by Employment Screening Alliance | Sep 12, 2016 | Fingerprinting
Fingerprinting | How to Help Your Employees Be More Professional
Fingerprinting | Offer guidance to show employees how to handle interactions in the workplace.
More and more, employers are having a hard time finding polished, professional employees who understand how to handle themselves well in the workplace. They may complete their tasks on time, have extraordinary talent or skill for their work, but they don’t behave professionally. They may be too direct with a supervisor and not as respectful as they should be. They ask for too much, they are too laid-back, they don’t know how to interact professionally with clients or they don’t seem to have a filter to know what is inappropriate at work. If this sounds familiar in your workplace, please know you are not alone. Here are three tips to help ensure your employees are professional.
Pre-hire fingerprinting: Ask the right questions when you are hiring. Professional polish is a combination of soft skills that make an employee more valuable. The required soft skills vary depending on the industry, the corporate culture and the employee’s role in the organization, but there are some basics as well, including being punctual, knowing how to work effectively on a team, having time-management skills, being able to communicate effectively with your co-workers and clients, and knowing how to behave at a professional meal. Sometimes employers focus so much on finding someone qualified for a position that they don’t ask the right questions to make sure the employee has the right soft skills. It is important to identify the top three soft skills in addition to the hard skills and experience that an ideal employee for the job should have. If an employee will be dealing with clients, will he or she know how to be professional yet friendly over the phone, or would his or her personality scare away potential clients? At the interview stage, try questions like: “When do you feel the most productive?” or “What has been the most difficult project you’ve worked on?” or “What inspires you to go to work every day?” The answers will help you get a feel for the candidate’s personality and what soft skills he or she can bring to the table. During the interview, notice nonverbal as well as verbal communication to get a sense of how the candidate conducts himself or herself. If it’s not a fit, move on to the next candidate. -US News
Learn what ESA can do for you! Call 866-830-3724 to discuss fingerprinting services or complete the form on
www.esascreening.com now!
by Employment Screening Alliance | Sep 12, 2016 | Fingerprinting
Fingerprinting | Should You Be a Job Reference? Pt. 1
Fingerprinting | Time is tight for everyone. It can be tough to take a step away from your busy day to serve as a job reference for somebody else. But you may not realize there are several hidden advantages to acting as a job reference that could not only help a former colleague – they might even help you at the same time.
You Might Get Your Next Job Thanks to a Job Reference – for Someone Else!
Here’s a trade secret from the recruiting world: The best candidates are often people who aren’t actively looking for a job at the time – and a great way to find those people is by talking to the job references for people who are on the job hunt!
It’s true. Recruiters love to connect with a job reference, run through a set of questions and then inquire about the reference’s own personal interest in considering a new role. This is because a quality candidate’s job references are often quality job prospects themselves – and recruiters know it.
So the next time you’re asked to serve as a reference, don’t just think about why it’s helpful for the job seeker – remember that it can be a way for you to network at the same time. You might even come out of it with a great job offer for yourself.
You Get What You Give, So Pay It Forward
The input that employers get from job references is an essential part of gauging the soft skills that potential candidates will bring to the workplace. As the Wall Street Journalrecently wrote, “Companies across the U.S. say it is becoming increasingly difficult to find applicants who can communicate clearly, take initiative, problem-solve and get along with co-workers. Those traits, often called soft skills, can make the difference between a standout employee and one who just gets by.”
Only references who have actually worked with a person can share an unvarnished, real-world view into how a job candidate interacts in the workplace, approaches their job or demonstrates their work ethic. Everything else – from a job interview to a personality test – is solely presented and shaped by the candidate. –US News
Learn what ESA can do for you! Call 866-830-3724 to discuss fingerprinting services or complete the form on www.esascreening.com now!
by Employment Screening Alliance | Sep 8, 2016 | Fingerprinting
Fingerprinting | Job Applicants Say the Darndest Things Pt. 2
Fingerprinting | Location, Location, Location…
Verification Specialists may work out of a central office in the United States, but we perform background verifications all over the world. Sometimes applicants and respondents make the assumption that we are located in their hometown. It really helps when an applicant provides address, city, state, working telephone number, and email address of a previous employer.
Likewise, because we are partnering with potential employers, it is unlikely Verification Specialist have personally met the applicant on whom we are performing the background check. As an applicant, one thing you can really do to help speed up the background screening process is to contact your references, remind them of who you are and let them know that a Verification Specialist will be contacting them soon.
It’s right past the place that used to be a Pizza Shop…
An applicant worked at a popular fast food restaurant but provided only a city and state for contact information. When contacted, the applicant proceeded to give the Verification Specialist directions to the restaurant. The Verification Specialist explained that she was calling from Pittsburgh and was unfamiliar with where these landmarks were located. There was a pause, and then this question: “Well, if you are calling from Pittsburgh, how did you know I was working at that restaurant?”
Can you describe him to me?
A Verification Specialist called a reference who could not remember the applicant. After mulling it over for several minutes, she was asked, “Can you tell me what this person looks like – that may help jog my memory.”
Pictures are not worth a thousand words
We live in an age of amazing technology. There are apps to make us look younger and programs that will create any document that you can imagine and make it look as realistic as the official document. We know that it can be frustrating when a verification is difficult to obtain. It is easy to understand the temptation to just want to send in a copy of your diploma, an old pay stub or a photograph to help verify your credentials.
Unfortunately because of the risk of falsification, at we cannot accept these documents in lieu of actual verifications. Employment Screening Alliance is only able include information in our reports that has been verified by a recognized third party.
A Verification Specialist was having trouble verifying an applicant’s employment because the company had gone out of business. She emailed the applicant to ask if it was possible to provide a former supervisor’s telephone number or if there was a corporate location we could reach out to. He was not able to provide that information; however, in his response he did attach a picture of himself in his work uniform.
On another occasion, a Verification Specialist was attempting to confirm an applicant’s degree. The university had no record of the applicant obtaining a degree. The Verification Specialist contacted the applicant to see if she may have graduated under a maiden name, or if there was any other information that would help with locating the records. The applicant was not able to provide any additional information, but she did attach a picture of herself in a cap and gown.
Help us to help you
At Employment Screening Alliance we are relentless in our quest to confirm your information. We view difficult verifications as a personal challenge and we will to everything in our power to provide quality information to prospective employers. Oftentimes our clients will give us permission to reach out to applicants to assist in our efforts. On occasion, we catch applicants off guard and certain ‘defensive reflexes” are the result.
Is this legal?
A Verification Specialist needed to reach out to an applicant to get the names of some professional references. The applicant became agitated and asked, “Are background checks even legal anymore?”
Yes, background checks and fingerprinting are legal. Rest assured, there are state and federal laws that help to give guidance to employers and background screening agencies. These laws also serve to protect applicants. In accordance with the Fair Credit Reporting Act (FCRA), applicants must be provided with a disclosure and authorization as well as a Summary of Rights prior to the background screening process. Upon completion of a background check, applicants are able to dispute any misinformation through a pre-adverse process and must be issued an adverse action letter if negative information found in a background check prevented them from being hired for a position. Applicants may feel that their privacy is being invaded, but must be aware that background checks are a common practice for a variety of industries.
Learn what ESA can do for you! Call 866-830-3724 to discuss fingerprinting services or complete the form on www.esascreening.com now!
by Employment Screening Alliance | Sep 8, 2016 | Fingerprinting
Fingerprinting | Job Applicants Say the Darndest Things Pt. 1
Fingerprinting | Time is of the essence when performing credential verifications. However, there are occasions when the flow of information is not quite as smooth as we would like. Background check delays are frustrating to employers and applicants which can cause time to seem to stand still. Many times, these delays are unavoidable, but there are times when a little help from an applicant or respondent can go a long way.
Meet the family
Applicants sometimes like to ‘delegate’ the responsibility to others for providing information necessary to complete their background check. Because of privacy issues and in order to get the most accurate information. It helps a great deal if applicants are prepared with information about their past experience and have certain relevant information on hand.
Confirmation of a degree: Grandma says. . .
A verification specialist needed additional information for a degree confirmation and contacted the applicant. When the Verification Specialist asked for the name of the school where the applicant graduated, the conversation was as follows:
Applicant: “Grandma, what was the name of that place you put me in so I could graduate?”
Grandma couldn’t remember.
Verification Specialist: “What about the graduation year?”
Applicant: “Grandma, what year did I get out of that program?”
Grandma couldn’t remember.
Applicant: “Well, I’m going to have to call you back. Grandma doesn’t know anything.”
Mom knows best. . .
A Verification Specialist needed to get an applicant’s social security number and graduation date to assist in a verification. The applicant responded, “I don’t have that information, can I have my mom call you back?
How about my uncle, aunt, cousin, Mom. . .
A Verification Specialist was having some difficulty obtaining a Professional Reference to complete an applicant’s background check. He informed the applicant that we are not permitted to take relatives as a reference. The applicant asked if his ex-wife could give a reference. After turning down that request, the applicant asked the Verification Specialist to add his brother. After a speechless moment or two the Verification Specialist explained the non-relative policy again. The applicant responded by suggesting his mother as a reference.
Honesty is the best policy
When it comes to applying for a job, it’s natural to want to paint yourself in the best light and possibly even “fluff up” your credentials a bit. However, sometimes applicant’s can take that a little too far, and a background check is going to bring that information to light. The best way to impress your future employer is to provide accurate information and to be as upfront as possible if a mistake has been made on your application.
Did I Say That?
An applicant indicated he graduated from a four year university but nothing was found so the Verification Specialist called for additional information. When asked the year of graduation, the response was, “Oh, did I say that I graduated? I did not graduate. I did not understand the online application.” When asked specifics about high school, the response was, “Oh, did I say that I graduated from high school because I didn’t.” When asked about completing a GED or other vocational program, the response was the same. To top it off the applicant inquired, “So, do you think this will affect me getting the job?”-Justifacts.com
Pt.2 continued on next page……
Learn what ESA can do for you! Call 866-830-3724 to discuss fingerprinting services or complete the form on www.esascreening.com now!
by Employment Screening Alliance | Aug 31, 2016 | Fingerprinting
Fingerprinting | A 3 Step Process to Improve Driver Recruitment Pt. 1
Fingerprinting | With today’s shortage of safe drivers the importance of recruiting and attracting drivers to apply with your company has become paramount.
It’s a noisy employment market and quality drivers hold the cards to choose who they drive for.
So, how do you stand out from the competition? Follow these three simple steps to improve your driver recruitment activities:
- Create a compelling value proposition
- Create an effective message that attracts drivers
- Constantly evaluate the effectiveness of advertising sources
Creating Your Value Proposition
Great businesses don’t sell products, they solve problems.
A value proposition is the concise statement of why your company is the best solution to a problem.
Take a look at your current driver advertisements – do they look just like your competitors’ ads?
Unfortunately, the market is flooded with advertisements touting platitudes such as “Great Pay!” or “Drive for the best!”
How is a driver supposed to know that your company is the best if every other carrier uses the same selling points?
To be successful, you must sell your company and your job. Start by creating a unique value proposition:
- Define your target driver
- Identify their pain points
- Research competing alternatives – direct and indirect competition
Define Your Target Driver
You have great drivers who have been with you for years and you wonder, “Why can’t there be more drivers like them?”
To understand the type of driver that you want for your company, start by putting together a profile of your top performing drivers.
Here are some questions to get you started:
- What do you like most about this job?
- What satisfaction does the job give you?
- Why do you show up on time every day?
- What does our company do well?
This exercise will help you in crafting your marketing message and to identify potential good fit drivers when they do apply.
Identify Pain Points
Drivers will only consider joining your company if you solve a problem they have at their current employer.
Your recruiters should start their process by asking diagnostic questions such as:
- What job would be a great fit for you?
- Why are you looking to leave your current job?
- How often do you want to get home?
- What benefits are important to you?
Think about what your company does well and ask questions around your strengths.
Make sure your recruiters diagnose the driver’s pain before they begin to prescribe your company’s job(s) as the cure. hireright
Learn what ESA can do for you! Call 866-830-3724 to discuss fingerprinting services or complete the form on www.esascreening.com now!
by Employment Screening Alliance | Aug 26, 2016 | Fingerprinting
Fingerprinting | Four Common Myths about Drug Testing
Fingerprinting | When it comes to employment drug testing, there are several common misunderstandings and misconceptions, both for companies and individuals. Here we will examine some of the most prevalent myths.
Illicit drug use doesn’t impact work safety
Studies show that drug use directly contributes to an unsafe work environment. Alcohol and drugs are responsible for one in six on-the-job fatalities. According to the National Safety Council, 80% of those injured in “serious” drug-related accidents at work are not the drug-abusing employee, but innocent co-workers and others. Employees who abuse alcohol or drugs are 3.5 times more likely to be involved in a workplace accident than other workers.
These stats have been borne out in real-world examples as well. One prominent study involved the Southern Pacific Railroad and compared its accident rates before and after implementing a drug testing program. The company realized a dramatic 71.2% decrease in accidents after it began its drug testing program.
Once you use marijuana, it stays “trapped” in your body for detection on drug screens for months or years
There’s been a great deal of misinformation floating around about how long marijuana stays in the system, with some guidance stating days and some claiming it can stay in the body for years.
Recent studies have shown that, depending on the cannabis concentration being used, it’s likely that a chronic user would produce a positive urine test for less than 7 days and only in very extraordinary circumstances for about 10-21 days after the last smoking episode and an occasional user would test positive within 3-7 days after the last usage.
There’s no way to beat a drug test
There are numerous suggestions and resources available online for ways to beat the test and subvert results. They generally fall into three categories:
- Diluting agents: since all drug tests are predicated on concentration of the illicit substance in the body, anything that dilutes the specimen affords a greater chance to pass the test. To subvert urine drug tests, individuals sometimes try drinking copious amounts of water, fruit juice, vitamin C, or may add water or other agent to the sample.
- Substituting agents: freeze-dried urine and synthetic urine are available for purchase.
- Oxidizing agents: substances that oxidize the urine by breaking up the detectable metabolite, such as nitrite or glutaraldehyde.
Drug tests yield “false positive” results
This is based in a certain amount of fact – it’s possible that occasionally certain substances such as prescription drugs and poppy seeds can yield true laboratory positive drug test results.
However, this issue is mitigated by industry best practice to have positives be validated by evaluation by a medical review officer. The medical review officer reviews the positive result with the individual, and if the person has a verifiable, reasonable, medical explanation for the result, the report to the company would be a negative drug screen.
The misinformation about false positive drug screens found on the internet relates to initial screening data (immunoassay testing), which is very sensitive, but non-specific. This sensitivity can cause a specimen to screen positive for a drug even though there is really no presence of the drug in the specimen (i.e., the false positive).
However, all accredited labs and credible drug screening administrators use a chromatographic – mass spectrometry confirmation test to confirm all positive immunoassay results. This type of confirmation testing yields true laboratory positive results without any concern for false positives. -Hireright
Learn what ESA can do for you! Call 866-830-3724 to discuss fingerprinting services or complete the form on www.esascreening.com now!
