1. Be your state's ambassador
2. Consider their family
3. Get tech-y with it
4. Secure the budget for a great experience
5. Check cross-state compliance
For more tips on hiring and recruiting, visit the Verified First blog.
With unemployment currently at four percent, it’s a candidate’s market. Because finding the perfect candidate has become more challenging, recruiters have started widening their pool of applicants by recruiting out of state. This is a great way to get a good diversity of skilled employees, but snagging a great out of state hire requires additional logistics and considerations. Here are five tips for elevating your applicant pool and effectively hiring out of state candidates.
1. Be your state's ambassador
Recruiters in California or New York might have it easy in terms of their state’s reputation. Recruiters in smaller more rural states can have a bit more of a challenge. People from out of state will have preconceived ideas about your state, especially if they've never visited before. To strike down any misconceptions, provide visuals and create materials that highlight all the amazing things to do nearby. Does your city have amazing green spaces? A great food scene? Low cost of living? Call it out! Paint the picture for your candidate early on so that they can begin to really see themselves moving. Once your candidate is comfortable with the idea of relocating, they'll be more likely to accept your eventual offer.
2. Consider their family
With a local hire, you really only need to consider the candidate. When you’re hiring out of state, be aware that your candidate might end up moving their spouse and kids with them. Take the time to learn about your candidate’s family and consider inviting their spouse with them for the onsite interview. If your candidate has young children and your company has daycare benefits, be sure to make that clear. If the candidate has older kids, make a list of exciting after-school activities for them. Provide information on the local school districts that can help them decide which neighborhood to move to. Moving states is a scary change for everyone in the family. If your candidate can really envision their family in your city and know you will support them through that change, they’re more likely to make the leap.
3. Get tech-y with it
With out of state hires, technology can make or break your process. Choose a video interviewing platform that allows multiple lines so you and your whole HR team can meet with your candidate. Use this technology in a way that feels as personal as possible by spicing up the interview itself. Frame the interview as a chat over coffee, where you can drink your caffeinated beverages of choice while talking about more than business. Use video chats as an opportunity to find out what matters to a candidate in their personal life so that you can personalize their entire process. According to Psychology Today, body language is 55 percent of communication, and you lose this with phone interviews. Take the extra time to leave a great impression with your candidate by putting in the effort over video.
4. Secure the budget for a great experience
For high level positions, you’ll need to invest in flying the candidate out for an onsite interview. Video interviews, phone interviews and online assessments do an increasingly good job at determining the best candidate, but for high-stakes hires, nothing beats in-person. Give them a tour of your office and introduce them to as many people as possible. To really seal the deal, don't leave your candidate bored at their hotel. Invest in a full on-site interview experience by touring them around the city and taking them out for dinner. You'll get to know them better and they'll get a better feel for what life in your city is really like.
5. Check cross-state compliance
Recruiters often get close to the finish line of hiring out of state, only to be caught by state-specific compliance laws. Keep in mind that you need to abide by the candidate’s state’s laws, as well as your state’s laws. This can mean limits on background screenings, different discrimination laws, and more. Fortunately, most of this only becomes an issue in your final phase of hiring, when you’re down to final candidates. At this point, use a background screening company that has an in-house compliance team ready to help you hire the right way.
For more tips on hiring and recruiting, visit the Verified First blog.
A recent report by Aptitude Research Partners found that 73 percent of recruiters said their top priority is to create a consistent candidate experience. This is a smart strategy, since candidates are more likely to feel positive about a company when they know what to expect throughout the hiring process. But as we’ve all seen in the HR industry, change is inevitable. With high-impact industry changes like K1 Investment Management acquiring Jobvite, RolePoint, Talemetry, and Canvas for a whopping $200 million, consistency is a difficult goal to achieve. Here are five ways you can keep your candidate experience consistent in the midst of technology changes.
Tighten your company’s internal processes
As a candidate goes through the hiring process, they will go through several rounds of interacting with different people at your company. From submitting an application to onsite interview, there are a lot of moving pieces involved and inconsistencies are bound to appear between these handoffs. Make sure that the communication within your recruiting team and with hiring managers is stronger than ever, so that no candidates slip through the cracks. This means meeting to discuss how each team member uses technology, what problems they’re encountering, and how to effectively transition your candidate through the various platforms your company uses.
Regularly assess your software and take action
While you have these meetings with your team, you might start to see gaps between your software or in the programs you use. For gaps between software programs, there are often additional programs that can fill that gap. If there are gaps within the software, it might be a good time to assess if there’s a similar software program that can fit your company’s needs. While assessing your software, candidate consistency is key. Make sure that when your candidate has to interact with your software programs, the experience feels cohesive. The more of your company’s branding that you can use throughout software programs, the better!
Find technology that integrates with each other
In light of the acquisition news, you may find yourself rethinking your current automation and tech solutions. As you’re researching new options on the market, you’ll want to consider how they work with other HR technologies. If you have a great software program, but it doesn’t sync with any of your other programs, your recruiting team will spend valuable time trying to transfer candidate data-- at the risk of human error. This slows down your time to hire as well as decreases consistency for the candidate. For the background screening component, VerifiedFirst has award-winning integration technology that plays nicely with more than 100 HR software programs.
Communicate with your service providers
In general, candidate consistency improves when recruiters have the ability to ask questions and troubleshoot with their HR software companies. During technology changes, a good software company will keep you updated on how any technology changes might affect you. They should take the initiative to explain changes to you, and they should be available to answer your questions in an honest and timely manner.
Use data for your decisions
During the chaos of hiring and the added stress of changing technology, it’s particularly important to go back to the basics of data during your hiring process. With all of your final candidates, background checks deliver fact based and objective information that add clarity to your hiring decision. Verified First's in-house Boise-based client care center prides itself in always being available to answer questions, to keep your work calm, collected, and consistent.
Learn more about our background screenings here.
Happy Valentine’s Day! While you rightfully don’t expect to be gifted a heart-shaped box of sea-salted, dark chocolate truffles from your background screening provider today, you should feel appreciated by them. Like any good relationship, dependable client care starts with listening, follows with understanding, and feeds off of honest communication. Expert in client management Ollyvia Banda, Client Services Manager, Verified First shared her thoughts on how to deliver and maintain superior client service.
A greatest gift you can give a client is time
Many customer service organizations require that support staff end client phone calls in three minutes or less. The goal of these organizations is meeting operational costs over what should be priority -- client satisfaction. “If it takes 45 minutes to walk a client through ordering a background report or an hour answering a client question, that’s more than okay, as long as we answer and resolve that issue for our client,” said Ollyvia.
Learn and own-up to mistakes
No one’s perfect, which is why Verified First has a 98 percent client satisfaction rating for case resolutions. Seriously though, for every instance in which a client contacts Verified First, we apologize for the less-than-positive experience, work it until it’s resolved, ask them for feedback on how we can improve, and thank them with heartfelt words and a gift card. Every client engagement is a learning experience, and we embrace the opportunity to make it a delightful one for the client.
Client care from the heart
Sounds funny to tell talent acquisition professionals this tip, but here it goes: hire people with heart to build a team of authentic, caring personnel. At Verified First we screen candidates for this attribute that’s innate, vs. learned. It’s about hiring caring people who are not only great at, but are passionate about being great listeners, are generous with their time, strive to understand, and are highly motivated to solve issues, and quickly.
“I’m fortunate to have a really great staff that genuinely cares about our clients and about the quality of work that they do. So taking care of our clients is just natural. It’s what we’re supposed to do,” said Ollyvia.
TIP: Find a background screening provider that’s got a big smart heart. Start with a conversation with the provider, then ask yourself:
Valentine’s Day is just around the corner, and while it’s not likely you’ll be gifted a dozen red long-stemmed roses from any service provider, you should feel appreciated by them. Like any good relationship, dependable client care starts with listening, follows with understanding, and feeds off of honest communication. Expert in client success Sandra Burns, Vice President of Account Strategy of Verified First, shared her thoughts on how to deliver and maintain rose-bouquet-worthy client service.
They're considerate of their client’s time
Considering the fact that a successful business is expected to have happy customers, client services should be a top priority for any company. However, lots of companies cut corners by putting customers on hold for twenty plus minutes, or they outsource customer service to places outside the U.S. As a result, issue resolution is often delayed due to language barriers and working time zones. And despite the fact that so many of us can function just fine remotely, clients find that when support teams are not in close proximity with the company in which they work for, there tends to be a lesser understanding of how to address client issues and a subsequent time delay for issue resolution. This is especially evident when product/service issues occur unexpectedly, or when inclement weather slows business down -- case in point when courthouses are unable to provide the necessary information to complete a candidate’s background screening due to a storm closing courthouses down for the day.
“Taking care of our clients and getting them what they need in a timely manner will help them hire faster, and with better results,” said Sandra. Time to fill is one of the most critical hiring metrics a talent acquisition professional must deliver to, and if their screening provider is unable to deliver fast -- and accurate -- screening results, they risk losing candidates.
TIP: To help ensure you meet time to fill, HR pros looking for a new screening partner should ask:
They're a partner, not just a provider
Clients hire background screening providers for their expertise in background checks, not just to automate the process to make the hiring experience faster. In this highly-regulated industry, organizations need to find a provider that can help them be confident that the screening process followed, the steps taken, the forms filled, the decisions made and the responses provided aren’t exposing them to risk. It’s critical that the hiring process is consistent and the screening results are accurate, so clients can be confident that they can make the right decisions on every candidate.
Verified First conducts a thorough review with every client every six months at minimum to identify what more can be done for the client. “Most other screening providers will conduct an account review with the account only if they are a certain size, and typically, no more than once per year. We don’t leave clients out -- in fact, the smaller the account, often times the bigger the need they have,” said Sandra.
TIP: It’s about finding a trusted partner, not just a provider, of background screening. To find the right partner for you, consider asking about:
The level of support you’d expect to get from the provider. Questions to ask:
Check out the second part of our answer to "Does your Service Provider Care Enough about You and your Business?", to ensure you’re working with a background screening provider that’s right for you.
An interview with industry veteran, Mike Haberman and guest appearances by the ‘cast’ of the Back to the Future movie.
Mike Haberman is an HR expert and consultant with over forty years of experience in HR as a practitioner and consultant. As we started the year, we sat down with him to go back in time and talk about how the world of background screening has changed, and forward in time to peek into the future.
The ‘cast’ from the movie Back to the Future weighed in, including Doc. Brown, S.S. Strickland, George McFly and Marty McFly. Marty thinks it’s pretty heavy…
Verified First: Tell me about your experience with background screening.
Mike Haberman: I’ve been in human resources for about 40 years, both in corporate positions and as a consultant. One of my earlier jobs was a recruiting manager for a manufacturing company, and back then we focused largely on checking references as part of the hiring process—that was considered a good-enough background check.
Doc Brown: Great scott!
Verified First: How did the practice of “true” background checks emerge?
Mike Haberman: People started objecting to just doing reference checks as they began to realize they were getting only one side of the candidate’s story—the subjective side. With opinion weighing heavily in the decision to hire a candidate for a job, those seeking employment began suing companies for things like defamation of character and libel.
S.S. Strickland: As I’ve said before and I’ll say again, I've never seen you before in my life, but you look to me like a slacker!
Verified First: How did the companies react to the change?
Mike Haberman: Companies started putting policies in place that only permitted references to be provided by the HR department. As a result, all HR was able to do was to confirm whether the candidate was employed there, and nothing more.
Doc: More needed to be done. Hiring organizations were just was not thinking fourth dimensionally!
Verified First: How did you and other HR professionals react to this?
Mike Haberman: Instead of personal references, we started using background checks to confirm things like degrees, criminal records, and driving records. For me as a recruiting manager, tracking down all this information was not the most effective use of my time. So, we started moving to hiring third-party organizations to conduct background checks.
George McFly: And that’s where I say I’m your density. I mean, your destiny. Did I mess that line up again?
Verified First: What are the reasons some companies avoided background checks?
Mike Haberman: The FCRA has so many strict rules that many companies just quit doing background checks to avoid worrying about compliance. I think that’s a major mistake. I remember reading it was considered to be insulting if you didn’t take a candidate’s word for where they worked and the nature of what they had done. But today, you’re playing with fire if HR doesn’t conduct due diligence.
Marty McFly: Whoa, this is heavy.
Verified First: When did it feel like background screenings became the norm?
Mike Haberman: They were starting to become mainstream in the late 90s to the early 2000s. And now today, technology has developed enough so that background checks are much easier to do. You can now get results in 24 hours, so it doesn’t slow down HR’s decision making. A lot of companies do a pre-employment screening once they’ve made a hiring decision, and at that point they want and need the information quickly.
Doc: As I’ve said… roads? Where we’re going we don’t need roads.
Verified First: Is there anything you would like to see changed when it comes to background screening?
Mike Haberman: The EEOC put out guidelines on the effective use of background checks, and I’d like employers to follow those guidelines more. For example, a lot of companies have on their applications “Have you ever been convicted of a felony?” For a lot of companies, if you check that box, you don’t get the job. According to the EEOC guidelines, before recruiters eliminate someone because they’ve been convicted of a felony, we should consider the nature of the conviction, time, and whether or not the crime is related to the job.
Doc: Well, good luck for all our sakes. Didn’t I already say that?
Verified First: How do you think pre-employment screening will change in the future?
Mike Haberman: Future generations will see the value of doing background checks, and they won’t immediately dismiss anyone with a criminal background. There will be more tolerance.
Doc: Just like I said. Your future hasn’t been written yet. No one’s has. Your future is whatever you make it. So make it a good one.
Check out the most modern iteration of background screenings at Verified First, and as Doc says, “See you in the future”.
The latest numbers are trickling in. So far over 300, U.S.-based HR professionals have responded to the 2019 Talent Acquisition Report conducted by Aptitude Research. The research asks HR the question, “What are the top hiring challenges in 2019?”—place your bets! Do you think it’s quality of hire? Time to fill? Candidate experience? Good guesses as they’ve all been hot topics in the talent acquisition space. Chips down, here comes the surprising answer…
Founder and principal analyst, Madeline Laurano led the charge on this research, and excitedly unveiled the history-making finding in our webinar, which is that we’re in an era where HR is competing for talent across industries. HR is living this truth, as 67% of talent acquisition professionals responded that competing for talent across industries is their #1 hiring challenge in 2019.
Who’s feeling the most pain, and why?
To find out what else HR ranked as their top hiring challenges in 2019 and how to address them, check out our on-demand webinar as Madeline Laurano of Aptitude Research shares even more insights.
Let us help you score the perfect candidate with the perfect background screening solution. Request a demo of our patents-pending integration technology today!
So you’ve found the perfect candidate. They went to a reputable school, their work experience is unbeatable, and they’ve got a proven record of success. You’re ready to hire them, and your next step is to run a background check and you’re good to go. Here are three reasons why you shouldn’t think of background screenings as simply ‘a step’, and more of a crucial element of your hiring process.
Background screening improves time to hire
This may shock some people that background checks actually shorten the time to hire. According to Aptitude Research, companies that do background screening on candidates are two times more likely to improve their time to hire. This is in large part because background screenings take the guesswork out of the hiring process and a decision can be made more efficiently, not to mention with greater confidence. And what better time take action on such information when time to hire is more important than ever!
Background screening improves the quality of your hire
Let’s go back to that ideal candidate. They’re perfect, and eager to join your team. Make sure this dream isn’t too good to be true by running a background check. Screenings aren’t just about confirming a candidate’s current and previous employment, education, driver record, etc., but can also help you make data-driven decisions, especially when facing indecision among competing candidates for the same role. Background checks will give you additional information that, regardless of whether it’s good news or bad news, will help you make the right decision, and be confident with it. This is why Aptitude Research found that companies who use background screenings are three times more likely to improve their quality of hires.
Data shows background screenings make hiring managers happier
We get it. Recruiting is fast paced, high stakes, and incredibly competitive. Lots of recruiters and hiring managers thrive in this environment, but that stress can add up. Background screening is a simple step to take that can reduce this unnecessary stress on hiring managers. According to Aptitude Research, companies that use background screenings are two times more likely to improve hiring manager satisfaction. Why? When hiring managers use backgrounds screenings, they have peace of mind knowing that their hires are who they say they are.
Now that you know why background screenings are important, don’t miss Madeline Laurano’s SHRM webinar “Background Screening Mistakes HR Cannot Afford to Make and How to Avoid Them.” She’ll talk about how to effectively implement background screenings based on her latest talent acquisition research. We’ll see you there!
The Super Bowl is heading to Atlanta the weekend after next, and whether you watch it for the game or for the ads, it’s time to stock up on snacks. While lots of blogs have recipes for all sorts of elaborate spreads, we’re a big fan of a humble, yet delicious plate of nachos. Why? Because nachos, like the perfect hire, are fun, reliable, creative, and cheeseygoing. Everyone knows there's a huge difference between gas station nachos and nachos with perfectly melted cheese, fresh salsa and creative toppings. Like nachos, a candidate’s background can be what makes or breaks them. So, here are the perfect ingredients for great nachos and a great hire.
Crunchy chips are a reliable base
You can’t have good nachos without a sturdy chip. For the ultimate nachos, find tortilla chips that are crunchy and firm enough to support the ingredients. The same goes for candidates-- think of tortilla chips as the candidate’s educational and professional background (which you can verify with a quick background check). With the right degrees and the right work experience, your candidate will be able to support whatever tasks come their way.
Cheese holds everything together
Right after the chips, add a bit (or handfuls, we don’t judge) of cheese. This will serve as the glue that will keep your nachos together. We recommend cheddar or pepper jack, but the type of cheese is up to you. Much like candidates, it doesn’t matter where cheese comes from, as long as they can get the job done. And, a great candidate will be a team player, who can multi-task and still hold it all together.
Homemade salsa shows dedication to quality
Some people might think that salsa from a jar will do the trick, and the truth is, it will probably be delicious. However, taking the time to bring homemade salsa shows extra initiative. This is exactly what you want to see in a candidate too. By chopping tomatoes, jalapenos, onions, and whatever else you like, you show your dedication to the quality of the nachos, and your guests will notice the difference.
Guacamole brings the fun
Not only is guacamole delicious, it also adds a good pop of color. Your ideal candidate should know how to have fun, while maintaining professionalism. Being able to enjoy time with coworkers increases employee satisfaction and, according to SHRM, having workplace friends is one of the most important retention factors. Making sure your candidate is a good culture fit, is a win-win for everyone.
Meats get the work done
It’s important to have fun at work and to work well with others. Ultimately, though, there’s still a job to be done, and your candidate needs to be able to do that job well. Meats, like ground beef or shredded chicken, provide substance for your nachos, so that your friends stay full and satisfied throughout the game. At the end of the day, your candidate should be able to do good work that keeps the company moving forward.
Beans complement their teams’ skills
Some people go for meats or beans, we say go for both! Beans have a subtle flavor that add substance without overpowering the other ingredients. Your candidate should do high quality work, while elevating their team to do the same. According to Forbes, dependability is one of the top 5 irreplaceable traits of a successful team. To work well with others, your candidate should be trustworthy and consistent in their communication and results.
Sour cream keeps things cool and calm
Nachos can get spicy, and work can get stressful. When that happens, sour cream comes in to cool everything down. Like sour cream, a candidate should be able to stay calm in stressful situations and handle last-minute tasks with professionalism.
The End Result
Whether you’re assembling nachos or finding the right candidate, the final product should be something you're proud of. As you work to find all these ingredients, use a trusted background screening company to make sure that those ingredients are the real deal.
As written by HCM analyst, Madeline Laurano, Aptitude Research Partners
For organizations struggling to compete for talent, background screening may seem like an unnecessary step in the recruitment process. In fact, 38% of companies are not screening for every position. Yet, background screening is a critical part of any talent acquisition strategy and helps companies improve quality and efficiency. According to Aptitude Research’s latest talent acquisition study, companies that leverage background screening were:
Read Madeline's full article on the Aptitude Research blog and register for the live SHRM webinar here.
Madeline Laurano is the co-founder of Aptitude Research Partners. She focuses on the talent management market, specializing in talent acquisition. Her work helps companies both validate and re-evaluate their strategies and understand the role technology can play in driving business outcomes. Before launching Aptitude Research Partners, Laurano held research roles at Aberdeen, Bersin by Deloitte, ERE Media and Brandon Hall Group. She is co-author of Best Practices in Leading a Global Workforce and she a frequent presenter at industry conferences including the HR Technology Conference and Exposition, SHRM, IHRIM and HRO Today.
It already feels like we’ve been in 2019 for a while now, but recruiters should still plan their year according to the trends around them. From unemployment to industry changes, here are six things that recruiters should keep in mind while they plan to hire new employees in 2019.
1. Unemployment will continue to decrease
This is good news for citizens, but it means more competition for recruiters. According to the Bureau of Labor Statistics, unemployment in December 2018 dropped to 3.9 percent, and most economists are guessing this number will continue to decrease.
This matches up with the data on the business side. According to a survey by ManpowerGroup, 23 percent of surveyed employers plan to grow their workforce in 2019. This means recruiters need to continue to be on top of their game for hiring new employees.
Learn more about how recruiters can compete, in our interview with Zach Townsend, Verified First’s HR Lead.
2. Diversity will be more than a buzzword
Hiring for diversity is no longer about checking boxes. A McKinsey & Company study found that companies with more gender and ethnic diversity saw increased profitability. Specifically, companies with higher gender diversity are 21 percent more likely to above-average profitability, and companies with higher ethnic diversity are 33 percent more likely.
Recruiters and hiring managers should consider this during their hiring process. It’s prudent in general to cast a wide net when looking for job applicants, and actively posting jobs in spaces with higher diversity can help boost your applicant pool. Of course, recruit these candidates without violating Title VII. There’s a difference between encouraging minorities to apply, and hiring someone because they are a minority.
3. Benefits will compete with wages
Like any classic supply and demand scenario, as unemployment goes down, wages go up. According to the ADP Workplace Vitality Report for 2018, average wages increased nearly $1 an hour as unemployment was at record lows. Again, because the trend of unemployment is likely to continue, wages will also continue increasing.
In addition, as wages become more competitive, workers will start to look at other benefits when choosing a job. These benefits include perks like onsite gyms and kitchens, but perhaps more importantly, strong insurance and retirement benefits. A good place for employers to invest is in healthcare, considering that according to the Bureau of Labor Statistics, just 69 percent of private sector employees have access to healthcare, and only 50 percent enroll in their healthcare programs.
4. Industries will meet demand
According to a survey by ManpowerGroup, the top three industries planning to increase salaries the most are leisure and hospitality, transportation and utilities, and wholesale and retail trade, in that order. This growth is evidence of a growing economy and population. As people earn more money, they have more to spend on travel and discretionary spending, hence the growth of these trades. Recruiters in these industries should be particularly prepared for high competition to find the right candidates.
5. Jobs will move to where the demand is highest
Florida’s job market is booming, with Deltona, Cape Coral and Tampa at the top of the list for projected growth, according to ManpowerGroup. Right after those cities is Jacksonville and Raleigh, which tied, and then Boise, Idaho. Florida is a particularly interesting state to watch-- employment there is growing because of an aging workforce that wants to either retire or vacation in Florida. It’s also growing because hurricanes bring a high demand for construction related jobs. Jacksonville and Raleigh have similar reasons for employment growth.
And then there’s Boise. This might seem puzzling to those who don’t know the quickly growing town, but the reason for Boise's rapid growth is something all recruiters should watch. As Silicon Valley and the areas around it become too expensive for middle class, or even upper middle class workers, tech companies are moving inland. Lots of tech startups have settled in Boise, a place that’s not too far away from Silicon Valley, but has a more affordable way of living for all workers. Similar tech growth is occurring in other western cities like Salt Lake City and Denver.
6. As companies grow, the job openings will change
According to Glassdoor, the technology industry will continue to be a highly competitive industry. Interestingly, though, as many tech startups mature into developed companies, their job openings will shift from tech related positions to non-technology work like marketing and customer service. Glassdoor found that 43 percent of open positions by tech companies are for jobs not related to technology.
Meet demand with the right technology
2019 will be a year of high competition for recruiters, and the best way to keep up with this competition is to keep up with hiring technology. If recruiters can decrease their time to hire, they have a higher chance of getting their ideal applicant. Find out how you can decrease your time to hire with efficient background screenings with Verified First.
As spoken by our Product Lead, Ryan Hart
When Ryan isn't dreaming up the next greatest screening solution for HR, he can be found reading Calvin and Hobbes to his 2 beautiful daughters.
At Verified First, 2018 brought us success, growth and knowledge. This isn’t to say that we didn’t find roadblocks-- we’re constantly working to improve for our clients and partners. By reflecting on these challenges as well as our successes, we feel more ready than ever for what’s ahead in 2019.
A biggest achievement of the year was winning “the up-and-coming HR Technology for 2018” HRO Today iTalent award for our patent-pending, home-grown software integration solutions. At the event, I was honored to present our integration capabilities to industry-experts Gerry Crispin, Principal & Co-Founder of CareerXroads; Elliot Clark, CEO of SharedXpertise & HRO Today; Bill Filip, Managing Director of investment bank Delancey Street Partners; and Johnny Campbell, CEO of SocialTalent.
They related to what I explained as the ongoing pain experienced by talent acquisition professionals and candidates as a result of poorly integrated HR systems. It’s frustrating for HR to hear from just about every HCM software provider who states they can or do integrate, only to find the implementation time took around eight weeks, burned a hole in their pocket, and has yet to fulfill the promise of a ‘streamlined solution.’
When we listened to HR’s hiring challenges, we considered everything. How can we improve candidate experience? How can we reduce time to hire? How do we integrate without having to ask our clients to lift a finger, or spend more money? Verified First built a solution from scratch that can take five minutes to get up and running, and for free. If there isn’t an existing integration between our and another’s software, we can usually create the integration in just thirty minutes. The result is our client customer satisfaction beyond implementation scores an industry-high of 96%, and our customers voted us an HRO Today Baker’s Dozen award winner this past year.
What the iTalent award judging panel concluded was that not only does our screening solution save resources (funds, staff) for providers, clients, and partners, but creates a better experience for all those involved in the hiring process, while helping to reduce the all-so-critical metric, time to hire. For many of us in our fast-paced, demanding jobs, anywhere even near eight weeks to get a software integration live is simply not feasible. Those without integrated software endure the inconvenience of logging into multiple systems to complete the hiring process, slowing down our ability to get candidates hired faster than the competing offers coming at them. Not to mention being able to track and report on our talent acquisition goals - pulling and compiling data from multiple locations only to tell hiring managers and management that the time to fill goal wasn’t met - again. One of my favorite sayings is “If I had more time, I would have written a shorter letter.” That speaks to how we’re thinking about our products-- we’re trying to make the workflows more powerful, yet more simple.
Our solution is so simple that we’ve been able to complete more than 100 integrations for clients and partners in just over one year. We’ve gotten to the point with our software integration solutions we can tell our partners, “This is essentially a five minute process and one you don’t have to pay for.” It’s funny in a way-- as technologists, we’re not necessarily creating new technologies, but creating new applications for them.
From a product development standpoint, there are top things that I’ve seen pay off this year.
1) When you’re scoping out projects, do the research and planning you need to do ahead of time so that you can execute a project near-flawlessly on the first try.
2) Get the buy-in you need, not the buy-in you don’t.
3) Listen, learn, share. When our sales engineers have discussions with clients and partners, they share the insights they heard with everyone who touches the planning through development and beyond. It’s a simple strategy to know what to build and refine, and to best address our client’s wants and needs.
In 2018, we created integration solutions that saves our clients’ money and time. In 2019, we’re excited to continue our quest of continuous improvement in serving our clients, creating solutions with partners, and being inspired by our competitors. Last year, I worked with talented teams across Verified First to really change the way we can think about background screening. Too many background screening companies think of background checks as files - we think of them as people. We believe we have a responsibility to continue to move screening from being thought of as merely checking the box on a candidate’s viability to be hired, but to ensure that the candidate and the talent acquisition professionals have the best, fastest hiring experience, have the best possible new hire, and have the best opportunity to keep their workplace and their customers safe.
With 2018 in the rear view mirror, we’re looking towards 2019 for exciting new developments in talent acquisition. HR Lead at Verified First, Zach Townsend, and his team are prepared for a year of competition, adaptation and celebration. Here are his insights on what to expect in 2019.
What is your recruitment strategy for 2019?
We’re almost always looking to hire new positions, and we try to recruit very intelligently. It’s best practice to build a solid pipeline of qualified candidates. Always be on the lookout for talent that may fit- even if you don’t have that specific role available at the moment. For us, there’s a lot of crossover between roles. There might be an account manager role, a sales role, and a client services role. All of those roles have similar components-- they involve strong verbal communication, customer service, and some sales. If you recruit for jobs encompassing all of these skills, it’s easier to have a pipeline that can fit multiple roles.
What specific tactics can companies use to improve their recruitment now?
You want everyone at your company to be a talent scout. We develop talking points that let employees feel comfortable, so that when they’re experiencing great customer service outside of work, they can say “You provide amazing service, have you ever considered working at Verified First?” It’s all about getting the brand awareness out and getting people to want to come work here. We’re fortunate to have an extremely enthusiastic team that will shout from the rooftops how much they love to work here-- that’s what you want. Word of mouth and referrals are key to an effective recruitment strategy.
What will be the most popular jobs in 2019?
I think you have the standard popular positions like nursing and IT. Those have been in very high demand for the last five to ten years and that trend will continue. Recently, positions like client service or customer service roles have been really popular, because most companies have some sort of customer service component. Those positions now offer a lot higher wages. They used to be paying $8-10 an hour, but now they’re almost double that.
What are the most effective ways to source candidates?
Being active on Linkedin makes a huge difference. Not necessarily to promote job openings, but to promote culture. I post about things like our Christmas spirit week. One day, we had an ugly sweater contest. Another day, we went all out for decorating. We shared videos and photos of that to show what it’s like to work here. We get people commenting, “Wow this is such an amazing culture.” One person who commented heads up a local technology college which teaches coding and security. With this subject matter mapping to many of our job opening needs, this new LinkedIn connection may just be an enthusiastic recruiter for our organization. So the lesson I follow here is to just be authentic and have fun with it. Put out the message that you’re an organization of people they will enjoy working with.
How do you build a process for screening candidates?
The average time to hire is around 36 days according to SHRM, but for us, from the day that we post a job description to when we have a signed offer letter is typically 10 to 12 days. Time-to-hire is an increasingly important metric recruiters can’t ignore. Smart companies are doing everything they can to cut their time to hire and get back to applicants as soon as possible. The goal is to screen applicants as close to the 48 hour mark as you can. After interviews, we’re running background checks, we’re checking references, and getting them onboarded.
How does your team feel about the upcoming year?
We’re ready to rock and roll. We’re a bit of a competitive bunch, especially our HR team. When we have an position open, we always attack it. We see each opening as an opportunity to reexamine the role, and go out to find the best person for that role.
Part of Verified First’s secret for our extremely fast time to hire is our patent-pending background screening technology. Learn more about it here.
With unemployment rates at incredible lows, companies are quickly realizing they need to invest in their culture in order to compete. However, some companies think that culture means putting a few cookies in the break room, and calling it a day. As the hunt for talent gets more competitive, applicants will learn to look past the cookies, and focus on the real benefits of working for a company that truly invests in a genuine culture. As a three-time winner of the Best Place to Work in Idaho, we want to share what makes our team so unique.
Every Monday morning, our General Manager squeezes the whole company into a conference room to get everyone motivated for the week. He talks about things like determining work/life balance, vulnerability as a leader, and avoiding burnout. These talks only last about 10 to 15 minutes, but they allow the whole company gather together and feel inspired on a Monday morning. This camaraderie from the get-go sets a great tone for the rest of the week.
The Vision Speech
The on-boarding process is a company’s opportunity to get their new hires started on the right foot. At Verified First, we of course do the typical swag packs for new hires. But much more importantly, each new hire gets what is called "The Vision" speech. The goal of this talk is to help new hires figure out why we do what we do, and what Verified First’s work means. Yes, we are a background screening company, but we are so much more than that. Our products have immediate impact on making the world a safer place. When new hires understand the importance of their work and believe in it whole-heartedly, they feel like they can rally behind a common cause.
Annual Big Win
Each year, Verified First’s executives reveal a "big win" for the whole company. One year, they announced that they would cover 100 percent of health insurance premiums (you read that right!). This year they announced a lunch room remodel, complete with giant snack wall. These big prizes remind employees that their hard work is both noticed and greatly appreciated.
Verified First doesn’t just invest in their employees’ happiness at work. They also care about how they’re doing outside of work, because they understand that work and life intertwine. Employees are offered financial coaching through the Dave Ramsey Financial Peace University. This course teaches them how to reduce debt and save money. Throughout the course, Verified First employees have reduced an actual $50,300 in debt, and saved $13,750. We place a huge level of importance on uplifting our employees and making sure they are set up for success in all aspects of their lives.
Work Hard, Celebrate Big
If there’s anything that sums up Verified First’s culture, it’s that we work really hard. From the beginning, Verified First's departments set clear expectations and goals. Teams collaborate on what these goals will look like and work together to accomplish them. Throughout the month, employees across departments support each other towards their goals. If someone is falling behind, their team is eager to step in and help elevate them back to their full potential. We balance this hard work with fun breaks, like brief nerf gun battles. Then, when we win on our monthly goals, we celebrate big!
Culture is, above all else, about people. We invest in our people, we reward our people, and we celebrate our people. How does your company develop its culture?
Verified First Named #97 on Entrepreneur Magazine's List of "Best Entrepreneurial Companies in America"
Entrepreneur magazine’s Entrepreneur360™ List is a premier study delivering the most comprehensive analysis of private companies in America. Based on this study forged by Entrepreneur, Verified First was recognized as a well-rounded company that has mastered a balance of impact, innovation, growth leadership and value.
We are incredibly honored by this award and to be listed among the top private companies in America.
For additional details on the E360 List and the companies recognized, visit: www.entrepreneur.com/360
For recruiters, the last few steps of the hiring process are full of excitement, nerves and anticipation. The company is so close to having a great new team member, but it’s up to recruiters to tie up all the loose ends and make sure the team member is perfect. Here's our festive spin on the last few steps of the hiring process, inspired by Clement Clarke Moore.
“Twas the night before hiring, when all through the office hall; Not a cubicle was stirring, not even a phone call.”
Once recruiters have reached their final few candidates, the follow up emails and phone calls start to slow down. At this point, they have just about all the information they need. They just get to work with the hiring team to narrow down the last three or four candidates, and find the best hire.
“The backgrounds were checked by HR with care; In hopes all the right reports would surely be there.”
Background screenings can be a huge stresser for recruiters, but it’s better to know about a candidate’s background before you risk hiring them. According to CareerBuilder, a bad hire costs an average of $17,000. The best way to avoid a bad hire is through a background check, which includes reference checks as well as criminal, licensing and employment history. To make the background screening process easy, use a background screening company that’s FCRA complaint.
“The applicants were nestled all snug in their beds, while visions of job offers danced in their heads”
This far along the hiring process, recruiters should remember that their candidates are no longer just resumes. More likely than not, these candidates have come in for several interviews, talked with recruiters and other team members frequently, and they’ve answered follow up questions. When making final decisions, recruiters should remember that the people on the other side of the hiring process are equally invested in the job being a great fit.
“When, to my wondering eyes should appear, the perfect candidate is right here!”
One of the hardest steps in the hiring process is prioritizing candidates. You might have three fabulous candidates, but only one job opening. At this point, work with the hiring team to figure out your preferences for a new coworker. Is a personality fit the most important thing? Or are technical skills non-negotiable? Once you focus on priorities, the best fit will naturally rise to the top.
“And he whistled, and shouted, and called them by name; Now Raises! Now Vacation, Now Insurance, and Onsite Gyms! On, Workplace Culture! On, Employee Satisfaction and Fully Stocked Kitchens!”
Once you make a job offer, your roles completely switch. It’s now your job to impress the candidate, instead of the other way around. Before you make a job offer, be prepared with all the things that make your company great-- do you have an unbeatable 401K match program? How about being voted a best place to work? Have all of these facts ready to go, along with a few personal stories about why you like working at your company. That way, you can make sure your candidate makes the right decision: choosing you!
“He sprang to his phone, to the recruiter gave a yes! And he accepted the job because he knew it was best.”
Your candidate’s skills are perfect, they love your company, and they’ve accepted the offer! The hard work is done, but recruiters should remember to follow up on their new hires. Check with them through the onboarding process to make sure they’re happy with their decision. To really improve your hiring process, you should keep track of your new hires to see how long they stay with the company, and if they get bonuses and/or raises. This way, you can continually improve your ability to hire the perfect candidate.
Happy offers to all, and to all a good hire!
We know how stressful the last phase of the hiring process is, and we hope you can take breaks when you need to, especially during this time of the year. Need a helping hand? Choose a one-click background screening solution to decrease your time to hire and your stress levels. Happy holidays from all of us at Verified First!
For most people, the holiday season is a time for relaxation with family and friends. But for human resources professionals, this is typically their busiest time of year. From the holiday party and office festivities, to confirming insurance enrollments and charitable contributions, human resources professionals are working practically around the clock to make the holidays enjoyable for employees. Here are six reasons why you may just want to write them a special holiday thank you card or put a little appreciation gift under their office tree.
1. Open Enrollment
With the national open enrollment deadline for 2019 healthcare plans coming up on December 15th, HR professionals have just a few days left to make sure that their employees properly file for health insurance. And, HR’s work on health insurance doesn’t end after the 15th. HR just has the final weeks of 2018 to double check that their employees filed for the correct plans and maximized their benefits.
2. Scheduling Holiday Time
The week between Christmas and New Years can feel like a deadzone because of how many people take work off. However, for every shift or day an employee goes on vacation, there’s a human resources manager accounting for that time off. They have to balance letting employees relax with their families while making sure their companies keep running, which is much easier said than done.
Since lots of companies hire new employees in the new year, December is anything but slow for recruiters. In December, recruiters have the added challenge of scheduling phone calls, interviews, and background screenings through the holidays. Recruiters have to match their employees’ schedules with their candidates’, which is an impressive feat with so much going on. All of this increases recruiters’ time to hire, but tools like ATS-integrated background screening are there to help the recruiting process all year long.
4. The Holiday Party
Somebody has to organize the holiday party, the ugly sweater contest, and the charitable Toys for Tots event and the gift exchange! Though this depends on the company, HR is usually involved in this planning, if not in charge. The holiday party alone can take several months to plan. In the midst of insurance deadlines and recruiting, HR professionals dedicate their Decembers to making their employees feel appreciated, and we can’t thank them enough for it.
5. Charitable Giving
According to Nonprofit Source, 9 out of 10 companies have some sort of charitable giving program, and many of these programs include matching employees’ contributions. This is great, but since lots of people prefer to do most of their donations at the end of the year, HR professionals will be even busier with handling these matches. In addition, some companies make year-end donations on their own, which is something HR also has to be involved with.
6. Retirement Deadlines
Human resource teams aren’t just taking care of their current employees, they also take care of former employees. Legally, they have to make sure that former employees who are older than 70 get their correct retirement compensation by December 31st. They also have to make any changes to their current retirement plans by the same date.
During this time of year, be sure to thank your human resources team for all their hard work! If you’re a human resources professional, know that your team appreciates you more than they could say, and be sure to take time for yourself and your family during this holiday season.
In November, Petco was fined 1.2 million dollars in a class action settlement because of a Fair Credit Reporting Act violation, in which they didn’t properly disclose when they conducted background checks. With such a large company making such a mistake, it’s smart for recruiters and human resources professionals to check their own compliance with the FCRA. Here’s what we can learn from this costly mishap.
1. Disclose your background check policy
Petco got in trouble because they didn’t include a standalone, clear and conspicuous disclosure. They included information about obtaining background checks in with the rest of their application and paperwork. Disclosing background checks isn’t a box you can check off and say that you’re complaint. Make sure that your applicants clearly understand your policy with a standalone disclosure, so that you’re all on the same page.
2. Give your applicants a copy of their rights under the FCRA
When you do get permission from applicants, it’s a good idea to remain transparent by giving them a copy of their rights under the FCRA. This way, you hold yourself accountable to be compliant, and your applicant can raise any questions they might have. It’s much better for them to ask questions during the hiring process than two years later in a class action lawsuit.
3. Pre-adverse action and Adverse Action Letters
So you found a great applicant, and then conducted a background check and found some not-so-great information. You have the right to not hire this person, but there are steps you have to take before doing so. You must give them a copy of the Summary of Rights and inform them that you may choose not to hire them because of the information you found in their background check. You also have to include a copy of the background report you received, along with information on the company that compiled the background report. You need to give this information to your applicant before you officially chose not to hire them, so that they have time to dispute any of the information in their background report. The rule of thumb for this time period between the pre-adverse action and the official adverse action is a minimum of five business days.
4. Avoid blanket policies
A blanket policy to conduct background checks on all employees hired is not a violation. But you can run into trouble with the Civil Rights Act when you start manually picking and choosing who is screened. It’s illegal to conduct a background screening on someone because of their race, age, nation of origin, etc. It’s also risky to have a blanket statement on certain crimes that might affect some groups more than others. To avoid these risks, the EEOC Best Practice Guidance report recommends using the Green Factors when weighing certain convictions against an applicant’s ability to do a job.
5. Check your state’s specific policies
Some states have specific laws on background check compliance, or their own versions of the Fair Credit Reporting Act that impact the way employers are able to use particular information. For example, California has laws on some crimes that can’t be used against applicants, like certain marijuana convictions more than two years old. These laws can be tricky to navigate, but are crucial to remaining compliant.
6. Obtain permission from job applicants
Petco certainly isn’t the only employer caught up in FCRA violations. In a similar case, Stanford University is currently facing a class action lawsuit for not obtaining clear permission for background checks from their applicants. According to the lawsuit, Stanford disclosed their background check policy on their standard application form. FCRA calls for written permission in a document that’s for obtaining permission for a background check, and the FCRA specifically says you can’t include these permissions in the job application. Again, background check permissions can’t simply be a box that applicants check.
The safest option for your organization is to fully understand Ban the Box laws in your jurisdiction. They may mandate the point in the application process where you can inquire about a candidate’s criminal conviction history.
As a smart employer, you know compliance is important. Failing to comply with changing regulations can result in costly (and preventable) class action lawsuits. As an FCRA compliant background screening company, Verified First’s in-house compliance team is dedicated to helping you stay up to date with the latest in compliance news.
Did you know that 75% of HR professionals have caught a lie on a resume (per CareerBuilder survey)? Surprisingly, it’s hardly just entry level applicants who do this. Even public officials, from candidates for office to coaches to CEOs have knowingly fabricated their qualifications. Here are seven public officials who were caught in the act with false records.
