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Background Check Companies, 12-Month Traffic Change (%): BackgroundNow.com leads HireRight.com, Intelius.com, Kroll.com ....
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As reported by Compete.com on September 10, 2009, % increase or decrease in website traffic during the past twelve months for BackgroundNow.com versus four leading background check websites, HireRight.com, Intelius.com, Kroll.com Sentrylink.com and USSearch.com.
BackgroundNow.com leads HireRight.com, Intelius.com, Kroll.com Sentrylink.com and USSearch.com with one-year growth of 206%.
Background Checks Done Right
Extremely thorough background checks, very inexpensive.
Launched in 2003, BackgroundNow.com provides background checks to organizations and a website rich in background check resources. Also, BackgroundNow.com Staff publish high profile background checks, such as “Bernard L. Madoff: The Five Federal Court Cases Filed December 2008: Official Federal Court Case Files“ at Amazon.com. Custom softcover background check books are available, as well, for only $.22 per page.
BackgroundNow.com is a small, private company that successfully competes with larger background check corporations, like Intelius.com, USSearch.com, Kroll and HireRight.com, with rapid, resourceful and personal service.
Is BackgroundNow.com the right background check company for your organization? Try these steps to evaluate background check services:
- Review “How safe is BackgroundNow.com?“
- View the “Step By Step Guide To BackgroundNow.com”presentation.
- Compare our background check options and pricesto Intelius.com, USSearch.com or HireRight.com.
- Download a sample background check.
- Call us at 1-713-784-3232, ext 3 and get friendly answers to your questions or request references.
Smart employers check backgrounds of potential and current employees to avert risk. The background checks your company conducts on employees can and should vary to match the kind of risks associated with each particular job.
Be aware, if your employee’s behaviors do harm in the course of employment duties your company may be liable. It’s up to you to know your employees’ backgrounds as thoroughly as possible to size up risks. Ignorance of their backgrounds is not a defense for damages caused by an employee. In fact, it may be used against your company through claims of negligence. Neglecting employee background checks can damage fiscal health, reputation and careers. Instinct and speculation are not substitutes for background checks.
Are you defraying your risks with background checks?
Improve your people skilles to be a better job candidate
Improve people skills to be a better job candidate
So you’re a great welder. Or a great engineer. Is that enough to get a great job? Not necessarily. You also need to be able to tell prospective employers why you’re the right person for the job and demonstrate that you can work well with others. It’s all about communication. And while high schools and colleges insist that their students take classes in math, science and language arts, they often overlook the importance of communication, leadership and decision-making skills. In a recent BusinessWeek column, Francesca Di Meglio writes that today’s tight job market makes it even more important that job-seekers learn to be effective communicators and decision makers and display confidence. She suggests that college students look for classes where they can learn communication, teamwork and other skills that will help distinguish them from other job candidates. If you’ve already earned your degree or didn’t go to college, there are other ways to work on developing these types of important skills. Look for a speech class at your community college. Enroll in the local Toastmasters. (It’s a program where people learn to be effective public speakers.) Have a friend help you practice answering job interview questions. “Recruiters say they are looking for people who have the technical skills but also display a certain level of maturity and flexibility and can communicate well,” Di Meglio writes. Chances are, you’ll be competing for jobs with other candidates who have work and educational experiences similar to yours. So find ways to stand out. Diversified Industrial Staffing is a nationwide recruiting / staffing firm headquartered in Troy, Michigan. Our job is to match ideal candidates to open manufacturing, construction and logistics jobs. We find and place CNC machine programmers & operators, manual lathe & mill operators, welders, pipe fitters, general labor, skilled trades professionals, machine repair personnel, truck drivers, hi-lo drivers, carpenters, painters and drywall repair people in addition to other positions. Now serving the manufacturing, construction and logistics industries in and around:
Atlanta - Baltimore - Boston - Charleston - Charlotte - Chicago - Cincinnati - Dallas - Detroit - Fort Worth - Greensboro - Greenville - Houston - Indianapolis - Kansas City - Little Rock - Los Angeles - Milwaukee - Minneapolis - Nashville - Newark - New York City - Orlando - Peoria - Philadelphia - Raleigh - Rochester - San Antonio - St. Louis - Seattle - Springfield - Trenton - Tucson - Washington D.C. - Wichita Our homepage is www.diversifiedindustrialstaffing.com We also offer the Job Search Process training program, which was launched in May. It costs $49.99 and includes a money-back guarantee for anyone who follows the instructions and doesn’t get a job in six weeks. For information on the Job Search Process, go to http://www.jobsearchprocess.com/
Behavioral Interviewing: A Priority for Local Businesses Looking to Hire
In a recent survey of around four hundred Massachusetts executives, almost half listed that finding and retaining top talent is among their top priorities in relation to their organization. It’s no wonder why so many organizations listed this, as no one can afford to make hiring mistakes in today’s economy.
