DOT Adds Four Semi-Synthetic Opioids to Drug Testing Panel

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The U.S. Department of Transportation (DOT) announced they are expanding their current drug testing panel to include four semi-synthetic opioids. These opioids are hydrocodone, oxycodone, hydromorphone, and oxymorphone and will now be included in its drug testing panel for DOT regulated industries. These expanded tests were implemented to improve safety in response to the growing opioid epidemic across the country and will be required for DOT-regulated employers starting on January 1, 2018. 

The announcement from the U.S. Department of Transportation said, “Inclusion of these four semi-synthetic opioids is intended to help address the nationwide epidemic of opioid abuse.”

“Also, adding these four drugs, which are already tested for in many transportation employers’ non-DOT testing programs because of their widespread use and potentially impairing effect, will allow the DOT to detect a broader range of drugs being used illegally. Transportation industries are not immune to this trend and the safety issues it raises.”

According to the Center for Disease Control and Prevention (CDC) both prescription and illicit opioids are the primary cause of drug overdose deaths. One study showed that more than six out of ten drug overdose deaths involve an opioid. Since 1999, the rate of opioid overdoses have quadrupled. In 2015, opioids were involved in 33,091 deaths.

On October 26, 2017, President Trump directed the Department of Health and Human Services to declare a public health emergency in response to the opioid crisis. This declaration would allow some grant money to be allocated to fight opioid abuse, hire specialists, and expand telemedicine services to treat people in rural areas.

Statistics from the CDC show that 91 Americans die each day from an opioid overdose. According to one study published in Science Daily, prescription opioid misuse in the United States creates an economic burden of $78.5 billion annually. These costs are from how drug abuse impacts workplace safety, turnover, and employee productivity. Fortunately, avoiding these costs and risks is possible with an effective drug screening policy.

Verified First provides both on-site testing products and off-site lab testing, each with your choice of panels. We’ve partnered with industry-leading labs to speed up turnaround time, improve candidate experience, and consolidate reporting and invoicing. With available electronic chain of custody forms, you can reduce paperwork and improve management of your drug testing process. If you are required to implement a random drug testing program, we can also set up and manage it for you.

If you’re ready to take the next steps in protecting your company from the rising opioid epidemic, please fill out the form below:

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​From a busy hiring manager’s perspective, online criminal record databases seem like a promising way to vet candidates. If you need to quickly fill open positions, it would be game-changing to have a quick, convenient, and cheap way to conduct background checks. It sounds too good to be true—and that’s because it is.

Despite the apparent benefits marketed by online criminal databases, they provide an incomplete and unreliable way to safely screen candidates. There have been many employers who used these databases in good faith, only to end up on the wrong end of a multi-million dollar lawsuit. Before explaining the dangers of online criminal databases, it’s helpful to first examine what they entail and the features commonly touted.

Online criminal databases usually claim to be a repository for criminal records from all states. Their main selling point is their claim to conduct criminal searches online, with results within minutes or even seconds. They are extremely cheap, often offering an unlimited number of searches for only a few dollars. Despite these apparent benefits, they also come with many limitations. Being aware of these limitations will protect you and your company from significant liability when hiring.  

Here are the many pitfalls from online criminal databases:

  1. Many online criminal databases do not require permission from candidates—putting your company at risk for violating the Fair Credit Reporting Act (FCRA).

    One of the selling points of online databases is the ability to search them anonymously. At first glance, it seems advantageous to conduct a search without a person knowing about it. However, under FCRA laws, it is illegal to access someone’s background information without their permission for employment and many other regulated purposes. If you intend to use background information on a candidate to make a hiring decision, you are required to obtain written consent in advance. Many employers who disregarded these regulations have been sued and ended paying millions in settlements.

  2. Online criminal databases are a limited source of information.

    It’s important to note there is no reliable, centralized nationwide database for criminal records. Criminal record files are handled differently based on state and county regulations. Many states and counties only release court records on a ‘pay per record’ system, meaning they are not accessible digitally.

    Even when criminal records are available digitally, they aren’t always hosted online. Many counties and states keep their digital records offline for security reasons. To access them, you need access to local computers where the records are stored.

    In both cases, these factors places records out of reach of online criminal databases.

  3. Information available from online criminal databases are often incomplete.

    Because of the nature of online criminal databases, online searches usually return incomplete information that requires additional research. Even if a criminal record is found, without further investigation, there is no way to verify that the record is accurate and up to date. In the majority of cases, records pulled from an online database are outdated. It’s common for many online databases to only update their records on a monthly or even bi-annual basis.

  4. Records from online criminal databases are often inaccurate with critical errors.

    Online checks often return inaccurate information because they have limited search parameters. Without enough matching personal identifiers, online criminal databases often pull criminal records of candidates with similar names. Because online checks do not verify that records are correct, it leads users to make hiring decisions based on erroneous information. If a candidate is incorrectly flagged by an online criminal database and is denied a job by an employer, it could lead to a costly lawsuit.

  5. Information from online databases may not be considered for employment purposes.

    Because of FCRA regulations, employers may not use certain types of criminal conviction information when making a hiring decision. For example, these could include expunged records and criminal or civil records older than seven years. Many background screening providers, including Verified First, will filter out this information before passing it along to their clients. This protects employers from liability during the hiring process.

    However, because online criminal databases lack human oversight, they often return this type of information when a search is run. When employers are exposed to this information, it creates liability if adverse action is not taken. In other words, if a candidate is denied employment, it places the burden of proof on the employer to demonstrate that the information did not influence their hiring decision. These lawsuits are difficult for an employer to win and can lead to millions of dollars in settlements.

Online criminal databases are a minefield for employers

Although it may be tempting to use online criminal databases, the information provided will not help you make safe hiring decisions. The records you obtain will almost certainly be inaccurate, incomplete, and unreliable. If you want to protect your companies from hefty lawsuits and hire safe candidates, an online criminal database is not the screening approach for you.

The good news is that through implementing best screening practices, a background check can be sped up while still delivering accurate and vetted results. If you want thorough results with excellent turnaround times, fill out the form below. We’ll demonstrate our robust screening options for you, free!
​Two members of our management team, Ian Bellais, Business Development Director, and Amber Cowham, Corporate Trainer, will present an informative webinar on pitfalls to avoid when creating a background screening policy. They will join Patrick Clark, Co-Founder of Hyrell. The webinar is taking place: ​ Tuesday, November 14, 2017 3:00pm Eastern Time This free, educational webinar is expected to last 45 minutes, with an additional 15 minute Q&A session. Here’s information about our presenters below:
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Ian BellaisBusiness Development Director Ian has over 25 years of experience in business development and partner channels. During that time he's helped to successfully launch five companies and has closed large complex deals valued as high as $72 million. Ian has a Master's degree in Sports Business Management and is currently also an Adjunct Professor with Bryan University teaching sales, marketing, customer service and entrepreneurialism.  

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Amber Cowham – Corporate Trainer Amber Cowham is a corporate trainer with more than eight years of experience. Through her work at Verified First, Amber has developed an intimate knowledge of the background screening industry. As the company’s corporate trainer, she developed programs and materials to help employees understand every aspect of the industry, including compliance, best screening practices, verifications, and more. Amber views her colleagues at Verified First as family, which has guided her successful approach in the workplace.  

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​Patrick Clark – Co-Founder of Hyrell Pat Clark is a co-founder of Hyrell. Though he's an attorney by training, he prefers software over courtrooms. Pat helps in defining the product roadmap for Hyrell's flagship Applicant Tracking System and in doing so has developed a deep understanding of best approaches to recruiting and hiring. 

Register Today ​Don’t miss out on the opportunity to learn how to create a background screening policy that protects your company.  Register now to guarantee your spot on Tuesday, November 14th.  
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To reduce liability, background checks are an essential part of the hiring process. Successfully passing a background check is often the final step in a candidate’s journey. Employers are eager to onboard new employees through quick screening, but speed needs to be balanced with delivering accurate and thorough results.

To help employers assess their screening program and improve hiring efficiencies, it’s important to understand the many aspects involved with pre-employment screening. There are many types of background screenings conducted based on industry, position, and job duties. These checks could include a criminal background check, driving record, drug testing, education verification, employment verification, and reference checks.

To allow employers to make safe hiring decisions, these checks must be conducted properly without cutting corners. Here are some examples of delays that could slow down the screening process.

  1. Limitations at the county court level. Researching a candidate’s criminal records at the county court level is one of the most effective because most crimes are prosecuted at this level. However, there is no centralized nationwide database to pull criminal records, so records must be obtained in person. Additionally, some courts mandate that research must be conducted by a local clerk, which could delay the process even further.  

  2. Turnaround time from employers or educational institutions. If a past employer doesn’t quickly respond to a screening request, it will add extra time to the screening process. Additionally, it’s common to expect delays when trying to verify high school education during the summer or holidays, when institutions lack the staff to quickly respond to requests.

  3. Specific jurisdictional requirements in the area being searched. Some jurisdictions require unique authorization forms or additional screening processes to be compliant with state laws.  

  4. Data entry errors or incomplete candidate information. Even the smallest error will cause delays when your screening company needs to follow up to verify information. The most common errors are entering a wrong SSN or misspelling an applicant’s name. Also, if you have a candidate with a common name, forgetting to provide a middle name will increase the time it takes for your screening company to find and verify information.  

  5. Special considerations for screening. There are a few additional factors that may delay turnaround time:  
  • If a position requires several different types of screenings, it will take longer to process.
  • If a candidate has a history outside the United States, it requires additional time to manually check records, interview authorities in that country, and conduct in-depth research.
  • Finally, if a candidate has a common name, such as John Smith, it will take longer to search because of additional records associated with that name.

Focus on the Candidate Experience

Although some delays may be inevitable, it’s important to remember the candidate experience. Even with candidates with nothing to hide, it’s natural for them to feel anxiety about the background screening process. You can help your candidates feel comfortable moving forward through open communication about what to expect.

Let your candidates know what you are screening for and reassure them you have a process to verify that information is accurate and complete. If you experience unanticipated delays, your screening provider should communicate updates to you in a timely manner. An experienced background screening company will let you know what delays have come up and give a projected timeline to resolve them.

If you’re interested in learning how to improve the turnaround time of your background checks, we can help. For a free assessment of your screening efforts, please fill out the form below.

PR Contact: Amanda Hundt, Director of Marketing, Verified First, LLC. ahundt@verifiedfirst.com, direct:
844-520-3872

CEO Devon Dickinson attributes 2,094 Percent Revenue Growth to innovative screening solutions and dedicated employees

Meridian, Idaho November 9, 2017 — Verified First today announced it ranked 75th on Deloitte’s Technology Fast 500™, a ranking of the 500 fastest growing technology, media, telecommunications, life sciences and energy tech companies in North America. Verified First grew 2,094% percent during this period.

Verified First’s chief executive officer, Devon Dickinson, credits the deployment of new technology combined with employee professionalism as being responsible for the company’s 2,094% revenue growth. He said, “The innovation taking place at Verified First is changing the background screening industry. Combined with the dedication and vision from our staff, the result is a world-class company dedicated to changing the way businesses screen employees."

According to Deloitte, companies driving innovative change in their industries is exactly what they are looking for.      


“The Deloitte 2017 North America Technology Fast 500 winners underscore the impact of technological innovation and world class customer service in driving growth, in a fiercely competitive environment,” said Sandra Shirai, vice chairman, Deloitte Consulting LLP and U.S. technology, media and telecommunications leader. “These companies are on the cutting edge and are transforming the way we do business. We extend our sincere congratulations to all the winners for achieving remarkable growth while delivering new services and experiences for their customers.”

“Emerging growth companies are powering innovation in the broader economy. The growth rates delivered by the companies on this year’s North America Technology Fast 500 ranking are a bright spot for the capital markets and a strong indicator that the emerging growth technology sector will continue to deliver a strong return on investment,” said Heather Gates, national managing director of Deloitte & Touche LLP’s emerging growth company practice. “Deloitte is dedicated to supporting the best and brightest companies of the future in the emerging growth company sector. We are proud to acknowledge the significant accomplishments of this year’s Fast 500 winners.”

Overall, 2017 Technology Fast 500™ companies achieved revenue growth ranging from 135 percent to 59,093 percent from 2013 to 2016, with median growth of 380 percent.

About Deloitte’s 2017 Technology Fast 500™

Deloitte’s Technology Fast 500 provides a ranking of the fastest growing technology, media, telecommunications, life sciences and energy tech companies — both public and private — in North America. Technology Fast 500 award winners are selected based on percentage fiscal year revenue growth from 2013 to 2016.

In order to be eligible for Technology Fast 500 recognition, companies must own proprietary intellectual property or technology that is sold to customers in products that contribute to a majority of the company's operating revenues. Companies must have base-year operating revenues of at least $50,000 USD, and current-year operating revenues of at least $5 million USD. Additionally, companies must be in business for a minimum of four years and be headquartered within North America.

Deloitte refers to one or more of Deloitte Touche Tohmatsu Limited, a UK private company limited by guarantee (“DTTL”), its network of member firms, and their related entities. DTTL and each of its member firms are legally separate and independent entities. DTTL (also referred to as “Deloitte Global”) does not provide services to clients. In the United States, Deloitte refers to one or more of the US member firms of DTTL, their related entities that operate using the “Deloitte” name in the United States and their respective affiliates. Certain services may not be available to attest clients under the rules and regulations of public accounting. Please see www.deloitte.com/about to learn more about our global network of member firms.

About Verified First  

Headquartered in Meridian, Idaho, Verified First is the premier background and drug screening company. Our customizable search solutions help companies of all industries validate and verify potential employees. We take pride in our ability to work with organizations of all sizes, and our global reach enables us to solve even the toughest background screening challenges quickly and efficiently. www.VerifiedFirst.com
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​After completing an interview process and finding the candidate of your dreams, completion of a background check is often the final requirement on your hiring checklist. A fast background check helps your company acquire top talent and improve productivity through filling open positions more quickly. With this in mind, it’s not surprising that many hiring managers view turnaround time as the most important factor when conducting a background screening.

Despite this, there are a few considerations that make it difficult to complete a background check quickly. Some factors, such as verification delays from an employer, an inefficient retrieval system for court records, or a slow response from a county clerk, are outside the control of a screening provider. Fortunately, not everything is out of your hands.

There are several things you can do to improve the speed of your background checks:  
  1. Choose the Right Screening Provider

    Some businesses make the mistake of only choosing a screening provider based on cost, rather than quality and turnaround time. However, this approach can actually lead to higher costs if you take into account increased time-to-hire and loss of productivity from unfilled positions. When choosing a provider, it’s beneficial to choose one with business practices streamlined for quick turnaround.

    For example, many providers outsource their workers overseas, which often create longer turnaround times because of a language barrier and a lack of familiarity of the American judicial system. Verified First employs all of their customer service and compliance agents in their Meridian, Idaho headquarters. Our local expertise results in faster turnaround times for our clients.
  2. Leverage the online collection process

    If your provider collects candidate data online, leveraging their process will improve hiring efficiencies. An online ordering progress or applicant tracking system integration creates many benefits for an employer.  It will reduce data errors, duplicate information, and expedite obtaining candidate approval for screening. A smooth online process also improves the candidate experience – creating a stronger brand and impression of your organization.

  3. Provide all applicable documentation

    Screening providers need specific documentation before they can run a background check. Some information is required to run a search, such as a candidate’s SSN and date of birth. Other documentation, such as a signed disclosure and authorization forms, is required to comply with legal requirements such as the Fair Credit Reporting Act (FCRA).

    Before submitting an order directly to your provider, review a checklist of required materials. If you submit an order without required information, it will take more time when your screening professionals need to follow up for more information. Through ensuring your provider has everything they need the first time, you will reduce a delay in the screening process.

  4. Submit your screening request early in the day

    Many screening researchers have dozens of names on their task lists for high-volume search areas. Because orders are typically processed in the order they are received, an early request makes it more likely that your order will begin processing in the same day.  
A Faster Turnaround Time Improves Your Hiring Process

A faster turnaround time has significant benefits for onboarding. If you extend a job offer contingent on passing a background check, a fast turnaround will reduce the chance that a candidate will lose interest or move on to a different offer. Through implementing the above steps, you can mitigate unnecessary delays in your background check turnaround times.

If you want to look for additional ways to speed up your screening process, we can help. For a free assessment of your screening efforts, please fill out the form below.
Meridian, Idaho November 7, 2017 – Verified First has been selected as one of OUTSIDE’s Best Places to Work 2017. Not only are winning companies great workplaces for employees, but they respect the environment and encourage a balance between work and enjoying life in the great outdoors.

“We’re honored to be recognized by Outside’s Best Places to Work,” said Devon Dickinson, CEO of Verified First. “Meridian is an incredible place to grow a company. Having so many opportunities for outdoor recreation in our backyard helps our employees come to work revitalized and eager to contribute to our success.”

“Companies from across the country entered a rigorous two-part survey process to make the winning list,” said Jonah Ogles, Articles Editor at OUTSIDE Magazine.  “The Best Companies Group evaluates each nominated company's workplace policies, practices, philosophy, systems and demographics. There’s also an employee survey to measure personal experience.”

The winning companies are those that value productivity in combination with an active, eco-conscious lifestyle, for a fulfilling experience inside and outside the office. This is OUTSIDE’s tenth year providing the Best Places to Work.

Verified First is a background and drug screening company that deploys robust, customizable pre-employment screening solutions to help thousands of companies validate and verify potential employees. The company encourages employees to find the right balance between work and play. Employees bring Nerf guns to work and also enjoy arcade games, foosball, and access to an on-site gym. With working hours between 7 a.m. and 3:30 p.m., employees also have more time to enjoy 10,000 miles of local trails.   

The complete list of OUTSIDE’s Best Places to Work 2017 is available at OutsideOnline.com. For a list of past winners and for more information on the selection process, visit Bestplacestoworkoutside.com.
For more information on OUTSIDE’s Best Places to Work 2017 or to schedule an interview with an editor, please contact Kailey McGarvey at kailey@rosengrouppr.com or 646.695.7046

About Verified First:  

Headquartered in Meridian, Idaho, Verified First is the premier background and drug screening company. Our customizable search solutions help companies of all industries validate and verify potential employees. We take pride in our ability to work with organizations of all sizes, and our global reach enables us to solve even the toughest background screening challenges quickly and efficiently. www.VerifiedFirst.com

About OUTSIDE:

OUTSIDE is America’s leading active lifestyle brand. Since 1977, OUTSIDE has covered travel, sports, adventure, health, and fitness, as well as the personalities, the environment, and the style and culture of the world Outside. The OUTSIDE family includes OUTSIDE magazine, the only magazine to win three consecutive National Magazine Awards for General Excellence, The Outside Buyer’s Guides, Outside Online, the Outside Podcast, Outside Television, Outside Events, Outside+ for the iPad, Outside tablet edition, Outside Books, and Outside GO, a revolutionary, 21st-century adventure-travel company. Connect with OUTSIDE online, on Facebook, Twitter, Instagram and Pinterest.

ABOUT THE BEST COMPANIES GROUP:

Best Companies Group works with national and local partners around the country and internationally to establish and manage “Best Places to Work,” “Best Companies,” and “Best Employers” programs on a national, statewide, regional and industry basis. Through its thorough workplace assessment, utilizing employer questionnaires and employee-satisfaction surveys, BCG identifies and recognizes companies who have been successful in creating and maintaining workplace excellence.
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After careful review, Assembly Bill 168 (AB 168) was recently signed by California Governor Jerry Brown. This bill impacts the hiring process for all employers, including state, local government employers, and the Legislature.

These are the requirements California employers need to keep in mind:


  1. Employers cannot use salary history to determine whether to offer employment.
  2. Employers cannot use salary history to determine what salary to provide.
  3. Employers cannot ask for salary history.
  4. Employers must share the pay range for a position upon reasonable request.

Requiring salary history has been hotly debated. However, there are benefits from this new legislation. Savvy businesses will understand how to change their hiring process and create positive outcomes. Here are some examples of how the bill can help HR Managers:

  • Help create a diverse workplace. Studies show that diverse leadership teams create greater profits. However, research from McKinsey notes only 3 percent of U.S. companies have senior leadership teams that represent the U.S. workforce. Racial pay gaps can be as high as 50 percent and gender pay gaps as high as 22 percent. Removing salary history could eliminate a barrier to entry for some applicants.  

  • Focusing on the job, rather than on past salary, is more productive for all parties. There are many factors that influence salary range, such as the value of the role, specific skills, and management experience. When salary history isn’t required, it encourages applicants to share pay expectations and explain why. This helps hiring managers assess each candidate.

  • Removing salary history questions encourages candidates to highlight their value. When candidates know disclosing salary history is not required, it changes their approach. They will focus on the role, requirements, and the value they can provide to an employer. Some candidates have been underpaid, so past salary doesn’t always show their true value.  

  • Candidates will educate themselves on fair compensation. There are many free resources to help candidates assess their worth, which include local pay reports and online tools from Glassdoor. When candidates can justify an expected pay range, it streamlines negotiation.

Broader Implications Outside California

Lawmakers are starting to view salary history requirements as  responsible for wage inequality. Oregon, Massachusetts, and Delaware also prevent employers from asking about salary history. Similar laws are being reviewed in about two dozen other states. Because of this trend, it’s wise to avoid using salary history to evaluate candidates.

Verified First’s compliance team accounts for these laws and many other state requirements, when conducting pre-employment screening. For example, our user-friendly screening portal does not allow Californian clients to request salary during data collection. For a demo of our portal and/or a free assessment of your screening efforts, please fill out the form below.
Every company understands that employee turnover is a cost of doing business. However, many companies don’t fully understand how effective background screening can help mitigate these costs. An effective screening program reveals information that helps your company avoid a lot of future problems, such as absenteeism, bad performance, workplace violence, fraudulent workers compensation claims, and more. 

Background screening gathers information that allows hiring managers to thoroughly assess a job candidate, helping them make informed hiring decisions. Through making the right hiring decision the first time, employers can avoid the considerable impact of turnover.  
 
Employee Turnover Has Both Hard Costs and Indirect Costs

A study from the Center for American Progress states that the cost to replace a bad hire is approximately 20% of an employee’s salary. This cost is factored through examining how 
companies experience a productivity loss when someone leaves, pay for hiring and training new workers, and have slower productivity until a new employee gets up to speed. For the average worker, this cost can range between $6,000–$15,000. 

Aside from hard costs, turnover creates other negative impacts that affects the bottom line of a business. If a bad hire was influential with your staff, replacing them could be demoralizing for current employees, leading to weaker production. A sudden departure could also act as a red flag and encourage other employees to leave the company. Finally, a sudden loss of an employee creates a burden for other employees and teams that relied on that individual. These challenges are exacerbated in high impact positions, where the new hire commands a greater salary and has more influence in your company. 

Background Screening Evaluates Candidates 

To reduce the impact of turnover, background screenings are a sound business practice. There are many types of background screenings that allow you to uncover specific information about a candidate:

Read More at Reliance Brokers
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Jessica Muir (HR Specialist) with Zach Townsend (HR Director)
By Zach Townsend, HR Director

Held annually, Professional Networking Week presented by COBE Career Services is a great opportunity to introduce students to employers in a week-long series of events. As HR Director for Verified First, I had the privilege to represent the company on a business panel of experienced professionals: The panel focused on best practices for students to break into their field and successfully establish themselves in the workforce. The panel discussed four key points that young professionals should keep in mind:
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1. Make your resume and cover letter align with the job description

Every job description acts as a hiring blueprint. When submitting job applications, it’s critical to ensure that an HR professional can instantly see alignment between your resume and the job posting. Never lie on a resume, especially because many employers can conduct employment verifications that can easily identify fabrications. (If you need help with verifications, here’s a great company to contact.)

If you don’t meet all the qualifications, a cover letter can help explain gaps or perceived deficiencies in your skills or work history. For example, if the job description states two years of work experience is required and you’re new to the workforce, your cover letter can explain how your other qualifications can address this gap. For instance, serving in leadership for student organizations is relevant experience that a hiring manager may consider when reviewing your application.

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2. Present yourself in the best possible light

To land a job, it’s important to bring the “wow factor” in every aspect of how you present yourself. Here are some examples:
  • Be articulate. Speak cohesively about the unique value you bring to the company. Being inarticulate or lacking confidence will cause you to fade into the background of the many other candidates interviewing for your position. If you are unable to demonstrate why the hiring manager should hire you over other candidates they are meeting with, chances are you will not be selected. Be sure to understand the value you bring to the organization.

  • Dress a step above the company’s day to day culture when interviewing. For example, if business casual is the norm for the company you interview with, wear a suit or a nice shirt and tie. Regardless of the job you’re applying for, it’s never appropriate to show up in jeans and tennis shoes.

  • Present yourself appropriately for your role. Because each job position is different, consider which aspects of your personality and skillsets would be most valuable to focus on. For example, if interviewing for an HR position, it’s valuable to focus on showing empathy and ability to relate to people. In contrast, if you were interviewing for a sales position, it would be wise to focus on your ability to persuade and be convincing.

    Conversely, be sure to not screen yourself out of the role. For example, if interviewing for a managerial role, don’t discuss how much you dislike confrontation as it is likely to be a part of the job. In the interview, it is your job to paint a picture for the hiring manager of you being able to do the job, so all your answers should reflect this.


  • Show a track record of success. Everyone has accomplishments that need to be conveyed to an employer during the interview process. Even if you don’t have a lot of work history under your belt, you may use examples about volunteer experience, academic accomplishments, and other instances that show how you provide value.  

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3. Be willing to take on other responsibilities that weren’t originally part of your job

Companies are constantly evolving and the same applies for jobs. Over your career, you’ll often be called to take on tasks that weren’t initially part of your job description. Instead of running from these opportunities, embrace and learn from them.

One example in our company is Elvin Croswhite, our Director of Client Services. He started at an entry-level position without any industry experience. Due to his ability to work hard and learn new things that met our company’s changing needs, he worked his way up the ranks quickly in only a few years. In fact, because of his tenacity and focus, he’s helped develop many departments. Like Elvin, your willingness to act and do whatever it takes to get the job done will create significant opportunities for you down the road.

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4. Show humility

Regardless of the level of talent new hires brings to an organization, their careers will eventually stall without humility. When you enter the workforce, you’ll be required to learn new things quickly - there will be many days where it will feel like drinking from a fire hose. Without humility, you will be unable to adapt and meet the needs of your company. Try not to take yourself so seriously that you become difficult to be around. It’s selfish to think that we can do everything ourselves, so be sure to learn from others whenever possible.

Having talent without humility often causes fundamental attribution error. Laszlo Bock, Senior Vice President of People Operations (human resources) at Google explained:

“Successful bright people rarely experience failure, and so they don’t learn how to learn from that failure …They, instead, commit the fundamental attribution error, which is if something good happens, it’s because I’m a genius. If something bad happens, it’s because someone’s an idiot or I didn’t get the resources or the market moved.”

Developing humility early on will help you learn from both your accomplishments and your  mistakes. Developing this self-awareness will help you make the right moves early on in your career!

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Final Thoughts

The students I met at Boise State University were enthusiastic and made a strong impression on members of my panel. I was impressed with the insights shared by the fellow members of my panel and was honored to share the spotlight with them.

As Verified First grows, we look forward to developing a robust talent pipeline through recruiting students from Boise State. For information about our current positions, please click here.

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Zach is an HR professional with over 12 years of HR-experience in the financial, non-profit, and B2B sectors. His career has found him as the chief HR visionary of firms that have received national and local accolades including Best Places to Work, Top Company Culture, & Fastest Growing Companies. Zach has served on the board of nonprofits, and has consulted to bring HR structure to many start-ups. In addition to being dually certified as a PHR and SHRM-CP, Zach teaches Staffing and Training as Boise State University and is a Gallup-certified StrengthsFinder Coach.  Zach holds a BBA and a Master's degree in HR Management from BSU & the University of Connecticut, respectfully.  

PictureTommy Cheng (President) and Devon Dickinson (CEO)
When our founders, Devon Dickinson and Tommy Cheng, started Verified First, they found inspiration from legendary business consultant Jim Collins. In his famous book, From Good to Great, Collins argues that companies prosper through making human capital their first priority.

Collins compares a business to a bus with the leader as a bus driver. For a company to get to its destination, it’s critical to get the right people on the bus and keep the wrong people off the bus. Starting with “who” instead of “what” helps businesses adapt to a changing world and change direction to be successful.

Even if you have great vision, a lack of great people will still create a mediocre company. Our founders took this advice to heart not only when building the team for Verified First, but also when determining our company’s purpose: To make companies great by helping them make effective hiring decisions.

We wholeheartedly believe that background screenings are essential in helping companies build the strongest team possible. There are three ways that background checks help companies make effective hiring decisions:

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​1. Verify that candidates are qualified for open positions

To grow your company, you need to hire candidates with the right skillsets. One of the challenges of hiring is that candidates often embellish their resumes and job qualifications, which has increased dramatically in the last few years. According to a 2017 article from Inc. Magazine, 85% of employers caught lies on resumes or applications, a significant increase from 66% of employers five years ago. Screening for education and employment verifications will help you get the right people on the bus. 

2. Avoid hiring unsafe employees that would put your employees and clients at risk

Because people are your greatest asset, it’s imperative to screen out candidates that could pose a threat to your employees or clients. According to the Bureau of Labor Statistics, almost 2 million Americans report being victims of workplace violence annually. If your employees frequently interact with customers, there’s an even greater need to ensure that your staff is trustworthy. Aside from protecting the physical safety of clients, employees also need to protect their client’s personal and sensitive information from unscrupulous employees. 

3. Avoid hiring dishonest employees 

Each year, billions of dollars worth of inventory is lost due to employee theft. Aside from losses in physical property, the Association of Certified Fraud Examiners reported that the average business loses 5% of their revenue to fraud annually. Smaller businesses experience higher median losses than larger businesses, making them particularly vulnerable. 

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Making Companies Great Requires a Better Approach To Background Screening

Although background screening has been helping companies make hiring decisions for decades, our founders saw a better way to conduct this process. They recognized a lack of innovation taking place in the industry and felt the process needed to be approached differently. To better serve our clients, we’ve designed our entire company around making background screenings quick, intuitive, and with minimum liability.

We built our own software platform to make background screenings faster, which improves time-to-hire and helps companies to lock down top talent. It’s also designed to reduce human error that could put a client at risk with the Fair Credit Reporting Act (FCRA) and Equal Employment Opportunity Commission (EEOC) laws, which reduces the risk of costly lawsuits.

Our team also pioneered a way to easily integrate our screening tools into Applicant Tracking Systems (ATS). A typical system integration usually takes between 4–6 weeks, costing hundreds of dollars and causing delays in processing candidates. However, through our patent-pending process, our background screening tools can be integrated within minutes, allowing clients to fill positions without any system delays. ​

Because the human element of a business is so important, we also took the lessons of Jim Collins to heart when building our team. Unlike many background screening companies who outsource work overseas, we hired in the United States and placed all agents in our Idaho headquarters. Because our American agents have a better understanding of our judicial system, they verify information more rapidly than overseas workers. Through consolidating our team in the same location, we can also provide better training and improve the quality of their efforts. 

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Improving Background Screening Helps Take a Company From Good to Great

We are passionate about our mission because an improved screening process helps take a company to greatness. A better approach to background screening provides the following benefits: 

  • Lock down top candidates that can grow your company. Talented professionals often receive multiple job offers and it’s also become common for many candidates to continue interviewing after accepting a job offer. Faster background screenings will improve your time-to-hire and help with talent acquisition.

  • Increase your company’s profitability through eliminating lag time between candidate selection and start date. An efficient background screening process will reduce hiring bottlenecks, freeing up time and resources for other initiatives. 

  • Screen out the wrong people that detract from your company’s mission. A thorough vetting process will screen out bad candidates and also help you avoid legal liabilities with negligent hiring claims. 

​​Verified First Exists to Help Take Your Company to Greatness 

It’s well documented that people are the greatest asset in every company. In a tightening labor market, companies need to improve their time-to-hire to be competitive and lock down the best talent. If you’d like to learn how we can help your company on its path to greatness, fill out the form below and a background screening consultant will contact you. 

Reliance Brokers logo


Verified First, the premier background and drug screening company in North America, announced a partnership with Reliance Brokers, the nation’s premier PEO and Employer Services wholesale brokerage firm. This partnership will allow Reliance Brokers to identify and refer clients who will benefit from Verified First’s comprehensive background screening tools.
 
Verified First’s portal allow users to quickly request a variety of background screenings on prospective employees. The portal interface is intuitive and designed to encourage users to observe FCRA and EEOC laws that govern background screenings, making it easier to comply with these important regulations. These features, combined with Verified First’s proprietary technology, significantly improve time-to-hire when screening candidates.
 
These features are valuable for Reliance Brokers’ clients, who rely on the company’s expertise to identify the best solutions for their workforce needs. Through the company’s vast network of independent agents, brokers, and general agencies across the country, Reliance Brokers is able to quickly find cost-effective services for the companies they serve. This new partnership will allow Reliance Brokers to place affordable, intuitive background screening solutions into the hands of its clients.

“Reliance Brokers has a well-deserved reputation for providing excellent customer service and finding the best solutions to help clients significantly reduce their overhead. We’re honored by the opportunity to help their clients reduce costs and streamline the hiring process through our background screening solutions,” said Devon Dickinson, CEO of Verified First.
 
Reliance Brokers also believes the partnership is a great fit for their clients.
 
Chris Carlino, CEO of Reliance Brokers, said, “I have researched and used a number of background screening companies through the years.  There really hasn’t been much of a difference between vendors outside of pricing.  I was really impressed with Verified First’s technology platform that integrates with most all of my client’s ATS and management systems.  Verified First has set themselves apart from any other screening vendor I have researched by their seamless integration technology and instantaneous results for most background checks.  We are excited to partner with Verified First and offer the best in class background screening services to our clients.”

About Reliance Brokers

Reliance Brokers is the nation's premier PEO MGA and Employer Services wholesale brokerage firm. Providing the most qualified and cost effective solution for our clients is our mission. Unparalleled service, support, and transparency to every client is quintessential in our approach to business and ensures a smooth transition to the new outsourcing solution.  Reliance Brokers was founded on the principle of maintaining an ethical standard and professionalism that is often missing from this industry.  

About Verified First

Headquartered in Meridian, Idaho, Verified First is the premier background and drug screening company. Our customizable search solutions help companies of all industries validate and verify potential employees. We take pride in our ability to work with organizations of all sizes, and our global reach enables us to solve even the toughest background screening challenges quickly and efficiently. www.VerifiedFirst.com

Contact: Ian Bellais, Director of Business Development, Verified First, LLC. ibellais@verifiedfirst.com, direct: 888-852-8504

In-house screening tools will allow hiring managers to select top candidates

HireScore by Stang Decisions Systems

Verified First, the premier background and drug screening company in North America, announced that their screening tools are available through integration with Stang Decision Systems (SDS), a talent analytics firm that leverages advanced analytics to help companies make the best hiring decisions. Verified First brings a wide variety of background verification services to companies who utilize Stang Decision Systems. The SaaS applications offered by Verified First are integrated via a patent-pending technology. 

Verified First’s integration can be completed within minutes at no cost to the user. Once complete, Verified First’s portal allows users to request a variety of background screenings on prospective employees. The portal interface is intuitive and designed to encourage users to comply with FCRA and EEOC laws that govern background screenings, making it easier to comply with these important regulations as they make hiring decisions.  

These features have great alignment with the benefits Stang Decision Systems provides through its HireScore Talent Portal, which helps hiring managers automatically rank order and choose the best candidates. Stang Decisions Systems provides tools and processes that allow human resources professionals to hire for targeted skills, aptitude, and cultural fit. Through this data-driven, methodical approach to hiring, Stang Decision Systems helps improve productivity and safety, increase sales, and reduce turnover. 

This approach creates a strong competitive advantage for clients during the hiring process. As candidates apply for positions, their HireScore solution provides an intuitive way to evaluate candidates and rank them accordingly. With the addition of background screening solutions within the HireScore portal, companies have powerful new tools to vet top candidates. 

“Stang Decision Systems has a clear track record of helping hiring managers find and retain top talent. We’re excited to partner with a company that empowers clients to make the best hiring decisions,” said Devon Dickinson, CEO of Verified First.  

The leadership team from Stang Decision Systems also praised the new partnership, as Verified First is the first background screening provider to integrate with their HireScore portal. Spencer Stang, CEO of Stang Decision Systems notes, “By integrating state of the art background checking into the HireScore Talent Portal we have made it easier than ever for clients to quickly and accurately find, rank, and hire top performers.”

About Stang Decision Systems

We are a lean, proven, pace-setting talent analytics firm. Our passion is helping our clients and partners make the best decisions possible about hiring and developing employees. We know the best decisions are made with the best up front data about each job, first of all, and then, about the candidates. We help you define, discover, and differentiate that data, so that you have much better odds of achieving a great fit. The HireScore Talent Portal allows you to see a real-time ranking of all of your job candidates using a process that is six times as accurate as a standard hiring process. On average, employers would re-hire 95% of the people they hire using HireScore. www.StangDS.com


About Verified First

Headquartered in Meridian, Idaho, Verified First is the premier background and drug screening company. Our customizable search solutions help companies of all industries validate and verify potential employees. We take pride in our ability to work with organizations of all sizes, and our global reach enables us to solve even the toughest background screening challenges quickly and efficiently. www.VerifiedFirst.com

Contact: Ian Bellais, Director of Business Development, Verified First, LLC. ibellais@verifiedfirst.com, direct: 888-852-8504 . 

For the second year in a row, Verified First honored as "Talent Acquisition and Retention Solution Provider of the Year"

2017 Gold Stevie Award
Verified First is the winner of a Gold Stevie® Award in the Talent Acquisition and Retention Solution Provider of the Year category in the second annual Stevie Awards for Great Employers.
 
The Stevie Awards for Great Employers recognize the world’s best employers and the human resources professionals, teams, achievements and HR-related products and suppliers who help to create and drive great places to work.
 
Nicknamed the Stevies for the Greek word meaning “crowned,” the awards were presented to winners at the Marriott Marquis Hotel in New York on Friday, September 22.
 
More than 500 nominations from organizations around the world were submitted this year for consideration in a wide range of HR-related categories, including Achievement in Workplace Safety & Compliance, Employer of the Year, and Employee Relations Solution Provider of the Year, among others. Verified First was nominated in the Talent Acquisition and Retention Solution Provider of the Year category and awarded the Gold for the second year in a row.
 
“We are excited to be recognized again for our accomplishments,” said Devon Dickinson, CEO of Verified First. “Our growth and success as a company is due in large part to our amazing culture and the talent of our staff. Their efforts are what enable us to help our clients attract, hire, and retain the best talent.”
 
More than 50 professionals worldwide participated in the judging process to select this year’s Stevie Award winners.
 
“The judges were impressed with the quality of entries we received in the second annual Stevie Award for Great Employers. The dedication these Stevie-winning organizations have to providing great workplaces for employees was evident in each nomination,” said Michael Gallagher, president and founder of the Stevie Awards.
 
Details about the Stevie Awards for Great Employers and the list of 2017 Stevie winners are available at www.StevieAwards.com/HR.

Cangrade logo
Verified First, the premier background and drug screening company in North America, announced that their screening tools are available through integration with Cangrade, an applicant tracking system (ATS) that leverages predictive analytics to help companies make the best hiring decisions. Verified First brings a wide variety of background verification services to companies who utilize Cangrade’s system. The SaaS applications offered by Verified First are integrated via a patent-pending technology. 

Verified First’s integration can be completed within minutes at no cost to the user. Once complete, Verified First’s portal allows users to request a variety of background screenings on prospective employees. The portal interface is intuitive and designed to encourage users to comply with FCRA and EEOC laws that govern background screenings, making it easier to comply with these important regulations. These features, combined with Verified First’s proprietary technology, significantly improve time-to-hire when screening candidates.

These features have great alignment with Cangrade’s platform, which uses in-depth assessments to predict future job performance from candidates. Through measuring hard and soft skills, Cangrade improves time-to-hire through allowing hiring managers to quickly identify the best candidates for open positions. This new partnership with Verified First will create additional hiring efficiencies through placing background screening solutions within Cangrade’s software. 

“Cangrade’s unique solutions are a powerful way to quickly move candidates through the talent pipeline. Because time-to-hire is an important competitive advantage, our partnership will provide great value to their clients,” Tommy Cheng, President of Verified First. 

Cangrade’s leadership team were also quick to see the value from this new partnership.

“Our partnership with VerifiedFirst provides our clients with a one-stop-shop for easy and effective hiring tools.  We are excited to offer our clients the ability to seamlessly integrate background and drug screening into their hiring process.” – Gershon Goren, Founder & CEO of Cangrade.

About Cangrade

Cangrade helps businesses hire the best people by uniquely combining predictive analytics with an easy to use candidate management system. Cangrade measures both hard skills and softer personality traits to fully evaluate a candidate. Based upon its unique, cloud-based Candidate Assessment Platform™ (CAP), Cangrade uses millions of real world data points to automatically grade every candidate and predict future job performance. By reducing bad hires, Cangrade dramatically lowers hiring costs while boosting business performance. Cangrade, helping businesses hire the best people. For more information, visit www.cangrade.com.

About Verified First

Headquartered in Meridian, Idaho, Verified First is the premier background and drug screening company. Our customizable search solutions help companies of all industries validate and verify potential employees. We take pride in our ability to work with organizations of all sizes, and our global reach enables us to solve even the toughest background screening challenges quickly and efficiently. www.VerifiedFirst.com

Contact: Ian Bellais, Director of Business Development, Verified First, LLC. ibellais@verifiedfirst.com, direct: 888-852-8504



We’re excited to have two team members, Elyzabeth Ambra, Director of Compliance, and Jared Balint, VP of Sales, present an informative webinar on how background screening protects multiple facets of your business. Pre-employment screening helps protect key assets ranging from physical property to your brand’s reputation. Elyzabeth and Jared will join Edna Nakamoto, CEO of  The Applicant Manager  (TAM), who was honored by  RecruitingBlogs.com as being one of the top women in HR technology worth watching.

The webinar is taking place:


Thursday September 14, 2017
9:30am PST/12:30pm EST


It’s free to attend, but space is limited to 100 — register now to lock down your spot. Here are the bios of our presenters below:
Edna Nakamoto – CEO of TAM
Edna Nakamoto  CEO of TAM

​Edna Siu Nakamoto, Founder and Principal Consultant, has over 25 years of experience creating and implementing Human Resources policies and programs. In addition to her work as our principal consultant, she has worked in higher education, high tech, small businesses, and non-profits in a broad range of Human Resources roles including Chief HR Officer, Director, and individual contributor. She has a unique combination of skills and experience as an organizational strategist and visionary, HR compliance expert and technology superuser.

Edna contributes to the community by serving on the Boards of non-profit and professional organizations and donates time and resources to community organizations. She has also achieved certification as a Senior Professional in Human Resources (SPHR) from the HR Certification Institute (HRCI) and serves on the SHRM Measures and Metrics taskforce. In addition she is a Kolbe Certified consultant.

PictureElyzabeth Ambra – Director of Compliance
Elyzabeth Ambra – Director of Compliance

Elyzabeth joined Verified First with over 14 years of experience in the background screening industry. She has well-rounded industry knowledge, developed through various positions that involved every aspect of background screening. She was key to the development of Verified First’s compliance department through implementing policies and procedures that improved the company’s turnaround time, accuracy, and compliance with all federal and state laws. Elyzabeth earned a B.S. in Criminal Justice and Public Administration from the University of Phoenix and is certified in FCRA laws through the National Association of Professional Background Screeners (NAPBS).

PictureJared Balint – Vice President of Sales

​Jared Balint – Vice President of Sales

Jared Balint is the Vice President of Sales for Verified First.  He has almost 20 years of experience in business development, General Management and sales leadership.  He has partnered with over 100 businesses in multiple industries and has the knowledge and perspective when it comes to crafting compliant, efficient and economical background screening policies for his partners.  His goal is to find the right balance in compliance, service, cost and most importantly security when advising his clients.

                                                    Register Today

​Don’t miss out on the opportunity to learn about the benefits of background screening from our industry experts. Register now to guarantee your spot this Thursday, September 14th.  
Verified First, the premier background and drug screening company in North America, announced that their screening tools are available through integration with The Application Manager (TAM), a customizable, cloud-based applicant tracking system. As the premier pre-employment screening provider, Verified First brings a wide variety of background verification services to companies who utilize TAM’s system. The SaaS applications offered by Verified First and TAM are integrated via a patent-pending technology developed by Verified First.

Verified First’s integration can be completed within minutes at no cost to the user. Once complete, Verified First’s portal allows users to request a variety of background screenings on prospective employees. The portal interface is intuitive and designed to encourage users to comply with FCRA and EEOC laws that govern background screenings, making it easier to comply with these important regulations. These features, combined with Verified First’s proprietary technology, significantly improve time-to-hire when screening candidates.

These screening tools are valuable for companies who use TAM to rapidly move prospective employees through the hiring process. TAM supports their clients through providing a simple, configurable solution that tracks and manages virtually every aspect of talent acquisition. This new partnership with Verified First will create additional hiring efficiencies through placing background screening solutions within TAM’s customizable software.

“We were impressed by how The Applicant Manager provides a comprehensive and intuitive approach to the hiring process. Their platform’s ease of use has great synergy with our software, which will provide additional value to their clients,” said Tommy Cheng, President of Verified First.

The leadership team at TAM were also strong advocates of this new partnership.

Edna Nakamoto, CEO of The Applicant Manager, said, “From our initial conversations, we could see that the team at Verified First is as committed as we are to providing a quality experience at a cost effective price and with responsive service.”
iRecruit logo
Verified First is pleased to announce we have partnered with iRecruit to streamline the hiring process through the integration of pre-employment background screening services. The SaaS applications offered by Verified First and iRecruit are integrated via a patent-pending technology developed by Verified First.

Verified First provides one of the quickest and most efficient background and drug screening services on the market today. iRecruit is an easy to use applicant tracking and recruiting software that includes an electronic onboarding component.

Managing Partner of iRecruit, Brian Kelly, said today, “For several years, clients have been asking us about integrating iRecruit with a background screening provider. Over the years we have researched several screening services. It wasn’t until we came across Verified First that we were willing to make the move. Verified First has phenomenal customer service, and the integration process was so quick and smooth, we knew it would be both easy for our customers to use and provide excellent value. We’re pleased to offer this new integration to our customers.”

It’s easy to use! You can order your background check, and access results directly from the applicant profile page on your iRecruit account. Verified First collects the background check authorization directly from the candidate, and you can select the type of background check you want to do including Social Security Address Trace, Nationwide Criminal Database, and more. All results adhere to the Fair Credit Reporting Act. Seamless integration improves your hiring workflow so customers can perform background checks faster, and for less!

Surge Resources logo

Verified First, the premier background and drug screening company in North America, announced a partnership with Surge Resources, a PEO which offers world class human resources services to growing companies. This partnership will allow Surge Resources to leverage Verified First’s comprehensive background screening tools to vet prospective employees.

Verified First’s portal allow users to quickly request a variety of background screenings on prospective employees. The portal interface is intuitive and designed to encourage users to observe FCRA and EEOC laws that govern background screenings, making it easier to comply with these important regulations. These features, combined with Verified First’s proprietary technology, significantly improve time-to-hire when screening candidates.

These features are valuable for Surge Resources, which delivers comprehensive human resources services to a wide variety of clients. Through providing clients with a workforce management program customized to their individual needs, their clients can develop the best workforce possible while focusing on growing their businesses. The addition of Verified First’s background screening tools will allow Surge Resources to provide even more value to clients. 

“Surge Resources is well positioned to deliver background screening solutions,” said Devon Dickinson, CEO of Verified First. “Through their consolidation of HR services, Surge Resources saves significant time for their clients and helps them attract and retain a healthy workforce.” 

Surge Resources also finds mutual value from the partnership. “After trying several other background search companies, we are so pleased with Verified First.  The ease and logic of on-line usage and the speed with which they deliver results are unparalleled in our experience.  We especially benefit from email transmission of the authorization to our new, far-flung, hires,” said Jay Printzlau, General Counsel.

About Surge Resources

Founded in 1987, Surge Resources, Inc. has never wavered from its vision of offering world class human resources services to innovative growing companies. Today, we are in partnership with hundreds of diverse business entities in multiple states and co-employ thousands of people. Surge provides its clients with a total workforce management program customized to their individual needs. This enables our clients to attract and retain the best possible workforce while never losing focus of their top priority - running and growing their business.

About Verified First

Headquartered in Meridian, Idaho, Verified First is the premier background and drug screening company. Our customizable search solutions help companies of all industries validate and verify potential employees. We take pride in our ability to work with organizations of all sizes, and our global reach enables us to solve even the toughest background screening challenges quickly and efficiently. www.VerifiedFirst.com

Contact: Ian Bellais, Director of Business Development, Verified First, LLC. ibellais@verifiedfirst.com, direct: 888-852-8504

In-house screening tools will significantly improve speed of hiring

Greenhouse logo

​Verified First and Greenhouse have partnered to streamline the hiring process by adding powerful background screening tools to Greenhouse’s talent acquisition and recruitment management platform. As the premier pre-employment screening provider, Verified First brings a wide variety of background verification services to recruiting professionals who utilize the Greenhouse system. The SaaS applications offered by Verified First and Greenhouse are integrated via a patent-pending technology developed by Verified First.
 
Verified First’s integration can be completed within minutes at no cost to the user. Once complete, Verified First’s portal allow users to request a variety of background screenings on prospective employees. The portal interface is intuitive and designed to encourage users to comply with FCRA and EEOC laws that govern background screenings, making it easier to comply with these important regulations.
 
“We are passionate about helping our customers improve the speed and efficiency of the hiring process, which is why we’re excited to partner with Verified First. After our customers find the right candidate through Greenhouse’s platform, they can hire with confidence through Verified First’s comprehensive and rapid approach to background screening,” said Dane Hurtubise, VP of Platform and Partnerships at Greenhouse.
 
Greenhouse’s vision to improve the recruitment and talent acquisition process also resonated with Verified First’s leadership team.

“We’ve found a kindred spirit in Greenhouse, who clearly understands how improving the speed of the hiring process helps companies acquire top talent. Making background screening available inside their platform will streamline the recruitment process for their clients and allow them to quickly lock down high-quality candidates,” said Devon Dickinson, CEO of Verified First.

About Greenhouse

Greenhouse Software designs tools that help companies source, interview, hire and onboard the right talent. Headquartered in New York City with an office in San Francisco, Greenhouse was founded by Daniel Chait and Jon Stross. Recognized as the 2017 Best Place to Work in the U.S. by Glassdoor, the Greenhouse team currently works with over 1,500 of the world's most innovative people-driven companies, including Airbnb, Slack, Snap Inc. and more. To learn more or request a demo, visit greenhouse.io.

