009
by Ted L Moss
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Recruitment and Safe Hiring Practices
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Employers frequently call our offices to request FBI fingerprinting as a pre-employment screening service for their company, but are dismayed when told that this service is only available to employers required by state and federal legislation to have fingerprint based background checks.
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- Top Ten Trends in the Screening Industry
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written on April 14, 2009
by Ginni Garner
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Recruitment and Safe Hiring Practices
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ESR (Employment Screening Resources) has identified the following trends for 2009 in its second annual report on trends in the screening industry and safe hiring. The 2009 trends reflect increasing concerns over the over the use of Facebook and similar sites, lawsuits looming over inaccurate Background Screening reports, increasing government scrutiny of the screening industry and privacy and security issues.
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- Sourcing in 2009 Great Resources for Finding Talent Online
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written on April 01, 2009
by Ginni Garner
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Recruitment and Safe Hiring Practices
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With the economic downturn and the countless lay offs over the last 12 months, the pool of available talented employees has gotten much bigger. The challenge these days seems to be sorting through the sheer volume of resumes and possible candidates. There are only so many hours in the day.
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- Free Public Records So You Want To Do Your Own Background Checks
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written on March 17, 2009
by Ted L Moss
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Recruitment and Safe Hiring Practices
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I don't know how many people watch CSI and other crime dramas, but it must be a lot! I cannot tell you how many people think that when we do a background check that there is a "magic" computer that is accessed to find out everything on everyone! Heck they even have a picture of you in your third grade play.
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- Actions Managers Can Do During This Recession to Retain Employees for Later
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written on March 11, 2009
by Kenyon Mau
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Recruitment and Safe Hiring Practices
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My fellow COSE MindSpring expert, Michele Ridella is right. In her latest COSE MindSpring entry entitled "Don't Neglect the People That Support You", Michele mentioned the findings of a recent survey indicating that a majority of those employees asked would seriously consider leaving their current employer after the economy recovers. The actual total seems to vary depending on the poll taken, but the basic concept is dead on. When the economy turns for the better, the recruiting wars will heat up once again.
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- Whats Leadership Got to Do With Retention
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written on February 20, 2009
by Kenyon Mau
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Recruitment and Safe Hiring Practices
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Have you had that one supervisor that didn't seem like a "typical" manager? They were not like the pointy-hair boss of Dilbert cartoon fame. There was not even a hint of Meryl Streep's character in "The Devil Wore Prada". They were kind, considerate, motivational and the kind of person you would do just about anything for? I had a coach in college like that. He was open, respectful, considerate, fair and firm, and we knew he cared about his players. We, his team, would literally do anything for him.
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- Are You Closing the Deal
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written on February 18, 2009
by Ginni Garner
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Recruitment and Safe Hiring Practices
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Have you spent months sourcing and interviewing candidates only to have an offer turned done at the 11th hour? How many times has the one-you-wanted gotten away? Companies can spend several months searching for the perfect fit for an opening on the team. They may have posted ads, engaged a recruitment firm, read through a hundred resumes and interviewed numerous candidates. After all of this effort they find Mr. or Ms. Right and extend an offer only to have it turned down. Why did this happen?
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- Recruiting Good People
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written on January 26, 2009
by Steve Krisfalusy
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Recruitment and Safe Hiring Practices
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Having spent over 20 years as a Corp. Headhunter and owner of 8 Human Resource related businesses, the number one question I am always asked is: "How do you find the people"?
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