As a fast growing and virtually free technique, many organizations are turning to behavioral interviewing.
Behavioral interviewing, which is more than 40% more effective than traditional Q&A style interviewing, was developed in the 1970s by industrial psychologists. It was introduced to HR managers as a way to pinpoint potential employees’ soft skills, such as creativity, drive, values and versatility. By asking job candidates specific questions about past performance and experiences, future performance can accurately be predicted.
Typical behavioral interview questions are usually not questions at all but more often than not start out with something like, “Tell me about a time…” or “Give me an example of…” or “Describe a situation where…” Asking these questions can identify specific attributes you may be looking for in an employee and prove to you that he or she will meet up to your expectations.
For example, to find out if your Boston Job candidate has initiative, you might want to ask a question like, “Give me an example of a time when you went above and beyond the call of duty.” Or, if you want to know if your potential employee has creativity you could say, “Tell me about a problem you had to solve in a unique or unusual manner. What was the eventual outcome? How satisfied were you with the outcome?”
It is said that one of the biggest mistakes hiring managers make is hiring for skill and firing for behavior. As the market continues to flood with unemployed candidates, we advise you to take a closer look at the benefits of having a solid behavioral interview strategy for 2009.
6 Common Traits to Look for When Identifying Top Boston Performers
Employers want to know: How can you tell the difference between top performers and Average Joes? Star performers don’t grow on trees and with the current influx of talent flooding today’s market, it has become more difficult to identify them.
Although there is no one formula that makes up a top performer, we have been able to identify some common traits.
1. Self-Management: No one wants (nor has the time) to micromanage. Having an employee on board who can effectively regulate their own work agenda and work independently does wonders for company productivity. Don’t get me wrong, all employees need basic direction and tasks, but managing an employee who can take direction and run with it is something even the best employers and organizations can’t train on. A star employee should have the ability to leverage from what they know and manage themselves effectively.
2. Accountability: It is plain to see that in any productive company, employees should be expected to take the task at hand and create results. A star employee, however, takes this concept to the next level. In order to keep your business running smoothly and effectively, your employees must have a sense of responsibility for the outcome of their tasks, whether it is positive or negative. Without accountability, employees are in the dark- having no concern or liability for the outcome of their efforts.
3. Initiative: During times like these, employees cannot afford to fall by the wayside. A star employee will naturally rise above the rest through his or her own initiative. Whether assuming leadership responsibilities or pitching ideas, an action-oriented employee steps up and thrives on taking risks.
4. Humility: Nobody enjoys working with an arrogant know-it-all. The ability to recognize one’s faults and weaknesses is not easy. Star employees own the fact that they don’t know what they don’t know. They either reach out for training at their company or externally or partner/delegate to a colleague who is strong in their weak area.
5. Vision: Visionary employees see beyond the basic job description. While they certainly may have personal ambitions to succeed, their main interests lie with growing and improving their company. A star employee looks at the bigger picture instead of fulfilling the expected requirements for his or her position.
6. Values: It’s in every employer’s best interest to seek individuals that value integrity, honesty, and respect. Unfortunately, not every employee is perfect. But a star employee upholds basic principles, which creates a standard for a comfortable, ethical work environment.
Some stars are born, but others are also developed through training. You may not be able to distinguish star employees until they start working. Recruiters in Boston can assist with temp-to-hire placements. Behavioral interviewing is another tool to identify top performers’ traits. Deriving from the belief that past behavior indicates future job performance, behavioral interviewing is one way that companies can begin to sort through the overwhelming abundance of candidates. Behavioral interviewing focuses heavily on the softer skills of candidates; the ones that don’t necessarily come through on paper and prove to hold the most weight when a bad hiring decision is made. Follow our next blog post for more information on behavioral interviewing.
Calling Senior Managers / Executives - 2 Questions Market Survey
2 Question Market Survey
Survey is being sent out to over 2,000 senior level executives.
Please visit the following link to take this brief two question Survey:
http://survey.constantcontact.com/survey/a07e2f7xbl4foszbw0t/start
Results will be featured in a press release which will be sent out in March and posted in the news section of IncBizNet. We encourage you to make additional comments relative to hiring and retaining talent within your organization.
If you would like to be interviewed for this article, please email Meg Toland at mtoland@hollisterstaff.com or call 617.654.0363. The article will focus on the importance of behavioral assessment interviewing, particularly during a recession.
The Trend Toward Free Background Checks - Federal, State & Local Governments Open Access to Records
The Center For Democracy & Technology conducts surveys of the practices of federal, state and local courts in making information public via the Internet. It finds a wide variety of practices and policies, and an important, nearly singular trend. Courts and other government background check services are making their records available to anyone via the Internet, often for free.
Free background checks are being offered by many government sources. Are background checks becoming an "open source" service?
Governments are making records available that span statewide background check services to many instances of single jurisdictions, such as county-level courts, providing Internet access to their records. Some governments provide access to both criminal and civil records while others restrict users' access to records that may contain sensitive background check information. And while some governments offer free comprehensive access to their background check services, many others charge users a range of fees for Internet access.
On the one hand, moving to post background check services to the Internet represents a hushed upheaval in transparency and accountability for both individuals and government, part of a rapidly shifting social reality. Public access to electronic court background check services provides a convenient way for the public to broaden government checks and balances and ensure the fairness and equality of its operations.
Concurrent to the trend towards background check transparency, governments are struggling to find balance, such as balancing privacy and accountability. What information should be available Internet? Many governments make judicial opinions at the appellate levels freely available Internet but do not offer Internet access to trial court proceedings, which generally contain more detailed and sensitive evidence. Others offer access to trial court dockets and a variety of other information at the trial level. Should a distinction be drawn between civil cases and criminal background check access? Another set of issues concern cost. Is it appropriate to charge for Internet access? Does a subscription or fee-based system unfairly discriminate against those who cannot afford fees for background check services? Do fees exclude everyday citizens? Questions like these pose a significant challenge to governments attempting to design background check services.
In addition to exclusions that may be caused by background check fees, there's a knowledge gap. Very few citizens are aware that the information is available to them, much less what type or how to find it. Yet, for example, the entire Federal Court System is open to all. A search can lead to the federal government's registry for all federal criminal, civil, bankruptcy and tax cases, for example. The federal registry charges 8-cents per search.
County courthouse websites can be located, many of which offer free searches of criminal, civil and traffic court cases. Also, Secretary Of State records can be accessed, giving users free background check information on business ownership and transactions.
In addition the web offers articles on important issues and laws, such as those surrounding privacy rights. Guideline for conducting background checks can also be found.
It provides anyone with the ability to search and locate individuals and businesses, criminal and civil court records, property records, bankruptcies, liens, judgments, tax cases, business records, employment histories, federal government exclusion lists, OFAC records, FDA debarment records, healthcare sanctions records -- in short, information to conduct a thorough background background check.
There remains quite a bit of secrecy and misunderstanding surrounding background checks. In part because it was long the domain of private investigators who kept the tricks of the trade to themselves, such as the mythology "nationwide criminal records databases" that report criminal records from every jurisdiction in the United States. No such background check exists.
Many commercial background check companies offer database searches that cover many jurisdictions in the majority of states, but they are all incomplete. Commercial nationwide criminal records databases can cover a lot of ground and inexpensively. So, they are worthwhile. However, they may not include the jurisdiction needed. The FBI's Criminal Justice Information Services Division manages the National Crime Information Center, a database of nationwide criminal records. It is the most complete source of records, yet even it is not perfect. Most misdemeanors are not included in the database and many county and state records never make their way to the FBI. En route to the FBI from counties and states there are breakdowns in the process.
All this to say, you can do your own, free background checks. However, it's not always straightforward, you may need to do some homework to do it right.
Welcome to the Human Resources Community on IncBizNet!
Welcome to the Human Resources community! Your business is successful, and you’ve learned a few things on your professional journey. Why not become the moderator of this community? Community moderators are senior managers who lead discussions that take place via blogs and discussion boards here on IncBizNet.com.
Moderating an IncBizNet community will provide additional exposure for your company and offer an excellent opportunity to share your knowledge and interact with an expert audience. As a moderator, your time commitment would consist primarily of leading by posting occasional two to three-paragraph posts to this community’s blog and posting/answering questions to the discussion boards. Executives from executives on IncBizNet are able to post follow-up questions, comments, and other reactions. We also strongly encourage monthly gatherings either in person or via phone (we'll help set up the calls).
We’re excited to provide a collective space where executives from privately held executives can talk about specific issues that affect their businesses! If you’d like to be considered as a moderator for the Human Resources community, please contact Twanna A. Hines at thines@inc.com.
DFW adds 91,000 jobs
The Dallas Morning News published an article last Friday regarding the DFW job market:
