Companies with Excellent Employees: How They Achieve It

imagesHave you ever wondered how some employees have such high rates and amazing employee backgrounds? It’s all because of their hard work, dedication, countless hours of time spent on studying and doing all sorts of things in order to improve themselves and their skill sets. It’s all because of this that they were able to achieve such magnificent awards and certificates and trinkets and other proofs of excellence they hoarded from different seminars, workshops, and other events that they go through. So, why are they doing this? For what purpose are they going to such heights of effort in order to gain these things?

We all know that companies monitor their employees’ performance and gives them incentives based on their performance as a form of saying “thank you” for their excellence and performance. In the company’s perspective, they are thankful for their employees, that’s why they go the extra mile and reward their employees. It also serves as a morale booster for them in order to perform better along the way. We might also know that employees do their best in order to get a salary raise and be promoted, which is what every employee wishes, unless they want to settle with their current position. But, employees go the extra mile not only for the salary raise and promotion, but also for credentials. Every award, medal, certificate, and other trinkets and achievements are important, because it shows the totality of your experience, which makes you better and gives you credibility in your profession. People who have a lot of experience with evidences to back them up make a solid point about their experience.

These records are not just gathered and stored in some random cabinets, they are also stored online. Their credentials are stored in databases all across the internet through a service called background check, a service that is constantly gaining popularity due to its effectiveness. All of their credentials are recorded, meaning, anyone who wants to look them up whether it be a person or a company, will see all of it. Every single seminar, every single certificate, every single workshop, every single detail, complete with all the details and documents to back it up, are stored there. It serves as a proof of their excellence and a reference point for the future. Whenever a person looks up their name on a background check, especially employee backgrounds checked by the company, all of it is displayed to them. It acts as some sort of a trophy room, something to be proud of.

For more information about employee backgrounds and other types of background checks, check out Intelifi’s Emerge at


Preventing Common Factory Accidents

Main_images_016Taking a risk is a part of the work responsibilities of factory worker. Every day they come in to work, they need to bring additional care with what they are required to do. These representatives need to work with risky gear that may cause severe physical damage. The administration needs to ensure that these representatives have the security gear they have to work their designated machines. At the point when businesses neglect to keep the factory workers safe, they qualify for a claim for any accidents they incurred when working inside the factory.

There are different sorts of accidents that a factory worker may experience in his work. Some common ones are as follows:

  • Mischances because of operating a dangerous kind of apparatus called the lathe. Lather administrators need to experience the broad preparation for this apparatus and managers should supply the representative appropriate safety equipment to operate them. Some basic reasons why accident happens are because of insufficient training and faulty security guards. Aside from this, using of emery fabric that gets in the machine may cause amputated fingers.


  • Any defective machine causing serious physical damage, for example, broken bones or caught fingers can be prevented by setting appropriate security reminders around the hardware and around the factory operating floor.


  • Slipping on spillage because of a wet floor caused by oil or water spillage from the hardware may likewise have been caused carelessness by a worker.


  • Stumbling over disposed of materials or misplaced packages — setting packages in an assigned area of the industrial facility that are properly marked may avoid this type of accident.


  • Forklift administrators require legitimate training too. Some conceivable mishaps that forklifts may cause are running over, getting caught between a forklift and shelves, broken items and things dropping from forklifts.


At the point when these accidents happen, they ought to be precisely documented by writing them down in a work accident record book. Information such as names of the representatives, machine name, and description of the accident ought to be shown in the report. Representatives engaged with a mishap may petition for an injury claim. A medical expert will assess the injuries and give treatment when important. On the chance that the worker’s solicitor finds that the organization or employer is to blame for the accident, they are qualified to claim for any pain endured because of the accident. The representative’s claim will cover compensation for loss and costs that may incorporate lost income, medical treatment, transportation costs and others. Most solicitors who help with injury claims such as this will work for free.


Accident counteractive action in factory begins by always reminding workers to avoid potential risk. Racks ought to be appropriately marked and safety reminders likewise should be posted around this area for consistency. The administration needs to guarantee the safety of their operators by providing them with safety clothing and gear. Management should likewise offer appropriate training to operate the machinery in their factories. Factories need to take after various security protocols, unlike any general workplaces. Lastly, factories need to conduct pre-employment so that they will prevent hiring any person who have a serious work history of working under the influence or using substances that may hinder a worker to focus and do his task well. They should also still run consistent employee background checks so that they may monitor if their employees is working negligently.

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Reasons for Background Screening Present Employees

figure-lrg-happy-employeesBackground checks are normal when screening applicants. They are your business’ first line of defense in hiring underqualified and incompatible individuals for your company. The background check results provide you with every relevant and necessary information that will help you with your hiring decision. However, what happens after that? Would you also allowed to be able to direct a background check on your present employees? As indicated by the U.S. Equal Employment Opportunity Commission (EEOC), you can screen existing employees. Regardless of whether they’ve been with your organization for one year or ten, it’s critical to keep up trust in your employees.


At What Point Should You Screen Current Employees?

There are a few motivations to direct a background check of existing employees. It’s critical to update current records of your employees. Indeed, even in the year of the primary background check at the time they were employed, numerous things can happen.


In case you’re reassigning an employee to another position you might need to direct another record verification. The new position may have diverse duties that were not secured by a past background check.


We hear a great deal about negligent hiring. However, few know that the twin sister of negligent hiring is negligent retention. Fundamentally, that happens if a business knows or should know about the issues of an employee, and they make no corrective actions like reassignment, investigation or termination.


Similar with reassignment, a promotion ordinarily includes new duties and another set of working responsibilities. You can ensure you’ve picked the correct employee by checking your employee backgrounds through an employee background check.

Work environment mishaps

Many organizations will direct background check on current employees after a work accident keeping in mind the end goal to clearing up issues with insurance agencies and the legal office. It can likewise enable the organization to figure out how to similar accidents from happening once more.

Would it be a good idea for you to Conduct Routine Background Checks?

Before directing background screening on current employees, ensure you know the rules. In the event that there is no proper evidence that your employee has accomplished something incorrectly at work, you should have their consent before screening them. Sometimes organizations will incorporate a clause in the original consent enabling them to lead background checks even after hiring.

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How Pre-employment Background Check is the Answer to Hiring Issues

resignation-1It’s a given that each time a business needs to fill an open work position, there are a couple of steps that should be taken. The job advertisements should be distributed on the web with the goal that interested individuals can submit applications. The business at that point needs to filter through these applications, select qualified applicants, and set up interviews. Some employment comprises of telephone interviews followed after by personal interviews. Furthermore, the interviews give the business the data they need to make a sound hiring decision. However, the steps laid out above is missing one of the vital components of any employment screening process: the pre-employment background check.

The essential reason most businesses run pre-employment background checks are to uncover any criminal record in a candidate’s past. Some of the time, these criminal history place somebody as hazardous, problematic, dishonest, or generally not reasonable for employment. Other times, the charges are minor, outdated, or unimportant to the current task and will not affect the hiring decision. In any case, a business should have this data, keeping in mind the end goal to make the best hiring decision.

Aside from criminal history, some background checks will feature driving records, financial records, or other data. There are times when a driving record with various license suspensions, or a financial record filled with missed payments for debts will hold no bearing on a candidate’s capacity to perform the task. However, for positions that really include driving or the handling of cash, however, such data is totally important.

Pre-employment background check also keeps your clients and customers safe. Simply, a portion of the candidates you will meet in a pre-employment screening are risky. From violent criminals to sex offenders, there are people that you basically can’t be able to risk hiring. In any case, imagine a scenario in which you don’t think about the danger of enlisting those people. Consider the possibility that you enlist a sexual offender without running a background check, just to have that individual attack or assault one of your clients or one of your employees. You could be held responsible for such circumstances. So run the background check to shield your employees and clients from harm.

Lastly, pre-employment background check verifies educational background. Employment history isn’t the main thing you ought to be confirming around a candidate. Careful pre-employment background checks will likewise ensure the candidate being referred to, have the degrees and expertise they guarantee they have. Knowing this data can be tied in with affirming honesty.

Simply, you can’t be as thorough as possible in your hiring process without running a pre-employment background check to learn everything about candidate to help you with the employment choice. So unless you want to be doing the interview and other hiring steps again in a couple of months when your employment choice doesn’t work out well, run pre-employment background checks to ensure you’ve chosen the right hire.

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What Employee Backgrounds Reveal About Applicants

blogThe essential benefit of conducting an employee background check is that it makes the hiring process easier and better. Background screenings dishearten fakers, who may drop out to abstain from being humiliated, and uncovers dishonest candidates who brazen it out. An employee background check can spare your organization from a careless hiring lawsuit by getting rid of candidates with a past filled with brutality or substance abuse. Be that as it may, you should lead a background check carefully. Numerous parts of employee privacy are protected by law, and abusing a candidate’s rights may open you up to legal action.

Here are what you will discover about applicants when you perform employee backgrounds checks:

  • Criminal and Legal Records– Laws controlling criminal record verification for potential employees differ from state to state. It is recommended that employers should ask or hire a lawyer for guidance. You can’t accumulate arrest record data that are more than seven years old, despite the fact that it’s a matter of open record. You can however, in any case, scan for criminal convictions. Employee backgrounds checks can uncover data, for example, driving records, including an organization vehicle, lawsuits under seven years of age, sex offender information for at-risk employments, and county, state or federal convictions. Drug and liquor tests can recognize candidates with substance abuse or alcohol issues.


  • Educational Background and Job Experience– A background check confirms that the candidate really went to the schools recorded on his resume and that he did in actuality accomplish any degrees and licenses that he asserts. It likewise checks data about his past work experience – that he worked there, to what extent he worked there, how fulfilled his managers were with his performance, his occupation title, his pay and any professional success.


  • Financial Information– The Federal Fair Credit Reporting Act protects a worker’s history of paid tax liens and any accumulations information that is more than seven years – if only you contract a consumer reporting organization to gather it. The FCRA additionally requires that you acquire an employee’s written consent before getting his credit report. A potential employee’s bankruptcy history might be incorporated in the background screening, yet take note of that, the federal law forbids discrimination potential workers who have filed for bankruptcy.


  • Identity– A background check may uncover that the applicant is applying for a position under a false name or identity. A background check may also check an applicant’s qualification to work in the United States.

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Warning: You’re Losing Money by Not Using Employee Background Checks

lost my dollarsIf ever you wonder why there are always conflicts in between the employees or there are issues such as violence or frequent accidents in the workplace, we have the answer for you. You skipped employee background checks and is now suffering from it ignoring it. The keys to a successful company are excellent employees. They are the human workforce that makes ideas happen. Their knowledge, skills and talents are what makes a progressive company. If you don’t agree, why would every company conduct a hiring process? The simple answer would be, because the kind of employees that a business or organization employs really matter.

So how do you lose money when you’re not using an employee background check? The number one reason is you don’t get the kind of productivity that your company deserves. Many applicants lie on their resume and during the interview about their skills and qualifications in order to land the job.

They try to be the most qualified person, but the truth is their knowledge about the certain job is very little or even nothing. Of course, not all applicants are like this, but most applicants do their best even in lying in hopes that they will be employed. Employee background checks are your tools in separating the lies from the truth. They are the bridges that help you find the right person for better performance and excellent customer service.

The company can also experience financial damages if ever accidents occur in the workplace and the person who may have caused that accident doesn’t have any clue what he is doing. An employee who operates complicated factory machines may cause such unnecessary event which will lead for the victim to sue the company for negligent hiring. It is your responsibility to make sure that every employee you hire has the necessary skills to do every task on their job. If you skip employee background checks, you are open to any negligent hiring lawsuits.

Lastly, you are assured that your company is safe and secure by avoiding violence at work. By looking at someone’s past records, you get to keep your organization away from someone with severe criminal charges. The employees’ safety is one of the company’s responsibilities. Employee background checks are one of your partners in creating a healthy and secure work environment that leads to better work performance and well-being.

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Why HRs Should Look Beyond the Resume

shutterstock_171780488HR personnel are the gateway between an applicant and the company. They are responsible for one of the toughest decisions to make. By letting an individual work inside their facility, they are giving them the trust that they will act as they expected and work as they should. They will give them the power to handle confidential information, as well as the company’s secrets of its success. One thing about how the HR searches for the right employee for the job is sifting through application letters and resumes. However, should the next level or stage rely solely on the resume contents? Below are reasons on why HR’s should look beyond the resumes.

  • A resume doesn’t tell everything- One thing you have to consider is the reality that some people are not honest. If lying will get them the job, they are mostly to lie about it, like all the skills that they say they have. You cannot test their skills by just trusting that a piece of paper is telling you the truth.


  • Ask References- One of the best things to know about a person is to ask their previous employee or professional references about them. If there is something wrong or something that cannot be explained well by your applicant, then maybe his references may give some clarity to it.


  • Research online- A LinkedIn profile, personal blog, Instagram and Facebook account tell a lot about a person. We live in a world where everything is usually stated online. By looking at his profile, especially on job-related sites, he is less likely to give false information, especially if he thinks that most people online can tell and see if he is not honest about his given information.


  • Interview- By giving efficient interviews, you will able to see through someone in a transparent way if he is somewhat questionable. You will see through his gestures if he is lying or not and you will be able to evaluate his communication skills.


  • Background Check- The most important step that any HR should never skip or neglect is the employee background checks. Through background check, you may have an insight on a person’s record- this may also include his criminal records and past records. Employee background checks are one of the most important process that would not only help you see beyond the resume, it would also save the company  from all the possible risks that comes with hiring someone unworthy of the job.

Intelifi offers the best employee background checks services and software. To find out and learn more on the best employee background checks, please visit