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Member You - Employee Screenings Save Your Business … and May Save a Life
If you are managing a small business with a growing number of employees, it may be about time for you to purchase payroll time clocks to monitor attendance. There are several models of payroll time clocks suitable for different kinds of businesses and employees.Types of Payroll Time ClocksThe most common is the punch system time clock. Employees slip their time cards through or under the clock to time in and time out. The clock prints on the card the time recorded. There is also the biometric payroll time clock that uses human imprints to recognize employees. The clocks usually identify the employees through a finger, palm or retina scan, and logs in their entry and exit times. There is also a growing number of enterprises that are switching to time clock software. The software is installed on each personal computer unit of the employees. In the morning, the e
3. Verifying identity -
Still, with all the rigors of a criminal history check, personal interviews, drug screenings, credit checks and reference checks, some companies are starting to take their screen processes a step further—to verify the identity of the candidate.
These companies have their consultants and potential hires fingerprinted at a local bank or police station, according to Golemo. Fingerprinting candidates foils the possibility that an individual may attempt to borrow the identity of another worker in order to get a job they would be otherwise unqualified to perform.
Worker's tend to spend the majority of their day sitting in an office chair, shouldn't they be comfortable? A good ergonomic office chair is hard to find and even harder to choose. There are many factors to consider in finding the right ergonomic chair for your body type and workplace conditions. In example, a doctor has different ergonomic needs than a computer technician for the type of work performed.Start by considering your body type. The average office chair will fit the average sized person but larger and smaller body types may need special equipment or adjustment features. Considerations for a larger sized person are things such as seat height and depth adjustment as well as chair weight capacity.A larger sized person would also have to consider the arm adjustability in height and width, making sure that it gives them comfort ability and enough room fo
Case in point from the CEO of Palmiter Recruiting of Plymouth, Minnesota: 15 years ago, before she founded her staffing company, Elizabeth Palmiter was on assignment as a contractor herself when the nightmare of nightmares occurred at a client's worksite.
During a routine reference check, a contractor marched into his supervisor’s office and killed him with an automatic rifle. The scary thing is that because it was an automatic rifle, he could have killed other people, too,” says Palmiter.
Today, Palmiter works on the other side of the desk–as a staffing vendor for tier-one companies in Minneapolis-St. Paul. Impossible to forget, experiencing workplace violence first-hand has made Palmiter diligent about checking the backgrounds of all candidates—whether the hiring company requires it or not. The same isn’t true at all staffing companies.
According to a recent report from Taleo Research, only 33 percent of companies conduct background checks on employees. The loss of human life is a rare and extreme consequence of not vetting prospective employees and contractors. More commonly, staffing vendors may face legal action, damage to business reputation, loss of clients and revenue and negative media coverage if they fail to thoroughly screen prospective candidates.
Criminal background checks are insufficient Even when you do perform a criminal records check, keep in mind that it probably isn’t sufficient protection.
National background checks don’t reveal all the offenses on record, according to news reports as there is no national database of felony convictions. Criminal records are filed in more than 3,100 courthouses throughout the United States reporting processes can differ widely, making it difficult and costly to guarantee that a new hire isn’t a law breaker.
27 percent of organizations surveyed said they had suffered serious damages due to a flawed records check, according to Taleo Research. Some of the consequences included workplace fraud (10 percent), employee theft (10 percent), workplace violence (7 percent).
So while you should always contract a reputable credential checking service, such as Verified Credentials, StaffingCheck or ADT, you should complement those reports with additional investigations, including:
- credit checks
- drug tests
- in-person interviews
- informal reference checks
- technical interviews
A 20-year veteran in the staffing industry, Rick Kuula, president of Stillwater, Minnesota-based staffing vendor Solutia Consulting, Inc. meets with every consultant during the hiring process.
Though a technical screening is part of Kuula’s review process, it’s not the main focus.
If we have a feeling that there’s something not right with the candidate and we can’t put a handle on it, we’re better not to pursue it after the first contact,” says Kuula.
It’s not rocket science. It’s spending time with the candidate to get to know them,” says Kuula. The personal touch helps to insure that the candidate is a good fit for the hiring company’s culture and the staffing vendor’s talent pool for the long haul.
Digging deeper into credit history is another step you can take take–especially for candidates assign to financial industry accounts.
“If you care about the quality that you’re presenting, especially to financial institutions, we need to know who we’re submitting," says Tony Williamson, president of Golden Valley, Minnesota-based vendor Ajasa Technologies, Otherwise you risk losing the business on one bad apple. ”An employer doesn't want to run the risk that an employee over his head in financial debt will be tempted to steal from a banking customer.
Perfecting the personal reference check
You should always check references to support a hiring decision. Unfortunately, this is made harder by the litigious nature of the corporate world. Many companies are reluctant to do much more than verify a former employee’s job title and dates of employment, for fear that a candidate will sue them for providing a poor reference.
You should be prepared to be creative when calling references. Here are a couple of suggestions that have worked for others.
1. Work through your network -
In the course of the conversation about the candidate’s background, try to identify references that you and the candidate have in common. This is easier for the seasoned recruiter who personally knows hundreds of people in companies across a market or sector and a value-add that can help sell your worth to client companies.
2. Broaden your search -
You can also contact the given references and ask them to suggest others who might have experience with the candidate, offers Joseph Golemo, a branch manager with Minneapolis-based ENRGi Consulting. Everyone knows the people on the first list will give a good reference to the candidate, so you call them and ask some cursory questions,” says Golemo. “Then get to the real purpose of the call, which is to ask: ‘Is there anyone else I can speak to that will be able to provide a reference for this candidate?’.”This second-tier reference will not have been coached or prepped by the candidate, so will probably provide a more balanced view of the candidate’s background and capabilities.
3. Verifying identity -
Still, with all the rigors of a criminal history check, personal interviews, drug screenings, credit checks and reference checks, some companies are starting to take their screen processes a step further—to verify the identity of the candidate.
These companies have their consultants and potential hires fingerprinted at a local bank or police station, according to Golemo. Fingerprinting candidates foils the possibility that an individual may attempt to borrow the identity of another worker in order to get a job they would be otherwise unqualified to perform.<
If you have a viable business idea and are looking to start your own business, it is important that you have a very well written, polished, professional resume. You will need to use your resume, along with your business plan, in order to gain investment opportunities for your business and gets started. Your resume should be written as if you are applying to be a business owner of the organization you wish to start. While this may sounds silly, as you would of course be working for yourself, it is important to show your investors that you have professional experience to run the business you are proposing. Your qualifications, career goals, education and prior experience should all be aligned with your business venture.Once you have started your own business, you will come in contact with vendors, independent contractors, and clients who will want to know what you are
Criminal background checks are insufficient Even when you do perform a criminal records check, keep in mind that it probably isn’t sufficient protection.
National background checks don’t reveal all the offenses on record, according to news reports as there is no national database of felony convictions. Criminal records are filed in more than 3,100 courthouses throughout the United States reporting processes can differ widely, making it difficult and costly to guarantee that a new hire isn’t a law breaker.
27 percent of organizations surveyed said they had suffered serious damages due to a flawed records check, according to Taleo Research. Some of the consequences included workplace fraud (10 percent), employee theft (10 percent), workplace violence (7 percent).
So while you should always contract a reputable credential checking service, such as Verified Credentials, StaffingCheck or ADT, you should complement those reports with additional investigations, including:
- credit checks
- drug tests
- in-person interviews
- informal reference checks
- technical interviews
A 20-year veteran in the staffing industry, Rick Kuula, president of Stillwater, Minnesota-based staffing vendor Solutia Consulting, Inc. meets with every consultant during the hiring process.
Though a technical screening is part of Kuula’s review process, it’s not the main focus.
If we have a feeling that there’s something not right with the candidate and we can’t put a handle on it, we’re better not to pursue it after the first contact,” says Kuula.
It’s not rocket science. It’s spending time with the candidate to get to know them,” says Kuula. The personal touch helps to insure that the candidate is a good fit for the hiring company’s culture and the staffing vendor’s talent pool for the long haul.
Digging deeper into credit history is another step you can take take–especially for candidates assign to financial industry accounts.
“If you care about the quality that you’re presenting, especially to financial institutions, we need to know who we’re submitting," says Tony Williamson, president of Golden Valley, Minnesota-based vendor Ajasa Technologies, Otherwise you risk losing the business on one bad apple. ”An employer doesn't want to run the risk that an employee over his head in financial debt will be tempted to steal from a banking customer.
