Industry News & Trends

The CHC Blog

By Mark Ridgeway 19 Jul, 2017
As a business owner or HR professional you've been there: you’re at the tail end of a particularly difficult hiring process and you’ve finally found the right candidate for the job. It’s easy to say, “Phew! Glad that’s over,” and move forward with finalizing the details.

But before you do, you should really consider ordering a background check on your candidate of choice. Integrating a background check policy can really benefit and protect your company. Here are 5 reasons you should always run a background check:

1. Stronger hires = Saving Money

Don’t just rely on your “gut feeling.” The more you know about the candidate, the better you will be able to assess if he/she is a fit for the position and for your company. Talent acquisition is a struggle in nearly every industry, so make sure that you’re not cheating yourself out of any of the available information before extending an offer.

It’s important to point out that better hires often means less turnover. We know that turnover is typically the number one cost to employers. Save yourself from investing in the wrong employee for the job.

Aside from turnover costs, as was stated in a previous blog post Who Is Stealing From You , we know that upwards of $50 billion annually in cash and inventory is stolen by employees. Does your job candidate have a history of taking extra "perks" from previous employers?

2. Safer Work Evironment
Running a background check on potential employees before officially hiring them can aide in reducing workplace violence. As an employer, you’ve made a commitment to your current employees to operate a safe work environment. Don’t skip this important step in ensuring that safety.

According to the Bureau of Labor Statistics Census of Fatal Occupational Injuries (CFOI), of the 4,679 fatal workplace injuries that occurred in the United States in 2014, 403 were workplace homicides. However it manifests itself, workplace violence is a major concern for employers and employees nationwide.

3.  Better Compliance in State & Federal Regulatory Requirements
A third-party background screening provider with in-house compliance expertise, can help your company properly create a screening solution. This not only satisfies your industry standards, but also state and federal regulatory requirements, which vary from state-to-state and by type of position you are staffing. Utilizing a partner that is a true expert in this field is important for the success of your company.

4.  Decrease the risk of being sued
Making a bad hiring decision can leave you and your company vulnerable to liability. Ordering a background check can help you find patterns in a person’s history. For example, if a potential employee has had multiple discrimination suits against them, you as an employer may be liable should the employee discriminate within your workplace. Being able to sort out candidates with these issues will help decrease the chances of a lawsuit.

5. Verifying Resumes
Does your candidate have the experience they claim? Do they really have the education and the professional licenses that are listed on their resume? A survey from CareerBuilder  of more than 2,500 hiring managers found that 56% have caught job candidates lying on their resumes.

Background checks can help you weed out the people that do not have the skills for the job. It also can help you verify that the candidate’s resume is valid.  Don’t leave yourself vulnerable to these discrepancies.

Requesting a background check for a prospective employee is perfectly within your rights as an employer. These background check reports can hold vital information that is relevant to your hiring decision. You wouldn’t choose to not gather all of the relevant information when making a different business decision, so don’t skimp here either. Take the time to do your homework and you’ll see the results!

By Mark Ridgeway 10 Jul, 2017

Quite often, a job applicant’s first impression of your organization is formed during the hiring process.

There are hundreds of articles on the web about how applicants should present themselves to prospective employers. But perhaps we should take a minute to consider the inverse: as a business or hiring manager, what kind of impression are you making with job candidates?

Much like a first date, both parties should be respectful enough to show up with their A-game if they want the relationship to move forward.

Over the past few years, the job market has stabilized and good candidates are harder to find; with the best candidates receiving multiple job offers.

By Mark Ridgeway 06 Jul, 2017

As of July 2015, there was approximately 7.3 billion people in the world.

·    There are 2.6 billion active social media users

·    Facebook has reached 2 billion users

·    LinkedIn has 500 million users

Considering these statistics, it’s no wonder that over 75% of hiring managers use social media to screen applicants. As I mentioned in last week’s article , Facebook, LinkedIn, Instagram, etc have allowed people (whether they realize it or not), to become their own brand managers. Every time you document a piece of your life, from your vacation, what you’re having for dinner, to what you like and share: it becomes part of your digital persona/brand.

But how much relevance should hiring managers really give to a candidate’s social media accounts? And is it putting employers in harm’s way from a legal standpoint, if they bypass traditional background checks in favor of social media only screening?

More Posts
Share by: