Why Background Checks are Important

281e8b6ab718acc79caa4e0c7e8098715f7a7526_originalBackground check is an integral part of the hiring and sifting process during job vacancies. By conducting a background check, the HR department, or the interviewer has an idea of who the person is, who the applicant is, what he is, what he does, all in just a short amount of time.  This knowledge will help the interviewer decide where the applicant is beneficial to the company or not.

It is important to conduct a background check because it is difficult to hire a person who is completely unknown to the interviewer. There have been incidents of companies hiring the wrong people into the company. Worse, some companies hire dangerous people solely because no proper background check was conducted before accepting the applicant.

There are also cases where skilled people were hired, and yet was not a perfect fit for the company, solely because of the attitude of the employee, therefore causing harm to the overall success of the company. If the interviewer at that time conducted a background check, they could have avoided hiring the wrong person for the job.

In some cases where the applicant is convincing enough to be accepted, but no background check was conducted upon the person, the company suffered major consequences because they hired a person whose sole purpose is to destroy the company. Some applicants do not completely reveal themselves during interviews, but rather, unveil their true intentions when they are already inside the company, wreaking havoc and chaos among employees.

It cannot be stressed enough how important it is to conduct a background check first. Conducting a pre-employment background check is a vital part of employment in companies, because: 1.) It gives the company the knowledge they need to know whether the person is worthy of the position or not, 2.) The company is able to decide in better terms who or which applicant deserves the position, and 3.) The company can see the potential of applicants clearly. Interviewers sometimes neglect the potential the applicant has for the company, therefore denying a possible asset.

Pre-employment background check gives the company the power to decide upon whom the company really needs to become successful. By choosing carefully who to accept with the help of pre-employment background check, companies can attain and reach the maximum potential it brings.

To learn more about the best pre-employment background check software and services with the best results, please visit https://www.intelifi.com/technology/emerge/ .

 

App Developers as Best Opportunities for IT Graduates

IT hiring managers reccps-appdvp-01-hommend applications developer roles as the best opportunity for new college graduates, according to a TEKsystems survey of IT leaders. Individuals with an IT degree in computer science can learn common development environments such as Windows, .NET, Linux and SQL. This experience provides a foundation for future growth in a more specialized area of software development.

Digital transformation will continue to create a lot of opportunity for new IT professionals as organizations take on more and larger IT projects. These initiatives will require a small number of highly skilled and experienced individuals to design, but a larger number of junior- or entry-level workers to implement and pass the pre-employment screening.

Developer roles are consistently difficult roles to fill, a result of the sky-high demand for qualified tech professionals across the industry. Technical support, business analyst and web developer positions are also mentioned as good opportunities for new graduates with generalized degrees.

IT leaders in the survey were asked, “What skill sets provide the greatest opportunity for recent college graduates searching for entry-level positions? Select all that apply.” Responses include:

  • Applications developer: 60%
  • Technical support: 54%
  • Business/systems analyst: 52%
  • Web developer: 48%
  • Network/systems administrator: 39%
  • Network/systems engineer: 37%
  • Database administrator: 35%
  • Quality assurance engineer: 27%

Hiring Factors

When considering recent college graduates for entry-level positions, IT hiring managers are adamant that work-related internships or experience is the most important factor besides passing the pre-employment screening, with 86% ranking it their first or second most important factor — twice as high as the next factor, referrals and reference, at 50%.

Not surprisingly, IT hiring managers say salary is the most attractive aspect of a hiring package for recent college graduates. A recent graduate could be in line for as much as a 10% bump in the initial salary offering if a hiring manager finds the candidate exceptional. However, that’s the maximum amount most recent graduates should expect for job offers, as the salary bump percentages drastically drop beyond that. Hiring managers are also well aligned with the desires of IT candidates when thinking about the most attractive pieces of the hiring package puzzle besides passing the pre-employment screening, ranking workplace flexibility as the second highest factor – even above health care.

The survey was conducted in March 2017 and the results represent the views of more than 250 IT hiring managers across the US.

For companies looking for a quality pre-employment screening service, visit www.intelifi.com/technology/emerge/.

 

Why Having Excellent Human Resources Employees is Important

Each business establishment usually has a Human Resources department. Their main purpose is to select, train, motivate employees and handle other employee-centered activities. They also make sure that each person complies with the employment and labor laws inside the company. It is indeed true that an excellent Human Resource Management is one of the building blocks of a good and successful business. Here are a few reasons why it is a need to have the best human resources employees:

  • Conflict Resolution– Due to the individual preferences that each employee has, disagreements in a workplace are inevitable. That’s why it is important to have someone who is trained and professional to handle the conflict and restore the harmonious relationship between each employee working for a common goal.
  • Training Workers– Human resources assess the need to train skills needed and necessary to meet the quality standards that the company maintains. With the right training, individuals will be knowledgeable on how to improve their work.
  • Employee Satisfaction or Dissatisfaction– They are tasked of knowing what makes an individual stay and why an employee leaves and the reasons behind their dissatisfaction.
  • Performance Appraisal– The best Human Resources management encourages each individual to be at their highest potential. They give trainings and information on how someone can work smart in his field of work.
  • Upgrade Compensation– It is proven that employees work harder when they are compensated well and when there is a reward waiting for them. By giving incentives to those individuals who have excelled in their work, they gain quality of performance that exceeded the company’s expectations.
  • Ensuring a Good Work Atmosphere- By giving good and friendly work conditions, workers tend to accomplish more.  For the HR Department, it is vital to keep a harmonious work atmosphere that will help each employee to focus more on their task at hand.
  • Save Costs– By giving the right training and selecting the right people, it will save the company a great deal of expenses.
  • Hiring the Right People– One of the main tasks of the HR is to select the best people for the company. Finding the right employee takes time, but saves a lot of costs. That’s why hiring is a tedious process with different steps. However, it is important to maintain the integrity and quality of the company. Skipping the background check is one of the biggest mistakes that HR Managers tend to commit. Background check services are easy to find and saves the company of a great deal from the loss that they may suffer if they hire the wrong person.\
  • Corporate Image- You want your business to be “the company”- the one where employees want to work. This will only happen if the company is recognized as a place that gives their employees with the best quality of treatment and grants them what they need.
  • Performance Improvement– Without the HR department, there would be no plans as to how to improve the performance of the employees. This is very important because corporate success also lies in the human effort within each worker.

For fast, reliable and affordable background check services, don’t forget to visit http://www.intelifi.com/services/ 

Top Qualities a Human Resource Manager Should Have

how-to-be-more-confidentHuman Resources is a field that helps employees reach their greatest potential and helps businesses reach their company success. Almost all industries have an HR department. This department is in charge of performance management, safety, wellness, benefits, training of employees. They play an important role in in managing people in the workplace and if they do their best in their job, it will bring a great impact in the company success. Part of an HR responsibility is to select the best candidate during employment. These include looking at the resume, scheduling interviews and verifying the qualifications and the truthfulness of the employee’s resume. This is where background check companies come in, they give services that will help an HR pick out the right applicant.

However, it’s not just about choosing the right candidate; it should also be about being the best HR manager, and have the qualities that make them excel at their work. Read on to find out what attributes an HR Manager should have:

Leadership– Oftentimes, employees look for answers to HR Managers. They should know how to lead people, especially during difficult times in the company. They should learn how to balance being a friendly presence and running and taking control of the office matters smoothly. 

Expertise– HR Manages should also know all the things that they should know about the company. They should be skilled in during the hiring companies, and knowledgeable about the company policies and guidelines. 

Organization– HR managements should know how to be organized with their time and their files. Handling a lot of people is hard enough, so they must know how to make time for the priorities of the company. 

Ethics– In many ways, HR serves as the judge and counselor between conflicts in employees so they should know how to act correctly by keeping confidential information and following policies. They should earn the trust of their employees so they could do their job effectively.

Communication– HR professionals should know how to communicate to their company’s executive officers, managers, and all levels and kinds of employee. They have to be good in writing and even in public speaking, no matter how many people are there. They should sound convincing, caring and believable. 

Problem Solving– For a company to flourish, the HR department should ensure that the employees with many differences as individuals will work smoothly as a team to reach their goals. 

To know more about employment background check companies, you can visit http://www.intelifi.com/services/

Top Interview Questions that Human Resources should Ask

ask-question-faceThe Human Resources is responsible for getting to know every employee through an interview. A few questions will determine who is likely to be hired. These questions should not just challenge the applicants, but it should also shed some light on their personality. How they work, what they know and who they are. Here are some top employment questions that a human resource personnel should ask to an applicant:

  • Why did you leave your previous employer?

Learning the reasons why he left his previous company will give you some insight on what kind of person he is. Did he leave because he couldn’t handle the pressure or criticism? Did he leave because his previous employer can’t give him what he deserve? Surely there is an answer. However, know that an applicant may sugarcoat the truth. This is where employment screening services come in. They show the accuracy of his answer by looking at his past records.

  • Why should we hire you?

This question gives him the chance to tell you his skills and how prepared he is to take the job. You also get the summary of his qualifications and maybe he’ll tell you also how he helped his previous company if ever he wasn’t unemployed before.

  • Why are you the best choice for this role?

By asking this, you will know what sets apart this candidate from the other applicants. You will know his strengths and how competitive he is.

  • What is the toughest situation you’ve been through and how did you handle it?

His answer will give away how he handles deadlines, pressure, and criticism. This will tell you what his attitude and perspective are in times of dilemma.

  • Where can you see yourself in the next five years?

Through this question you get to take a peek in his ambition and see if there is a spark of a visionary in his eyes. It’s not about the answers that he speaks, but how he says those things that will tell you if he will do his best for your company or not.

Hopefully, these will bring some insight on the HR personnel and he would see someone who has honest answers from those who have rehearsed answers.

However, remember that it shouldn’t end with the interviews. Employment screening services are also tools to help evaluate future employees. You gain honest data that will help you compare and give the position to the most qualified applicants. This step will help you pick a future employee who will be helpful at work and who will maintain the integrity of your company.

To help you with employment screening services, don’t forget to visit http://www.intelifi.com/services

Is it Necessary to Hire the Perfect Candidate?

Organizations frequently toss great cash after a terrible performance when searching for the ideal possibility for a vacant position during the pre-employment screening. Because of the waiting impacts of the retreat and the impression of an overabundance of ability, procuring supervisors are still fastidious about their contracts and many employments stay unfilled. Who can blame them? The cost of procuring the wrong individual is to a great degree high, particularly when you figure a hefty portion of the concealed expenses.

At the point when the correct applicant doesn’t emerge, the normal procedure is to continue looking, include more spotters, or tap a hunt or staffing organization to help build the odds of discovering Mr. on the other hand Ms. Right. Yet, keeping work open for quite a long time or increasing an organization’s enrolling endeavors doesn’t really address the center reasons why it is elusive the ideal competitor. One of those reasons is that perfect applicants are excessively uncommon, making it impossible to count on.
How to Avoid Unnecessary Loss from Searching the Right Applicants?
A superior concentrate on employee training and retention – at times, it will be difficult to discover even great matches for the majority of the positions you have to fill. Once in a while that can be a direct result of area or a work lack in the business itself. A few organizations raise the pay until they begin getting the general population they require, however others are utilizing preparing projects to supplement their workforce. Continuing existing representatives upbeat and locally available is the least expensive type of procuring. Retention would need to end up distinctly an immense technique to abstain from contracting.
A More Legitimate Assessment of What the Association Needs.
 
With a superior comprehension of the employment advertises and what’s accessible, alongside spotters who are engaged and empowered to discover those people in an opportune way, procuring chiefs and enrollment specialists will have the capacity to have a truly genuine talk about needs. When you can’t glide out an employment opportunity perpetually, it drives all gatherings to comprehend the limit of a selecting office and in addition what are the most noteworthy effect positions you ought to enlist for.
The bottom line is, it is not necessary to hire the perfect employee, with the proper assessment, the average employee can be the best. Also make sure that during the pre-employment screening process you utilize tools offered by companies offering pre-employment checks such as http://www.intelifi.com/technology/emerge/. Visit the website for full details.

Screening your Caretaker Candidate

Background checks online are not only for business purposes but rather it will help you survey the best overseer for you and your family. Regardless of whether you pick a formal child care center in the pre-employment screening, elderly care center, or in-home care, there are some fundamental things you ought to know and demand. Here are tips on the most proficient method to pick the correct overseer: 

• Check what’s beneath – When you’re heading off to a potential site, pay thought on how the staff interfaces with the children. Ideally, a parental figure ought to be on the floor playing with the youngsters or holding one on her lap. In their initial years, babies require close, valuing and intuitive associations with grownups keeping in mind the end goal to flourish. That is the reason it’s especially imperative that youngsters’ first parental figures be warm and responsive and that even in gathering consideration, newborn, children and more established infants get a sound measurement of one-on-one time. 

• Ask for a guarantee – Kids require dependable and unsurprising consideration. It helps them to shape an association with their parental figures. On the off chance that you’re taking a gander at an in-home parental figure, request that the individual you’re thinking about making a one-year obligation to the employment. On the off chance that you’re pondering a middle, find to what degree the present parental figures have been working there and how much turnover the inside ordinarily encounters. 

• Perform a strategy check – See on the off chance that you share child rearing methods of insight on points, for instance, teach. Get some information about the wiped out tyke arrangement. Also ask whether there’s a reinforcement plan ought to the family day-mind supplier or in-home parental figure turn out to be sick and be not capable work. The more request you ask at an early stage, the more doubtful you are to be offensively amazed later. 

• Drop by and spy – While informal referrals from different guardians or trusted assets are basic, you have to take a gander at a place for yourself to check whether it addresses your issues. Obviously, any kid mind condition ought to be kept clean, childproofed and all around loaded with strong books and toys that are age-fitting. 

• Keep talking – Until your baby can talk, you will rely on upon what the parental figure tells you about your child’s day. A guarantee you can talk about serenely with each other. When you direct off your tyke in the morning, you ought to tell the parental figure how your youngster dozed the prior night, in the event that he is getting teeth and whether he ate. 

• Trust your gut – Each parent knows when something doesn’t feel right. You might be killed by anybody around the local area raves about or conflict with a very suggested sitter. On the off chance that that happens, keep chasing. Babies merit awesome, supporting consideration. In the event that something just doesn’t feel appropriate about your circumstance, explore diverse alternatives.

Visit http://www.intelifi.com/technology/emerge/ for quality pre-employment screening services.

Dodging Toxic Hires

As indicated by a current working paper from Harvard Business School, another gathering can have a significantly more prominent impact on associations: toxic laborers. These are skilled and beneficial individuals who take part in conduct that is hurtful to an association, say creators Dylan Minor, a meeting aide teacher at HBS, and Michael Housman, Chief Analytics Officer at Cornerstone OnDemand. They took a gander at generally gifted representatives who wound up doing genuine harm — representatives who had been let go for heinous organization strategy infringement, for example, lewd behavior, working environment brutality, or extortion — and observed that staying away from such individuals can spare organizations much more cash than finding and holding whizzes.

The high cost of Toxic Hires

Their information originated from an organization that offers work testing programming to vast bosses, and it consolidated three things: 1) work appraisal scores that caught candidate characteristics like trust in their aptitudes, regardless of whether they think about others individuals’ needs more than their own, and their rationality on taking after tenets; 2) wearing down information, which included contract dates, end dates, explanations behind end, and so on.; and 3) every day execution information. The dataset crossed 11 worldwide organizations and 58,542 hourly laborers. Minor and Housman found that about 1 in 20 specialists was at last let go for poisonous conduct. 

The genuine contrast could be much greater, on the off chance that you figure other potential costs, for example, case charges, administrative fines, bring down worker confidence, and surprise clients. One 2012 CareerBuilder review found that 41% of the almost 2,700 managers overviewed assessed that an awful contract could cost $25,000, while a quarter trusted it was considerably higher—$50,000 or more. 

Who is probably going to be dangerous? 

The review additionally revealed certain identity and behavioral characteristics prescient of such conduct. Overconfidence and narcissism have been related with negative work results some time recently. What was additionally astounding was that individuals who trusted tenets ought to dependably be taken after (contrasted with the individuals who addressed that you in some cases need to break the guidelines to finish something) will probably display harmful conduct. The creators theorized this might be because of candidates attempting to advise selection representatives what they need to hear. “The reality of the situation could prove that the individuals who assert the standards ought to be taken after being more Machiavellian in nature, implying to grasp whatever principles, attributes, or convictions that they accept are well on the way to acquire them an occupation,” they composed. “There is solid confirmation that Machiavellianism prompts to freak conduct.” 

To prevent the toxicity, it will be very important to stop them during the pre-employment screening process. The best way to do this is through a trusted company that provides the best pre-employment screening service. For more detail, visit http://www.intelifi.com/technology/emerge/.

Pre-Employment Screening Critical Checks

 

Background-Check-iStock_000033517046SmallAffirming an occupation competitor’s past work experience is a standout among the most essential pre-employment screening process a business can direct. It likewise speaks to a standout among the most well-known zones where a candidate may misrepresent data. As indicated by a HireRight research, in the United States there was a 27 percent disparity rate pre-employment screening histories in light of a vast amount of work checks it directed in the most recent six months of 2014. Investigating an applicant’s past work history can uncover understanding into their occupation security and reliability to a business. Bosses ought to analyze what a competitor asserts on their résumé with the genuine data announced by a foundation screening organization.

Checks can affirm:

  • Work begin and end dates
  • Titles held
  • Compensation
  • Work obligations
  • The purpose behind end (in a few states) and rehire qualification
  • Directing a Verification

To start with, bosses must acquire authorization from a competitor before leading a work check. Applicants can deny authorization to contact a past business, yet they can now be made a request to give documentation, such as, a pay stub, other duty archive to prove their work. The same is applied when a business can’t be achieved, such as, those that are no longer in business. Foundation screening organizations check past work in light of its customer’s rules. A few customers favor that five years of business history is confirmed, while others lean toward that the last two managers are checked. Your association ought to figure out what is sensible for your industry.

Why This Check is Important

A few applicants may have crevices in their business history for an assortment of reasons. These reasons can incorporate maternity leave, quest for their own private venture, coming back to class or imprisonment. A few applicants might need to cover these crevices by amplifying their past occupation’s begin and end dates. A few applicants may likewise misrepresent higher titles to use higher pay. Directing business confirmation can give significant foundation about a potential representative’s work propensities, mentality and honesty. With the economy quickly picking up steam, bosses are finding an undeniably aggressive employment showcase. Leading work checks are a powerful and exact part in encouraging the trustworthiness of your worker base. Working with a main foundation screening supplier can help businesses vet competitors that match the business’ required work understanding for the position.

For a trusted pre-employment screening service, visit http://www.intelifi.com/technology/emerge/ or call us at (800) 409 -1819

Reliable Pre-Employment Screening

 

newstaffThere are hundreds or maybe thousands of companies hiring daily, and there are also tons of people looking and hoping to be hired for the job. However, due to the number of applicants, a lot of stress accumulates to the job of the human resources team, especially during the pre-employment screening. What Is pre-employment screening? According to Wikipedia.org, Pre-employment screening refers to the process of investigating the backgrounds of potential employees and is commonly used to verify the accuracy of an applicant’s claims as well as to discover any possible criminal historyworkers compensation claims, or employer sanctions”.

Process Time of Pre-Employment Screening

A pre-business screening is not a simple procedure. A full and exact photo of a candidate’s history may call for seeking numerous databases, all of which require particular data to produce a quality outcome. This broad research may stress a few managers, as they need to employ a qualified competitor as quickly as time permits.

This may be the reason some foundation screening organizations guarantee brings about as meager as 24 to 48 hours. Others guarantee a total report in three days. There are even web looks that certification moment satisfaction, giving you a rundown quickly in the wake of clicking a catch.

These brisk record verifications may give rapid outcomes, however there is a remote possibility that the data is exact. These quick quests tend to get to databases that are not upgraded every now and again, which implies the appropriate responses you get don’t build the latest picture of your candidate’s past.

Importance of Pre-Employment Screening

Here are a few good examples of the importance of pre-employment screening referenced from linkedin.com:

  • Focuses on criminal history – The essential reason most bosses run pre-business record verifications is to hail any criminal feelings in a candidate’s past. Now and again, these criminal accusations place somebody as risky, inconsistent, deceitful, or generally not reasonable for procuring.
  • Marks down previous violations that can affect an individual’s performance – Notwithstanding criminal history, some individual verifications will highlight driving records, financial records, or other data. Valid, there are times when a spotty driving record with various permit suspensions, or a financial record full of missed installments and obligation, will hold no bearing on a candidate’s capacity to play out the current task.
  • Avoids company liabilities – by running pre-employment screening, companies prevent hiring irresponsible people that might cause accidents and hold the company responsible for the damage.

Assurance in hiring the right person – Simply, you can’t be as intensive as conceivable without running a pre-employment screening to learn however much around a candidate as could reasonably be expected.

Reliable Pre-Employment Screening

There are hundreds of pre-employment screening services out in the market, however, employers should be choosing the most reliable, and one of the most reliable companies out there is intelifi. Visit www.intelifi.com/technology/emerge/ For complete details.