About Verified First

Headquartered in Meridian, Idaho, Verified First is the premier background and drug screening company. Our customizable search solutions help companies of all industries validate and verify potential employees. We take pride in our ability to work with organizations of all sizes, and our global reach enables us to solve even the toughest background screening challenges quickly and efficiently. www.VerifiedFirst.com

Contact: Ian Bellais, Director of Business Development, Verified First, LLC. ibellais@verifiedfirst.com, direct: 888-852-8504

Last week, we made the announcement that Verified First, the premier background and drug screening company in North America, was ranked #198 on Inc. magazine’s list of America’s fastest-growing companies. This placed Verified First as Idaho’s highest ranked company on the Inc. 5000 this year, which was a significant milestone for our company. We’re honored by the accomplishment and it’s given us an opportunity to look back and reflect on the growth of our company. 

Growth doesn’t happen overnight and our Inc. listing was only made possible through strong leadership, strategic vision, and the hard work of our great employees. Here are some important lessons we’ve learned that can be applied to any growing company.
Tommy Cheng, President, and Devon Dickinson, CEO, Verified First
Tommy Cheng, President, and Devon Dickinson, CEO, Verified First

Help employees understand your vision and invest in them accordingly

Verified First had humble beginnings as a startup with only a handful of people. In the formative stages of our company, we started in an old building with legacy equipment. Our budget was limited and didn’t allow us to provide many benefits and a high starting wage to employees. Although these were obstacles early on, we quickly realized our greatest challenge wasn’t our infrastructure or employee benefits—it was finding and retaining employees who believed in our vision.

We knew the company was going to grow and we wanted employees who would grow with us. We learned the best way to retain employees was to help them develop passion about background screening. When our employees understood our purpose, they became eager to contribute to our ambitious plan to disrupt the industry.

We help our employees develop passion through breaking down how correctly implemented background screening affects their lives. Everyone wants to trust the people they work with—no one wants to end up a statistic of workplace violence that sometimes occurs because of a negligent background screening. During the training process, we also ask our staff to consider their families and how accurate background screening protect the safety of the people they love.

Making our mission relatable to our employees makes a significant difference in the quality of our team. We recognize when our employees understand our mission because their passion fuels their performance. Our leadership team invests extra time mentoring staff members who understand our vision and apply themselves—and it’s paid off immensely for our company.

Company culture is a sustainable competitive advantage

Creating a strong company culture supports employee retention, stronger recruiting, customer loyalty, and greater productivity. Everyone in an organization helps create company culture and leaders needs to engage their employees in this process.  

When Verified First was formed, its leadership team realized the importance of building and retaining a winning company culture. That’s why they took steps to ensure that a healthy company culture would be sustainable throughout every growth stage of the organization. Here are a few things our company has done to build a winning culture:  

  • Help employees feel individually valued and encourage them to improve the company. When our company makes a major business decision, we ask for feedback from all of our managers, even ones that may not be directly involved. We also encourage our employees to speak up when they have ideas for how to improve our business processes. We will never accept something “because it’s the way it’s always been done.” Because we respect the value each individual brings to our organization, it’s helped us build a collaborative work environment.

  • Aggressively set goals and help employees understand that when the company wins, they win. Verified First monitors our quantitative goals on dashboards displayed on monitors throughout our office. Our team is incentivized to work towards these goals because we understand that when the company wins, everyone benefits. We celebrate meeting our goals as a company on a regular basis, with activities ranging from paintball to picnics. To celebrate the Inc. announcement, we had a company BBQ with our CEO, President, and Vice President acting as grillmasters. On an annual basis, our leadership team also likes to provide increased benefits to employees if we’ve had a successful year as a company. Because our employees understand how their efforts contribute to the benefits they enjoy, it encourages them to contribute towards our goals.

  • Hire based on company values, not just skillsets. It’s tempting to always hire the person who seems the most experienced and knowledgeable. But if a candidate doesn’t share your values, he or she won’t fit in and it will drag down your company. Because we assess if a candidate shares our values when hiring, it’s helped us retain our strong company culture, even as we’ve gone through rapid growth.

​Although every company culture is different, we believe these principles have been integral to our success. Our results have been encouraging: In 2017, we placed on the list of Top Company Cultures for medium-size companies from Entrepreneur and also ranked as #4 for medium-size companies for Best Places to Work in Idaho. More importantly, our employees are happy and productive!

Make every business decision with your company's core mission in mind

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When strapped for capital, it can seem appealing to use profits as the deciding factor for making business decisions. However, making business decisions with your company’s core mission in mind will prove to be a better long-term investment. For Verified First, our core mission has always been to make companies great by helping them make effective hiring decisions. We accomplish this through providing accurate background screening that allow our clients to hire with confidence—and every one of our business decisions has kept this purpose in mind.

For example, when building our company, we were faced with a major decision when hiring our customer service and compliance team. We had the opportunity to outsource our staff overseas, where it would have been less expensive. This is commonly employed by many background screening companies, but this option didn’t sit well with our leadership team.

Although it was more expensive, we felt hiring in the United States and placing all of our customer service and compliance agents in our headquarters was a better decision for our customers. We knew that hiring American agents, who had a better understanding of the country’s judicial system, would serve our customers better. We also recognized that consolidating our team in the same location would allow us to provide better training and improve the quality of their efforts.   

This is just one of many examples of how our mission, rather than profits, have influenced our business decisions. We’ve designed our entire company around making background screenings quick, intuitive, and with minimum liability. Our portal used to request background screening is designed to reduce human error that could put a client at risk with the Fair Credit Reporting Act (FCRA) and Equal Employment Opportunity Commission (EEOC) laws. Additionally, our compliance team verifies information from screenings before passing along to clients, reducing liability and helping them make hiring decisions with confidence.

Ultimately, this approach has paid off. To date, we have a 97% customer satisfaction rating and more than 300 testimonials on our website.

Making the Inc. 5000 list is a great honor, but we’re not finished yet

Although ranking #198 on the Inc. 5000 is a significant achievement, this is only the beginning of what we hope to accomplish. Great companies are never satisfied with the status quo and Verified First is certainly no exception. 

When our CEO Devon Dickinson made the Inc. announcement internally this week, he informed our staff that the top 50 companies on the Inc. list received a spread in their official publication, and the top ten companies are invited on stage at a special event. These are the goals we are aiming for next year.

On behalf of our leadership team, we thank our wonderful staff and great clients for making our growth possible! As Verified First moves forward, we look forward to supporting the growth of many other businesses through helping them hire with confidence.

Verified First 2017 Inc. 5000 celebration picnic.
Verified First 2017 Inc. 5000 celebration picnic.
Avatar Fleet logo


Verified First and AvatarFleet have partnered to streamline the hiring process through integration of background screening tools with AvatarFleet’s ApplicantCare™, a top applicant tracking system for the transportation industry. As the premier pre-employment screening provider, Verified First brings a wide variety of background verification services to transportation companies who utilize the ApplicantCare™ system. 

The quality and speed of the hiring process are top priorities for AvatarFleet. Because the transportation industry is highly regulated, it is critical to identify qualified candidates and move them through the hiring process quickly. The powerful background screening tools offered by Verified First help facilitate this process and are integrated via a patent-pending technology developed by Verified First. 

Verified First’s portal allow users to quickly request a variety of background screenings on prospective employees. The portal interface is intuitive and designed to encourage users to observe FCRA and EEOC laws that govern background screenings, making it easier to comply with these important regulations. These features, combined with Verified First’s proprietary technology, significantly improve time-to-hire when screening candidates.

“We love safe drivers. We want to work with partners who help our clients find the right safe drivers in less time. The tools Verified First provides expedite the background screening and hiring process, which is why we are partnering with them,” said Scott Rea, President of AvatarFleet.  

The speed and quality of hiring are also top priorities emphasized in AvatarFleet’s ApplicantCare™. Through providing an online application process, complete with structured interviews kits, ApplicantCare™ helps clients identify and hire top drivers faster. Their complete Applicant Tracking System allows customers to use a single interface to manage all aspects of the hiring process, which now includes background screening conducted by Verified First. 

“We’re pleased to have found an applicant tracking system that aligns so well with our purpose of helping companies make great hiring decisions. Because of our shared values and goals of our companies, we anticipate a successful business relationship for years to come,” said Tommy Cheng, President of Verified First.

About AvatarFleet
AvatarFleet provides solutions to the driver problem with a complete suite of products to help forward-thinking trucking carriers attract, hire, educate, and retain the best drivers. For more information, visit the company website at www.avatarfleet.com or on Twitter @AvatarFleet.

