Background Screening | Job Candidate with a Criminal Record? Pt. 3

Background Screening | Job Candidate with a Criminal Record? Pt. 3

Background Screening | Job Candidate with a Criminal Record? Pt. 3


Background Screening | Also, while serving, recruits are under greater scrutiny.

On the other hand, serving in the armed forces may be very stressful which could promote negative behavior, as could an aversion to authority.

A military setting, in other words, could bring out the worst in an individual with a propensity for crime.

Yet, according to the Harvard-Amherst study, it doesn’t.

The Uphill Battle

Those who have a criminal record know the tremendous obstacles that may block their path. [ Tweet this!]

A conviction for a felony will remain on a person’s record for years (until which point the offender is eligible for, seeks, and is granted an expungement); such a stigma may influence employers to immediately and automatically be suspicious of, afraid of, and intimidated by an individual who has been incarcerated.

Individuals who have served time may have permanently lost the right to vote (10 states restrict some people with a misdemeanor conviction).

An ex-felon may not be able to avail themselves of government benefits including public healthcare programs.

Some regulations expressly prohibit certain types of jobs for persons who have a criminal record.

And a convicted felon may find that even locating a place to live may be fraught with roadblocks, exacerbated by not being able to find a job to earn an income.

It should therefore come as no surprise that, faced with such impediments, two-thirds of released prisoners reoffend and are arrested within three years of release; within five years of release, three-quarters of released prisoners are rearrested.

Although, according to the law, they’ve “paid their debt to society.”

The Future

Each year, more than 630,000 individuals are released from prison, more than the population of many cities. [ Tweet this!]

As many as 100 million Americans have criminal records.

Of course employers should conduct an individualized assessment of each job candidate as recommended by the Equal Employment Opportunity Commission (EEOC); those hiring should refer to relevant “Ban-the-Box” requirements (and their associated adjudication practices as applicable), and also acknowledge that legal or regulatory requirements may be in play to prohibit hiring individuals with specific criminal convictions within industries including healthcare, financial services, energy and other fields.

In addition to giving a fair shake to an applicant who has a record, a few incentives and additional facts may be worth considering:

  • Substantial tax credits are available for hiring ex-felons, such as the Federal Work Opportunity Tax Credit. Some states even provide partial wage reimbursement, additional tax credits, and other training funds for employers who hire ex-felons.
  • Employers who hire felons can also be eligible to obtain a free fidelity bond funded by the federal government to protect them against employee dishonesty or theft.
  • Ex-felons may be less inclined to quit on you. The harsh reality is they are left with far fewer options than employees with clean records. So many employers that hire former law-breakers have lower turnover than with conventional hires. According to the Partnership for Safety and Justice, “In general, formerly incarcerated people are as reliable as other workers.”

Given the recent studies cited above that indicate individuals who have been convicted of crimes in the past may, going forward, excel given the opportunity – duly considering job applicants solely on their qualifications rather than focusing exclusively on a past transgression may prove to be in a company’s best interests. -HireRight

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Fingerprinting | Job Candidate with a Criminal Record? Pt. 2

Fingerprinting | Job Candidate with a Criminal Record? Pt. 2

Fingerprinting | Job Candidate with a Criminal Record? Pt. 2


Fingerprinting | Results Validated

The Harvard-Amherst study isn’t alone in its assessment.

Canadian Big Data firm Evolv crunched numbers and found that “criminals can make better employees than anyone else.”

The firm calculated that employees with criminal backgrounds are 1 to 1.5 percent more productive on the job than people without criminal records.

Such productivity “could result in tens of millions in profit and loss gain” said the company.

Why the Surprising Results?

Evolv speculated that perhaps employees with records may feel a sense of loyalty and/or gratitude to a business that would see beyond their mistakes and provide them with an opportunity.

Is that enough to persuade prospective employers?

Evolv’s CEO Max Simkoff said, “…I tell them their own data is showing this—if they want to save $10 million a year, they should make the change. But what they do with the data is ultimately up to them.”

Sociologist Jennifer Lundquist, one of the authors of the Harvard-Amherst paper, speculatedthat people with criminal records may want to “go the extra mile” for businesses offering them a chance to get beyond their pasts.

“Our main argument is that the ‘whole person’ criteria is something we think employers should explore as a possibility.”

Otherwise, employers “may be losing out by just banning ex-felons altogether who turn out to be pretty good employees when given that chance—and when properly screened.”

“The screening process clearly works, there’s no question,” Lundquist noted. “But I also suspect there may be something else going on here, which is the interesting social question.”

She hypothesizes that criminal record holders may do better than those without a record and outperform their peers because they want to pay back an employer – in this case, the military – that offered them a second chance.

Another explanation may lay in the fact that, in serving in the military, they were removed from an environment that may have tempted or influenced them to break the law.

The military also offers a highly-disciplined hierarchy that is so responsibility-focused it may keep individuals from misbehaving. -HireRight 

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Employment Background Check | Behind the Scenes

Employment Background Check | Behind the Scenes

Employment Background Check | Behind the Scenes


Employment Background Check | When a candidate applies for a position, their potential employer may engage a background check company to help them ensure that the candidate is the best person for the job.

Background checks including reference checks will vary from employer to employer, and from one background screening provider to another, so for simplicity’s sake, let’s take a look at background and reference check scenarios that employers commonly request from a full-service background check firm.

Once an employer has requested a background and a reference check from a third-party provider, that agency may begin by initiating verification’s of employment history, education and credentials checks, if requested by the employer, as well as simultaneously contacting references the candidate has provided.

When requested for candidates working in certain positions, the employer may also ask the agency to provide a report detailing the candidate’s credit history.

Employment History Verification

Using phone or email to directly contact the previous employer, or by using the employer’s designated automated verification service, the agency may verify these facts:

  • Start and end dates of employment
  • Position / job title
  • Salary (when requested by the employer and provided by the company)

Usually the firm will confirm as many employers as required per its customers’ package settings and will document the name and title of the person who supplied the employment information.

The researcher who verified the employment may note the verification with a comment.

The background screening provider may utilize a proprietary database as well as online research to contact an employer.

If the candidate has supplied a contact number, the background check company may use this number if it can authenticate it is a valid business line.

Throughout the process, the verifier will attempt to contact the employer at different times each day.

If the agency needs more info, it may reach out to the candidate and may ask for other means of employment validation, including W2’s or paycheck stubs.

Employment information typically is verified for employment history over the last seven years, but the background check company can attempt to verify further back if necessary.

Education and Credential Verification

While the employment check is occurring, a separate team may simultaneously verify the candidate’s education history.

This component is important to employers as it contains the most-commonly falsified information by candidates on resumes and job applications.

Educational institutions high school and above may be contacted to validate:

  • Name of school
  • Dates of attendance
  • Major area of study
  • Diploma, degree or credential awarded
  • Date awarded

The agency may contact the candidate to obtain necessary documentation (usually a copy of their degree or certificate) that will either provide additional information to continue the investigation and be provided to the school for authentication.

Professional Reference Checks

The background check provider may offer a professional reference check service based on the contact information for colleagues and coworkers listed on the application.

Interviewers handling reference check questions can contact individuals to get an assessment of the candidate’s capabilities and work record in accordance with client’s guidelines.

Typical questions may include:

  • What was the working relationship you had with this person? Length of time worked with?
  • How would you describe their interpersonal skills?
  • What would you say motivated the individual most?
  • What would you say are their strongest attributes?
  • Would you rehire/recommend for rehire?

Verification’s are a critical component of the background check process.

Third-party background check providers attempt to deliver speed, and must ensure accuracy to make the experience – for candidate and employer alike – the best experience possible. –HireRight


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Employment Screening | 8 Reasons to Hire a Graduate Pt. 2

Employment Screening | 8 Reasons to Hire a Graduate Pt. 2

Employment Screening | 8 Reasons to Hire a Graduate Pt. 2


Employment Screening | Compare this to a mature-age professional, who was likely at their previous job for five to ten years. They’re comfortable and content in their routine and network of coworkers and clients. They rely on the coworkers they have known and trusted for a significant time and this can be a roadblock to overcome. While there certainly isn’t anything wrong with extensive experience, the easy attitude and natural communication handling of a graduate can lead to a smooth transition now and months down the track.

6. New perspective

A new approach is probably what kick-started your business, so it only makes sense that to stay afloat you’ll need a fresh perspective. Luckily, graduates aren’t in the mold just yet. They form their individual opinions based on academic experience and knowledge, not the principles ingrained by the industry. They also have a habit of looking at decade-long systems and asking the question, why?

This outside perspective is an invaluable asset no matter your company size. Reinventing efficiency, communications and management is a crucial step in projecting your business growth. The professional world is changing, be ready to lead these changes.

7. No office politics

Nobody enjoys drama in the office. Okay, maybe some of you do. But for most of us, it’s stressful, upsetting and just plain annoying. Unfortunately, it can seem to be inevitable. The great thing about hiring a new professional is that they’re not caught up in conversations by the water cooler – they never been. Graduates won’t respond to the office politics in your business and remain untainted by rumors or peer pressure. Essentially, they’re hired without any problematic excess baggage.

Hiring an experienced professional does have its benefits. They know how office politics work and understand how to deal with them, but is it in a way that reflects the values of your business? When a stellar industry reputation faces ruin, it can become a different ball game altogether. Taking on a graduate can eliminate the risk of clashes and negative competition – they aren’t looking to step on any toes.

8. Great with technology

When four out of every five millennials own a smartphone, it isn’t hard to work out which age group is likely to be the most comfortable with new technology and digital communication. The younger generation is eager to get their hands on the latest gadget, trial the newest software and understand the trending applications. This can make them a potentially highly valued member of your team in the bigger picture.

Millennials may be, in part, more responsive to these advancements because they have grown up with them. Technology directly affects their standard and style of living. If they aren’t able to pick up a new piece of technology and have it down pat in minutes then they’ll fall behind. This isn’t a scenario unique to graduates, it applies to businesses as well. A young professionals’ natural affinity with technology could be the only thing standing between you and success in the fast-paced digital world. -Recruit Loop 


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Fingerprinting | 9 Reasons Not To Ignore Active Job Seekers Pt. 2

Fingerprinting | 9 Reasons Not To Ignore Active Job Seekers Pt. 2

Fingerprinting | 9 Reasons Not To Ignore Active Job Seekers Pt. 2


Fingerprinting | Judging a person by the small amount of information available on their LinkedIn profile is to unnecessarily narrow the options.

6. Passive job seekers tend to have outdated profiles

When a person is happy in their current role, they usually do not maintain an updated profile on LinkedIn or any of the job search sites.  Approaching someone with outdated information about their job history can waste time and resources.

 Passive job seekers are in control – because YOU called THEM

Negotiating a package with a passive job seeker starts with you, the employer or recruiter, on the back foot.  You called them so they know they have the upper hand. Landing a qualified person for the role who was recruited passively may cost more than landing a qualified person for the role who was recruited actively.  Same result, more money spent.

7. Active job seekers are ready to go – now!

When you’ve got a time-sensitive recruitment job, passive candidates are not your best friend.  You’ll destroy your reputation or hurt your business in the process of attempting to only recruit people who are currently happy in their roles and who may have lengthy notice periods.  If you need to open a new office in a new city and staff it with 20 employees, you should be prepared to consider active employees or you’ll never get it off the ground.

8. Passive does not necessarily equal ‘talented’

Theoretically, if someone searching for a job means they are untalented, someone who is not searching for a job must be talented – right? This is completely untrue and quite ridiculous.  There are plenty of deadbeat, uninspired and quite simply average employees quite happily sucking their current employer dry and getting through their regular 9-5.

9. Why does it matter how they got to you?

A great candidate is a great candidate.

Judge their ability to do the job not by how they arrived at your door but by how they have evidenced their ability to perform in the past, what that says about their future ability and how they respond in your interviews and questioning. These are greater predictors of their future success at your company than how their resume got into your inbox. -Recruit Loop

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Fingerprinting | When Employers Don’t Get Back to Candidates

Fingerprinting | When Employers Don’t Get Back to Candidates

Fingerprinting | When Employers Don’t Get Back to Candidates


Fingerprinting | You’re busy and you simply don’t have time to let every candidate know when they didn’t make the cut.

And you’re certainly not alone. Recruiters and hiring managers at nearly every organization advertising an open position is overwhelmed these days.

But if you find a few moments, peruse any job website or bulletin board focusing on jobs and one of the most frequently asked questions – and probably the greatest source of anger, discouragement and confusion in searching for a job – is why organizations don’t communicate with candidates following the interview.

Just take a look at Posts from frustrated job applicants include titles such as:

“I’m getting really tired of employers saying they’re going to call you and then not”

“Waiting on formal job offer/start date after informal offer.”

“After final interview – was supposed to hear a decision yesterday and didn’t. When do I reach out?”

“(rant) Please don’t set up a phone interview if you’re not going to call.”

Such angst is understandable. They’ve spent countless hours fine-tuning a resume, tweaking it so their applicable skills are accentuated. They’ve had a friend further scrutinize it with a fresh pair of eyes to make sure every “I” is dotted, every “t” crossed, and spellcheck didn’t miss something. He or she probably sweated bullets preparing for one or more interviews that could enable him or her to land that dream job – fresh challenges, a salary he or she may really need, a career with a future, and insurance coverage that his or her family may have been desperately looking forward to.

The interview goes well. So does the next one, and the one with the big boss. “We’ll be in touch,” he or she is told as you firmly shake hands and they head home, head held high and a smile on their face.

And then they wait.

And wait.

And wait some more, hoping to get good news. Heck, any news!

They check their email every few minutes. And make sure their phone’s battery hasn’t died and their ringer is turned up.

And they hear nothing.


The sad truth is that only the candidate who is offered the job actually hears back. The others are left in limbo.

Typically, recruiters and hiring managers say they’re too busy to let candidates know they didn’t get the job. And no one enjoys being the bearer of bad news.

Yet, letting candidates down can be done quite simply.

You can write a simple email that states your organization has decided to hire a candidate whose qualifications more closely match your needs. You don’t go into detail as to what the candidate lacked; this also allows you to use the same email for multiple candidates. Don’t give advice as what they can do better; but do let each candidate know they didn’t get the job, and do it in a timely manner.

Even classier: Have postcards printed that gently delivers the bad news. It’s more personal than an email and, since space on a postcard is limited, the message won’t and can’t be too long. Extra points for you and your company if you address and sign them by hand.

If you’re really comfortable doing so and have time, call the candidates and tell them what’s up. This very direct method requires skill in delivering an uncomfortable message and, again, you would want to be tactful and avoid reasons, subjective judgments, and other conversation that could be misconstrued.

Will it take some time to contact the candidates? Sure. But in this age where anyone with an internet connection and accounts on Facebook, LinkedIn, or countless job sites can besmirch you and your organization’s reputation when they feel they’ve been ignored or insulted, it may pay great dividends to invest some time into contacting the runners-up. Consider at least contacting candidates who made it to the final round(s).

Tom Petty’s song “The Waiting” hits the nail on the head: “The waiting is the hardest part.” Put yourself in the candidates’ shoes: Wouldn’t you feel better – and wouldn’t you have more respect for a company – if you weren’t left in the dark about whether or not you got the gig? Some candidates may think he or she got the job and not continue looking, wasting precious time. Let him or her go and move forward with their job search!

HireRight created a “Candidate Resentment Calculator” to determine how much a negative candidate experience may hurt a brand’s reputation and potential revenue. It noted that:

Resentment manifests in a variety of ways:

  • Sharing negative experiences over multiple social channels
  • Communicating those experiences with an inner circle
  • Spending consumer dollars at a competing business in both the short and long term

Take a few moments to take this informative survey. The results may surprise you. And for an in-depth exploration of Candidate Resentment and its repercussions, tune in to HireRight’s On-Demand webinar, “Beyond Talent, What Else Are You Losing during the Recruitment Process,” conducted by talent management strategist, consultant, and trainer, Elaine Orler.

Again, a candidate who never hears back, particularly when he or she is told “We’ll be in touch,” may make your company famous – and not in a good way. Let him or her know what’s up, even if it takes a little time. In the long run, spending those few minutes on something else may cost you: As Warren Buffett said, “It takes 20 years to build a reputation and five minutes to ruin it.” -HireRight


We strictly verify the potential employee’s past education and employment records to see if they are aligned with the information the potential employee has given us.

For more information regarding E.S.A’s background screening solutions contact us at 866-619-9646.

Employment Screening | 9 Reasons Not To Ignore Active Job Seekers Pt. 1

Employment Screening | 9 Reasons Not To Ignore Active Job Seekers Pt. 1

Employment Screening | 9 Reasons Not To Ignore Active Job Seekers Pt. 1


Employment Screening | Have you ever heard someone say that active job seekers – those who are actively in the market looking for job opportunities – are a waste of time?

Unfortunately, the popular belief seems to be that, ‘If they are looking for a job, then they can’t be any good.’

Instead, recruiters have encouraged organizations to focus on those people who are already in jobs, saying, ‘Focus on the passive talent!  The best candidates are currently employed!’

Having spent over 2 decades in the recruitment game, I can honestly say this is a myth and it’s time to destroy it.

This belief was created, shared and perpetuated by traditional recruiters to justify sky-high fees for their work and convince unsuspecting organizations that they needed headhunters (and the associated fees) when really what was needed was a simple job ad.

Of course, passive candidates can be a great source of untapped talent for organizations and I’m certainly not saying that every good recruiter shouldn’t devote a period of time to maintaining their passive candidate funnel. However including active job seekers when searching for the best talent can be just, if not more, effective and cost thousands of dollars less.

Before doing any employment screening, here are 10 reasons why you can’t afford to ignore active job seekers:

1. Almost all workers are always seeking new job opportunities

A study done on Candidate Behaviour revealed that 71% of people currently employed actively search for new positions as a regular part of their routine. 27% search for new opportunities as regularly as every week! Job search email alerts sent directly to a person’s inbox makes keeping an eye on currently available job positions easy.  It’s likely your candidate will come to you before you manage to reach them passively. How devastating if you ignored them simply because they did your work for you!

2. Active job seekers may be active for good reasons

Not everyone is an active job seeker because they’re not good enough to get the job they want.  They may be moving cities for family reasons.  They may have taken a sabbatical the year before.  They may have just graduated from further education. They may have thought their current role was something that it turned out not to be.

Almost everyone has been an active job seeker at some stage in their professional life. There are many reasons a person is an active job seeker. Remember when employment screening, an ‘active’ job seeker isn’t necessarily out of work. They might be active because they have made the conscious decision to find a new role and are just doing something about it!

I’ve always trained recruiters to quickly assess whether a candidate is either running away from something or running toward something. This will help you determine what type of active candidate they are.

3. Keyword searches don’t find everyone

If you’re searching for someone a little unusual to fill a role requiring creativity and innovation, you likely won’t find the word ‘creative’ or ‘innovative’ on their LinkedIn profile.  Creative people are often hiding behind more traditional titles, maybe ones that do not currently relate to the job you are looking to fill. You may be missing out on a potential creative gem by limiting your talent pool to only those who show up in keyword searches.

4. Active job seekers are often the fastest to get across the line

It takes a lot of effort to recruit a passive job seeker – dozens of unanswered emails, hours convincing and negotiating.  On the other hand, an active candidate is often ready to go.  They are open to new opportunities and have already mentally left behind their current role.  When a candidate is the right candidate, an active job seeker will have required far less work to get across the line than a passive one.  There’s no need to take the path of most resistance if the result – a great candidate for the role – is the same.

5. Active job seekers can be surprising gems

It stands to reason that active job seekers are far more invested in their potential for a job role than you are.  Recruiters can’t know everything about a person and often need the job seeker to present their skills in the right way for a job match to be obvious. -Recruit Loop

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Background Screening | Job Candidate with a Criminal Record? Pt. 1

Background Screening | Job Candidate with a Criminal Record? Pt. 1

Background Screening | Job Candidate with a Criminal Record? Pt. 1


Background Screening | What if you found that hiring a former felon could be a good thing for your company?

Or that it could even turn out to a great thing, with such a person actually outperforming other employees with “clean” records?

In light of a recent study from Harvard and Amherst universities indicating that doing so may actually be a wise decision for a number of reasons, it’s a notion worth deliberation.

While this research is yet inconclusive, the study offers compelling statistics, analyses, and theories.

Add in the “Ban the Box” movement growing in popularity throughout the United States, and it makes for an even more provocative topic for reflection.

As of this writing, 14 cities and counties, and 8 states have adopted “Ban-the-Box” rules that affect private employers. [ Tweet this!]

Countless more have enacted legislation that affects employers.

Further, the White House has proposed rules that would prohibit federal agencies from asking candidates for their background records until the candidate receives a conditional job offer for thousands of government jobs.

This is a radical departure from the past when asking the candidate if they have been convicted of a felony was part of many employers’ initial applications.

Many companies used to immediately pass over applications from candidates who checked this box.

There were concerns about being victimized by people who had “done time.”

Businesses that catered to the public were often apprehensive about their customers’ discomfort if they knew they were being served by an ex-offender.

Convictions and Linkage to Military

But recently, researchers from Harvard University and the University of Massachusetts Amherst, using the U.S. military – the nation’s largest employer – as a test bed, found that ex-felons were no more likely to be dismissed for misconduct or poor performance than other enlistees.

In fact, they were more likely to be promoted to higher ranks.

Individuals convicted of a felony may not enlist in any branch of the military according to the U.S. federal legal code.

However, a recruit with a felony may request a “moral character waiver” which may be granted after a background check that considers the recruit’s age at offense, the circumstances of the crime, his or her individual qualifications, references, and a personal interview.

Recruits with felonies who were granted a waiver were found to be “no more likely to be discharged for the negative reasons employers often assume” including doing a bad job and exhibiting bad behavior.

In fact, the report stated, “Contrary to what might be expected, we find that individuals with felony-level criminal backgrounds are promoted more quickly and to higher ranks than other enlistees.” -HireRight


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Background Screening | 8 Reasons to Hire a Graduate Pt. 1

Background Screening | 8 Reasons to Hire a Graduate Pt. 1

Background Screening | 8 Reasons to Hire a Graduate Pt. 1

Background Screening | Thinking about hiring a graduate? Before doing any background screening. It might seem like a leap of faith, but this could be the best decision you ever make for your business. Graduates bring a number of unique qualities to the table; current knowledge, inspiring determination and a youthful character, set to change the face of the world.

They are also a strong long-term business investment when it comes to crunching the numbers, able to work at an efficiency reflective of the fast-paced business world. Read on to find out exactly why you should be shaking hands on a job offer with your next graduate applicant instead.

1. Current knowledge

When a recent graduate arrives knocking on your door, they have stopped by essentially straight from the classroom. This can be intimidating to many companies, but the gamble is much lower when compared to the potential benefits. Graduates know all the latest industry principles, business models, and success stories. How? They’ve been studying them intensely for the last few years.

Young people also tend to be more comfortable with new technology and the shifting workplace culture. They are self-motivated to continue to stay in the know and connect with fresh ideas, as they have learned to do through their education. Even if your applicant isn’t equipped with all the tangible skills necessary, this gap can easily be crossed with internal training.

2. Positive attitude

The ‘change the world’ outlook that can tick off established professionals isn’t actually a barrier to success, but a gateway. An unfailingly positive outlook and real vision are character attributes that can’t be taught, especially when strictly pragmatic thinking is ingrained from years in the industry. Entrepreneurs aren’t born from sticking hard and fast to the set rules, but disrupting social norms and revolutionizing our way of thinking.

Graduates also tend to be highly grateful for the opportunity. Finally, they have a job. This means that more often than not, they’re happy to take on the menial tasks as well and work hard to impress. An eager momentum can only ever be a good thing for the growth of your business.

3. Succession planning

There are plenty of opportunities out there. You have one shot to hire that graduate, with the chance to keep them on forever. Give the chance to a young professional and pave the way for a successful long-term career path. This is the best way to ensure loyalty and growth, as well as the sustainability of your business in the future.

Background screening and succession planning also counters a challenge faced by companies around the world for hiring entry level management. Taking on an external professional carries risks; you need to deal with their unfamiliarity, different work ethic, and culture. By providing the opportunity for an internal promotion to graduates you can reward those who excel at your business and successfully fill a critical management position.

4. Embrace new change

Picture this. A building firm is looking to hire a new construction worker. Someone who has an understanding of the work, but also an open mind, willing to learn their tricks of the trade. The problem with hiring an experienced industry professional is that they are set in their ways. Often, with an unshakeable work ethic and standpoint. While this has obvious benefits, it can also place limitations on your business operations and stunt the growth of your company.

Instead, hire a graduate fresh from their apprenticeship training – somewhat of a blank canvas. Young professionals are more likely to keep an open mind and adapt to new situations, it’s what they’ve been doing in the classroom for years. In this new era of business, where turnovers and extreme competition require agile professionals, graduates are your best bet.

5. Natural communication skills

Attending networking events can be intimidating at the best of times, even for an established professional or otherwise. But to graduates? Certainly, it’s become the familiar. These ex-students have just walked out of a university degree or short course, where they met new people in a foreign situation most days of the week. Good communication underpins success in the workforce – it drives teamwork, motivation, and technical efficiency. -Recruit Loop 


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Fingerprinting | 5 Reasons You Should Eliminate Chairs From Meetings Pt. 2

Fingerprinting | 5 Reasons You Should Eliminate Chairs From Meetings Pt. 2

Fingerprinting | 5 Reasons You Should Eliminate Chairs From Meetings Pt. 2

Fingerprinting | Holding standup meetings creates an opportunity for team members to alternate their workspaces and encourages them to get out of their seats throughout the day.

4. The energy is higher

Professional people spend a good number of their working hours in meetings. If you’ve participated in your share of them, you know they can be draining at times. It’s not hard to imagine that 91 percent of people reported daydreaming during meetings and 39 percent have fallen asleep.

This can’t solely be because people are  not interested in the content being presented, or that their meetings take place after eating a big lunch. There’s a physiological rationale for why people are tuning out.

Sitting causes people to be less energetic overall, but holding standing meetings are one easy way to mitigate this unfavorable effect. Scientific evidence supports the benefits of standing because it releases endorphins, the naturally produced hormones that make you more alert and energetic.

Also, team members may exhibit more creativity and excitement when removed from a sedentary space. One study found that teams that stood had greater physiological arousal than teams that sat for meetings. By altering the environment where your team meets, you may be giving them subconscious permission to be more liberal with innovative ideas. People feed off one another’s energy, so if standing encourages a feeling of liveliness and high engagement with several team members, that will likely transfer to others in the group.

5. Changing the format can change the perception

Meetings are a function of business that can’t be eliminated.

They’ll exist as long as team members need to exchange ideas and information and come to consensus. But they do have a bad reputation for being time-consuming, boring and the reason people can’t get any real work done.

You still have to conduct meetings, so finding a way to keep people interested in them will benefit the entire group. When team members come with the expectation that the meeting will be focused, productive and efficient, it may yield better results.

While standups of today are credited with coming from the technology world, some military leaders held standups during World War I. They have a long history of being an effective communication channel, and the trend toward them is alive and well.

Some companies keep standing meetings interesting by adding rituals to them, such as starting and ending them with music to signal to participants that the meeting is beginning and ending. Others have incorporated fun rules such as having latecomers pay a small fine or sing a silly song in front of the group. –Recruit LOop

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