Perfecting the personal reference check
You should always check references to support a hiring decision. Unfortunately, this is made harder by the litigious nature of the corporate world. Many companies are reluctant to do much more than verify a former employee’s job title and dates of employment, for fear that a candidate will sue them for providing a poor reference.
You should be prepared to be creative when calling references. Here are a couple of suggestions that have worked for others.
1. Work through your network -
In the course of the conversation about the candidate’s background, try to identify references that you and the candidate have in common. This is easier for the seasoned recruiter who personally knows hundreds of people in companies across a market or sector and a value-add that can help sell your worth to client companies.
2. Broaden your search -
You can also contact the given references and ask them to suggest others who might have experience with the candidate, offers Joseph Golemo, a branch manager with Minneapolis-based ENRGi Consulting. Everyone knows the people on the first list will give a good reference to the candidate, so you call them and ask some cursory questions,” says Golemo. “Then get to the real purpose of the call, which is to ask: ‘Is there anyone else I can speak to that will be able to provide a reference for this candidate?’.”This second-tier reference will not have been coached or prepped by the candidate, so will probably provide a more balanced view of the candidate’s background and capabilities.
3. Verifying identity -
Still, with all the rigors of a criminal history check, personal interviews, drug screenings, credit checks and reference checks, some companies are starting to take their screen processes a step further—to verify the identity of the candidate.
These companies have their consultants and potential hires fingerprinted at a local bank or police station, according to Golemo. Fingerprinting candidates foils the possibility that an individual may attempt to borrow the identity of another worker in order to get a job they would be otherwise unqualified to perform.
The business world is busy. The streets are filled with people with their coat and ties on and carrying their suitcases, rushing to get to daily work – imagine the view of Wall Street in New York.You find it quite difficult to schedule and to accomplish multiple tasks simultaneously. Good thing, the online technology makes our stressful lives somehow lighter. Businesses, suppliers, and other services offer their goods online. Because of this, you need not visit stores to buy your supplies or to order your office needs.Take for example purchasing business cards. Before, you’d look for printing and publishing services on yellow pages or ask through referrals. After so, you’d call them on phone and later visit their office to see the sample prints. If you were convinced with their price and service, it is only then you’ll order for your business cards. After a we
- credit checks
- drug tests
- in-person interviews
- informal reference checks
- technical interviews
A 20-year veteran in the staffing industry, Rick Kuula, president of Stillwater, Minnesota-based staffing vendor Solutia Consulting, Inc. meets with every consultant during the hiring process.
Though a technical screening is part of Kuula’s review process, it’s not the main focus.
If we have a feeling that there’s something not right with the candidate and we can’t put a handle on it, we’re better not to pursue it after the first contact,” says Kuula.
It’s not rocket science. It’s spending time with the candidate to get to know them,” says Kuula. The personal touch helps to insure that the candidate is a good fit for the hiring company’s culture and the staffing vendor’s talent pool for the long haul.
Digging deeper into credit history is another step you can take take–especially for candidates assign to financial industry accounts.
“If you care about the quality that you’re presenting, especially to financial institutions, we need to know who we’re submitting," says Tony Williamson, president of Golden Valley, Minnesota-based vendor Ajasa Technologies, Otherwise you risk losing the business on one bad apple. ”An employer doesn't want to run the risk that an employee over his head in financial debt will be tempted to steal from a banking customer.
Perfecting the personal reference check
You should always check references to support a hiring decision. Unfortunately, this is made harder by the litigious nature of the corporate world. Many companies are reluctant to do much more than verify a former employee’s job title and dates of employment, for fear that a candidate will sue them for providing a poor reference.
You should be prepared to be creative when calling references. Here are a couple of suggestions that have worked for others.
1. Work through your network -
In the course of the conversation about the candidate’s background, try to identify references that you and the candidate have in common. This is easier for the seasoned recruiter who personally knows hundreds of people in companies across a market or sector and a value-add that can help sell your worth to client companies.
2. Broaden your search -
You can also contact the given references and ask them to suggest others who might have experience with the candidate, offers Joseph Golemo, a branch manager with Minneapolis-based ENRGi Consulting. Everyone knows the people on the first list will give a good reference to the candidate, so you call them and ask some cursory questions,” says Golemo. “Then get to the real purpose of the call, which is to ask: ‘Is there anyone else I can speak to that will be able to provide a reference for this candidate?’.”This second-tier reference will not have been coached or prepped by the candidate, so will probably provide a more balanced view of the candidate’s background and capabilities.
3. Verifying identity -
Still, with all the rigors of a criminal history check, personal interviews, drug screenings, credit checks and reference checks, some companies are starting to take their screen processes a step further—to verify the identity of the candidate.
These companies have their consultants and potential hires fingerprinted at a local bank or police station, according to Golemo. Fingerprinting candidates foils the possibility that an individual may attempt to borrow the identity of another worker in order to get a job they would be otherwise unqualified to perform.
You can distribute this article any way you wish!!! However you cannot change the content and you cannot claim that is yours.How to make extra money by joining a forum without investing any Money.To earn money you just need to join at this New Forum & without investing any Money.This new type of Forum is very similar to huge Social Sites such as Myspace, Hi5 & Facebook with only difference that it PAYS you to write topics.The Forum will give you money for everything you write in it.You are wondering why a forum will pay YOU to write anything you want, right? The forum earns money from advertisements. The ads are seen by huge number of visitors, that’s why.You are free to choose what topic to write about, for example you can write about hobbies, interests, favourite singers, bands, actors, teams and you can get your earnings at your
Perfecting the personal reference check
You should always check references to support a hiring decision. Unfortunately, this is made harder by the litigious nature of the corporate world. Many companies are reluctant to do much more than verify a former employee’s job title and dates of employment, for fear that a candidate will sue them for providing a poor reference.
You should be prepared to be creative when calling references. Here are a couple of suggestions that have worked for others.
1. Work through your network -
In the course of the conversation about the candidate’s background, try to identify references that you and the candidate have in common. This is easier for the seasoned recruiter who personally knows hundreds of people in companies across a market or sector and a value-add that can help sell your worth to client companies.
2. Broaden your search -
You can also contact the given references and ask them to suggest others who might have experience with the candidate, offers Joseph Golemo, a branch manager with Minneapolis-based ENRGi Consulting. Everyone knows the people on the first list will give a good reference to the candidate, so you call them and ask some cursory questions,” says Golemo. “Then get to the real purpose of the call, which is to ask: ‘Is there anyone else I can speak to that will be able to provide a reference for this candidate?’.”This second-tier reference will not have been coached or prepped by the candidate, so will probably provide a more balanced view of the candidate’s background and capabilities.
3. Verifying identity -
Still, with all the rigors of a criminal history check, personal interviews, drug screenings, credit checks and reference checks, some companies are starting to take their screen processes a step further—to verify the identity of the candidate.
These companies have their consultants and potential hires fingerprinted at a local bank or police station, according to Golemo. Fingerprinting candidates foils the possibility that an individual may attempt to borrow the identity of another worker in order to get a job they would be otherwise unqualified to perform.
While installing your new accounting software you have most likely been asked whether you would like to use one of the default charts of accounts included with the program or develop your own. Unless you are very familiar with setting up a set of financial books you will want to choose from one of the selections offered. And even if you have the experience choosing one of the defaults will save you a great deal of time. But you may ask what if I don’t need all these accounts and how do I know which accounts I should keep. And should I use a numbering system or not? Let me help you by explaining just what a Chart of Accounts is and how to adjust the default list to your needs.First of all a Chart of Accounts in its simplest definition is a list of accounts used to track all financial transactions that flow through a business. This list is typically broken in to eight
3. Verifying identity -
Still, with all the rigors of a criminal history check, personal interviews, drug screenings, credit checks and reference checks, some companies are starting to take their screen processes a step further—to verify the identity of the candidate.
These companies have their consultants and potential hires fingerprinted at a local bank or police station, according to Golemo. Fingerprinting candidates foils the possibility that an individual may attempt to borrow the identity of another worker in order to get a job they would be otherwise unqualified to perform.
It works like this: The candidate is fingerprinted during the screening process. Then on the first day one the job, the new hire is fingerprinted again to ensure the candidate’s fingerprints match the prints on file.
It may seem extreme and time-consuming, but it also ensures you’re providing the best, cleanest candidate for a project. In the long run, it protects you from the negative consequences of making a bad referral, and can preserve a good client relationship for years to come.
Being rigorous also sends a clear message to a hiring company. “It shows that we’re not just throwing resumes over the fence,” says Palmiter. “It shows that we’re doing our jobs and that we’re a valuable resource.”
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