About Verified First

Headquartered in Meridian, Idaho, Verified First is the premier background and drug screening company. Our customizable search solutions help companies of all industries validate and verify potential employees. We take pride in our ability to work with organizations of all sizes, and our global reach enables us to solve even the toughest background screening challenges quickly and efficiently. www.VerifiedFirst.com

Contact: Ian Bellais, Director of Business Development, Verified First, LLC. ibellais@verifiedfirst.com, direct: 888-852-8504

Inc 500
​Inc. Magazine ranked Verified First No. 198 on its 36th Annual Inc. 5000 list. This ranking placed Verified First as the first among all Idaho companies honored this year. According to Verified First leadership, this explosive growth can be attributed to their company culture and contributions from their employees. 

“Here at Verified First, our mission is to make companies great by helping them make effective hiring decisions. We’ve taken this to heart within our own company. Because of the people we’ve hired, it’s helped us create a company culture that supports the spirit of entrepreneurship and innovation,” said Devon Dickinson, CEO of Verified First. 

Dickinson added, “We also believe that supporting our employee’s personal and professional growth is a wise investment that strengthens our company. Because of our culture and investment we’ve made in our people, they’ve been able to significantly contribute to our rapid growth and success.”

As the premier pre-employment screening provider, Verified First brings a wide variety of background verification services to its clients. The SaaS applications offered by Verified First can be integrated with via a patent-pending technology developed by Verified First. 

Once complete, Verified First’s software allow users to request a variety of background screenings on prospective employees. The portal interface is intuitive and designed to encourage users to comply with FCRA and EEOC laws that govern background screenings, making it easier to comply with these important regulations. In large part because of these technological innovations, Verified First received the 2016 Talent Acquisition and Retention Solution Provider of the Year from the Stevie Awards For Great Employers.  

Although Verified First’s technology has been a great asset to the company, the company’s leadership strongly believes its culture has been the primary driver of growth. 

Nick Massoth, General Manager at Verified First, said, “In the age of Google, intellect alone is not a sustainable competitive advantage. Our company culture is one of our greatest competitive advantages. Being adaptable, nimble, and responsive to change has become ingrained into our company’s DNA.”

Several of the staff of Verified First banded together as team "If You Pass Me, I'll Screen You" for the Tater Dash mud run. The 10k race had 60 mud-covered obstacles for the team to conquer. Way to finish, team Screen!
We recognize that hard work pays off—when we hit our goals, we go have a good time! The votes came in and the staff chose to trade in the nerf guns for paintball guns. We headed out to True Paintball and had a truly memorable time. 
In the desert highlands outside Boise, Idaho, several Verified First staffers showed their skills in the Spartan Sprint. These warriors faced three miles of muddy obstacles, barbed wire, monkey bars, and more before they crossed the finish line. Their team spirit shows in the office and on the field. Congratulations, finishers!
Deltek logo
Deltek launched their Product Partner Marketplace including partnership with Verified First, enabling their enterprise software users to add powerful background screening tools to their platform. Deltek provides enterprise software and solutions for government contractors, professional services firms, and other project-based businesses. As the premier pre-employment screening provider, Verified First brings a wide variety of background search and pre-employment verification services to human resource professionals. The SaaS applications offered by Verified First and Deltek are integrated via a patent-pending technology developed by Verified First.

Are you a current Deltek customer? Request a demonstration of the Verified First integration by clicking here.

Background screening now available alongside applicant tracking system 

SmartSearch logo
Verified First and SmartSearch have partnered to streamline the hiring process by adding powerful background screening tools to SmartSearch’s talent acquisition and staffing management platform. As the premier pre-employment screening provider, Verified First brings a wide variety of search and verification services to recruiting professionals who utilize the SmartSearch recruitment system. The SaaS applications offered by Verified First and SmartSearch are integrated via a patent-pending technology developed by Verified First. 

CEO of Verified First, Devon Dickinson, commented “SmartSearch has long been an innovator in recruiting software. Making background screening available inside their platform is just one more way they are proving to their clients they are dedicated to efficiency and quality in the recruitment process.”

“Our integration with Verified First is one of the most hassle-free integrations we have ever done. It works well, works fast, and can be enabled within minutes. Although we always maintain neutrality when it comes to recommending partners we've added Verified First to our partner list because believe our clients will appreciate the value of their background screening solution.” states LJ, Morris, CTO, ATS, Inc. makers of SmartSearch.

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​We all would like to think that our volunteers are loving people eager to help. For the most part that’s true, but, we have all heard the horror stories of what could and unfortunately has happened.  As Non-profit leaders, the buck stops with us, and we need to carefully evaluate the volunteers that are working with our patients, children, and the elderly. 

MORE CORPORATIONS ARE SCREENING SO SHOULD YOU
The corporate world has learned that not screening their employees could result in corruption, theft, costly litigation and investigations.  Nonprofits should be thinking the same way. In many cases, the nonprofit environment is even riskier. Nonprofits often serve the most vulnerable members of society and it is our job to protect those we serve. 

THE COST ISN’T WHAT YOU THINK
Technology has advanced, and as a result, screening has become less expensive. In many cases, background screening companies, like Verified First, have reduced nonprofit rates while still maintaining crucial FCRA compliance. 

3 REASONS WHY YOU SHOULD SCREEN YOUR VOLUNTEERS
Still not sure? Here are three reasons why you should screen your volunteers...

1. Volunteers represent you and your organization.
For many nonprofits, their volunteers are the face of the organization. In many ways, they are your brand and certainly impact your image. Any negative incident that even one of your volunteers is involved in can damage your brand and potentially be extremely costly.

2. Ability to evaluate volunteers for different positions and different levels of access.
Certain volunteer positions are more sensitive than others and certain volunteers may not qualify for one position but could do another. Think about the volunteer positions you need to fill and what you need to know about the volunteer candidate. For example, a volunteer position that involves driving a company owned vehicle an MVR screen may be appropriate verse a a volunteer working with sensitive financial information where a credit check and criminal screen could be necessary.  

3. Reduce risk.
Nonprofits tend to work with tight budgets. Reducing risk can ensure that unexpected penalties and fees don’t occur in the future. But there are also other serious risks to avoid like compliance, liability, public safety, and unwanted media attention, and ultimately the protection of those we work with and those we serve!

Working with a background screening company like Verified First can help you vet out the right volunteers and reduce your risk.  If you want to find out more about how Verified First is working with non-profits and helping them recruit better volunteers call us at 888-852-8504, visit our website or email Ian Bellais.


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There's nothing more irritating than having to do the same thing twice… or thrice. How many of you get that irritated feeling like when fingernails scratch a chalkboard when calling into a customer service center? During the intro, you're asked for your social security number, first name, and last name. But, then the rep asks for all that information again. FRUSTRATING! ​ The bad news is this happens when qualified candidates are applying for a job you’ve posted. They've just spent 15 minutes, 30 minutes or an hour filling out an application on your application tracking system (ATS). Now, your background screening solution asks for all the same information again. The candidate decides it’s not worth it and moves on. Your applicant inventory just dropped by one. That's just one example of why integrating your ATS to a background screening solution makes good business sense.  Here are 10 reasons why you should think about it.
  1. Processes are streamlined.
  2. Duplicate data entry is eliminated.
  3. Potential data entry errors are reduced.
  4. Faster time-to-hire.
  5. Improvement of your employment brand.
  6. Better user experience.
  7. Reduced complexity for you and the candidate.
  8. Only one user interface for you and your HR staff.
  9. A full view and understanding of the hiring process.
  10. No paperwork to file and information stored digitally at your fingertips.
The #11 bonus reason is that in a tight labor market it’s important for you to respect the time and effort it takes for your talent pool to apply. Annoyed candidates are not good. So, what should you look for in an integrated solution?
  1. Easy to integrate. Avoid the fancy tech speak. If you don’t get it it’s too complicated.
  2. Make sure the user experience is easy and effortless.
  3. Don’t pay thousands of dollars for the integration. In today’s climate, it’s not necessary. Look for almost nothing to free.
  4. Your background screening or ATS vendor should have an off the shelf solution that is one of their core competencies.
  5. The integration solution should be fully supported and come with a future development plan.
  6. The background screening vendor should have a robust partner program that gives you several ATS’ to choose from.
  7. MOST IMPORTANTLY – the background screening vendor should have plans to preserve the integration as updates to the solution occur.
Verified First is the only background screening company that has an app on the Salesforce.com AppExchange. The app can be integrated with any ATS built on the Salesforce.com platform including JobScience, Talent Rover, and FinancialForce. ​Click here to find out more or call 888-852-8504.