1. Mel Jurado, Temple Terrace Mayor
Mel Jurado, the mayor of Temple Terrace in Florida, was just caught with a PH.D from LaSalle University (the LaSalle located in LA. vs. PA.), a notorious diploma mill that was shut down by the FBI just a few months after Jurado got her diploma, according to the Tampa Bay Times. Although Jurado technically had a degree, she often didn’t list where it came from on her resumes. According to the Tampa Bay Times, the only time she listed “LaSalle University” in a job application, she didn’t get the job.
2. Marilee Jones, MIT Dean of Admissions
In 2007, Marilee Jones, the former Dean of Admissions at MIT stepped down from her role after nearly thirty years at the university. According to CNN, Jones lied on her resume about her education when applying for her first job at MIT -- she never received any of the degrees she listed. She said she didn’t have the courage to correct her original lies.
3. George O'Leary, Football Coach
In 2001, just five days after becoming the football coach for Notre Dame, George O’Leary resigned. According to the New York Times, he lied about his academic accomplishments, falsely claiming to have a master’s degree from New York University. In addition, he claimed that he was on the football team at the University of New Hampshire. However, The Union Leader, a New Hampshire newspaper, couldn’t find anyone who remembered playing on the team with him.
4. Kenneth Lonchar, Veritas Chief Financial Officer
According to Market Watch, stocks at Veritas dropped nearly 20 percent after its Chief Financial Officer, Kenneth Lonchar, resigned after admitting that he lied about having an MBA from Stanford. He had been working as a CFO for 14 years.
5. Sandra Baldwin, President and Chairman of the United States Olympic Committee
In 2002, just after the Olympics in Salt Lake City, Sandra Baldwin resigned after a University of Colorado student writing for an alumni publication discovered that Baldwin lied about her education, according to The New York Times. She said she received her bachelor’s at the University of Colorado, but she never completed her degree. Then, she said she got a doctorate degree at Arizona State, but it was actually a bachelor’s degree.
6. Scott Thompson, Yahoo CEO
In 2012, Scott Thompson was fired after Yahoo discovered that he lied about his education. He claimed that he studied accounting and computer science at Stonehill College, but he actually only studied accounting. According to CNN, Thompson’s lie created particularly large issues for Yahoo, because it listed Thomson’s fake computer science degree in its annual report to the SEC. CEOs are legally required to certify that their SEC filings are accurate.
7. Michael Brown, Head of the Federal Emergency Management Agency (FEMA)
Unlike the above mishaps, this captures a misrepresentation of employment, vs. education. In 2005, while FEMA was being criticized for its reaction to Hurricane Katrina, its director, Michael Brown, also came under fire. Before working for FEMA, he listed that he was an “assistant city manager” in Oklahoma. However, he was actually “assistant to the city manager” in that role, according to Time. He also listed on his FindLaw profile that he received an “Outstanding Political Science Professor” award at Central State University, yet he was never a professor there. Last, he said that he had been the director of the Oklahoma Christian Home. The staff at FEMA said he was actually on the Board of Directors. However, the Home said that was also false, again according to Time.
These public officials serve as painful reminders for recruiters and employees. Employees should know that one lie on one resume can ruin a career. And recruiters should know that failure to properly conduct background checks can lead to painful consequences. For peace of mind, recruiters should use a credible background screening company for all new employees, no matter the position.
We don’t often think of volunteering as an industry, but according to the Corporation for National and Community Service, volunteer hours in the United States have an economic value of approximately $167 billion. About one in three Americans volunteered last year, making volunteering a strong, vital industry. Whether you work for a non-profit, or have employees who volunteer outside of work, here are the key takeaways about the state of the volunteer industry in 2018 and beyond.
How many people volunteered in 2018?
To give you a better idea of the importance of the volunteer industry, here are more numbers from the study by the Corporation for National and Community Service (CNCS), which is the organization that runs AmeriCorps and Senior Corps. Last year, 77.4 million Americans volunteered for a total of 6.9 billion hours served. That’s “billion” with a “b.” The states that have the highest number of volunteers are Utah, with more than half of its citizens reporting they volunteered last year, Minnesota and Oregon.
What are the most popular types of volunteering?
More than a third of volunteers in 2018 spent their volunteer hours fundraising or selling items to make money, according to the CNCS study. This is the highest percentage of how people spend their volunteer hours. Those bake sales you see this time of year add up! In addition, 34% of volunteers collected, prepared, distributed or served food, at places like food banks, holiday dinners, and more. After that, 26% of volunteers collected, made, or distributed things like blankets, clothing and crafts.
Which organizations attracted the most volunteers?
The largest percentage of volunteers (32%) worked for their religious organization. After that, 26% of volunteers worked for a sports, hobby, cultural or arts organization. These are volunteer roles like soccer coaches, working at arts festivals, or ushering at a local play. In third place was volunteers working in education or youth related organizations.
When do organizations need volunteers?
It's a common misconception that organizations specifically need volunteers during the holidays, but this isn’t always the case. When an organization needs volunteers depends on what that organization does. For example, a political campaign will need a volunteer during summer and fall, while homeless shelters will particularly need volunteers in the winter. Some nonprofits need volunteers in their off season, when money is flowing more slowly, while others will need volunteers only in their main season. Across a variety of sectors, volunteers are needed year-round.
How can organizations find the right volunteers?
Volunteers are the backbone for most nonprofits, from churches to small arts organizations. Some of these volunteers function essentially like an employee, in terms of their level of responsibilities. Unfortunately, some nonprofits run into issues with volunteers with past problems. Background screening can help nonprofits manage volunteers with confidence, knowing that the volunteers are good people. For some volunteer roles like drivers, teachers, or daycare volunteers, background screenings are essential. Nonprofit and for profit organizations alike can always benefit from a reputable background screening company, so they can rest assured their volunteers and employees are safe, capable workers.
Verified First provides fully integrated background screening solutions for 100+ applicant tracking systems. With an average integration time of five minutes, Verified First uses patent-pending integration technology to slash your time to hire. Contact us for more information.
It’s the season to be grateful, and recruiters are too often the unsung heroes within an organization. From job description to offer letter, recruiters make hiring a new candidate seem near effortless, even though we all know it’s not! Here are seven reasons why we’re grateful for recruiters.
1. They're the first friendly face of the company
From the very first screening interview, recruiters are the main point of contact between your candidate and your company. This can be a lot of pressure for recruiters, but they maintain a level of grace and friendliness, which keeps the candidates interested in working for your company. This is particularly important because four out of five candidates think that the way a company treats them during the hiring process is an indicator of how the company treats its employees.
2. They know what attracts great talent
Recruiters are in charge of making your company attractive in the first place, and this is much easier said than done. Recruiters help create the perfect job descriptions, they know where to market their company’s openings, and they connect employers with the ideal candidates. All of this work means that not only do recruiters get lots of applications for your openings, they get quality candidates.
3. They can find a needle in a haystack
Recruiters do the rough work of going through resumes and cover letters. According to SHRM, the average number of applications received per job opening is 36. The recruiter’s time spent manually reviewing all the applications is reduced when they work closely with the hiring manager up front to understand what they’re looking for in a candidate - either way, still a significant undertaking.
4. They bring us our amazing coworkers
Something that people don’t always think about when hiring someone new is that candidates are potential coworkers. Recruiters help find people who are as good of a culture fit as they are qualified. This way, from day one, your team has a new coworker who will be good at their job as well as pleasant to work with. A bad fit is a bad hire and costs an average of $9,000 per day according to the Harvard Business Review.
5. They never stop searching for the right fit
Sometimes, recruiters are a much-needed dose of reality for candidates who seem perfect. They can connect when a resume doesn’t quite make sense, and weed out any obvious falsehoods- a critical need as 3 out 4 HR managers reporting they’ve caught a lie on a resume. Then, further along the hiring process, recruiters conduct background screenings on finalists. These background screenings will determine whether a candidate told the truth in their resume.
6. They know what it takes to seal the deal
Because recruiters are the main point of contact for candidates, they’re usually in charge of offering jobs to chosen candidates. After all the interviews are said and done, it's their role to convince great talent to join your company. Making an offer is stressful because the candidate is no longer the one trying to impress the company-- the roles are now reversed.
7. They take on the difficult conversations
So you’ve found the perfect candidate, and they’ve agreed to take the job! The last step is negotiating pay. This is always a bit uncomfortable for both parties to navigate, but recruiters do the work of ensuring the new candidate is paid fairly, but not excessively.
We can’t thank recruiters enough for all their work, and our goal is to make their lives as easy as possible. Check out our background screening services that will take the stress out of recruiting.
We are ecstatic to announce that Verified First has made the 2018 HRO Today Pre-Employment Screening Baker's Dozen Overall Midsize Program Leaders list. As one of the most prestigious awards in the background screening industry, this is an enormous honor for the entire Verified First team.
HRO Today bases its rankings solely on feedback from each provider’s customers. This makes it perhaps the most objective indicator of a provider's customer satisfaction. Companies are ranked in three areas: breadth of service, deal size, and quality of service. Using an algorithm that weighs questions and categories based on importance, scores are calculated in all three subcategories and for the overall score.
Out of 67 screening companies that were invited to apply, Verified First ranked #11.
“This award is a direct result of all the hard work we’ve put into our clients, technology, and teams,” said Vice President of Account Strategy, Sandie Burns. “This is just the start for us - our goals are to ensure we exceed our client’s expectations, use our technology to enhance the candidate experience and strive to be the best screening company in the industry.”
Many thanks to our clients and partners who made this award possible!
We’re thrilled to announce that for the second consecutive year, Verified First has made the prestigious Deloitte 2018 Technology Fast 500 Winners list. Per Deloitte, this list comprises the “software companies that dominate North America…” and is “the leading technology awards program”.
Winners are determined by the combination of technological innovation - those releasing new, emerging technologies disrupting the technology industry; entrepreneurship; and rapid growth. Verified First earned this award with our patents-pending, unique software integration solutions, having a seasoned CEO running a privately- and well-funded organization, and our nearly 700% growth rate over three years. Verified First is unique in that we’re among the 20% of the winners who were never backed by venture capital, while exceeding the winners’ median growth rate of 412%, according to Deloitte’s press release.
We’re honored to be in such great company - our sincerest congratulations to all the Deloitte 2018 Technology Fast 500 Winners! Much gratitude to our clients and partners who have made this achievement possible.
The midterms were last week, and while some races are still to be determined, three states drastically changed their marijuana laws-- Michigan legalized recreational marijuana and Utah and Missouri legalized medical marijuana. This will shift how recruiters conduct background checks and drug screenings. Here’s how the new laws will work, and what that means for HR professionals in each of those states.
The Change: A ballot measure legalized medical marijuana, but the Utah legislature is still working on the details of the bill. The most recent bill specifies which illnesses can be treated with marijuana, who can distribute it, and how it can be smoked. These illnesses include PTSD, HIV, cancer, epilepsy, multiple sclerosis and some forms of chronic pain. Distribution will primarily be handled by the state of Utah. Utah’s doctors approve of medical marijuana, but only in highly regulated forms. The Utah Medical Association worked with the Utah legislature on the most recent version of the medical marijuana bill.
The Takeaway: It’s important for human resources professionals to note this bill says that state employees cannot be fired for being medical marijuana patients, nor can recruiters choose not to hire someone because of their status as a medical marijuana user. Private sector employees do not have these same protections. However, even if you operate in the private sector, it's always a good idea to protect your organization with a drug use policy.
The Change: Like Utah, Missouri legalized medical marijuana with a constitutional amendment. According to The Kansas City Star, The Missouri health department has until June to create an application for medical marijuana patients, who would use this application to essentially get a prescription, which they would then use at a medical marijuana dispensary. The state will regulate these dispensaries much like liquor stores.
The Takeaway: It’s interesting to note that Missouri doctors, who will be in charge of prescribing medical marijuana, were largely against medical marijuana, so things might not change drastically for Missouri patients. Similar to companies in Utah, Missouri companies should still follow best practices and cover their bases with a drug use policy.
The Change: Recreational marijuana is where things get particularly interesting for recruiters. Michigan residents who are 21 years and older will now be able to purchase marijuana as well as grow it. While Utah and Missouri are still confirming legislation, recruiters in Michigan should expect changes in as few as 10 days, once the vote is confirmed. After the vote is confirmed, the possession of marijuana will be legal, but the commercial sale of marijuana won’t start until early 2020, according to the Detroit Free Press. This delay is because Michigan will heavily regulate the dispensaries.
The Takeaway: Walter Stella, an attorney in San Francisco, told the California SHRM conference that employers should treat recreational marijuana like they treat alcohol. This means that it’s obviously not okay for employees to smoke at the workplace, but employers should allow employees to do what they would like outside of the workplace.
That said, employers are allowed to refer to federal drug laws for their drug policies, meaning that drug-free workplaces and drug screenings are still allowed in states where recreational marijuana is legalized. In Michigan specifically, employers will have the right to terminate or refuse to hire an employee if they test positive for marijuana, or have marijuana at the workplace.
What does this new marijuana legislation mean for HR?
More states are likely to change their marijuana legislation in the next few years. This makes things difficult for recruiters to constantly keep up with compliance, especially as medical marijuana will be more and more tied to anti-discrimination efforts.
As a smart employer, you already know compliance is important. Failing to comply with changing regulations can result in costly (and preventable) class action lawsuits. The best way for HR professionals to sift through these new laws is to work with a reputable background and drug screening company that is dedicated to keeping up with the latest in compliance news. At Verified First, our in-house compliance team does just that!
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Verified First, a leading background and drug screening company, announced that Chris Lewis was hired as Solutions Engineer. Chris will be based in Boise, Idaho at Verified First Headquarters.
"In this newly created role, Chris will be implementing our groundbreaking and patented integrations," said Director of Product, Ryan Hart. "Chris has an impressive breadth of experience with modern tech and client services."
With 15 years of software support and management experience under his belt, Chris brings with him a razor sharp focus on customer care. Working with both partners and customers to find innovative solutions—from the smallest desktop glitch to enterprise level conundrums—is where he finds purpose. Chris is a team player that finds few things more satisfying than helping those around him attain their goals.
"From the first moment I stepped foot into Verified First, I knew I wanted to work here," said Lewis. "The one thought I had my entire visit was, 'I want to be a part of this... I need to be a part of this!'"
Chris is joining Verified First at an exciting time in its history. This year, Verified First was ranked as the 716th fastest-growing company in America on the 37th Annual Inc. 5000 list. This ranking placed Verified First as one of the the fastest-growing background screening companies in the country.
Welcome to the team, Chris! We are so excited to have you.
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