If you’re searching for a background screening partner, you’ve probably already noticed that there’s a huge range of companies available. Some are national, or even international, in scope, with packages guaranteed to provide nearly instant results. Others are highly specialized, limited in range and focused on a niche selection of searches. Others are somewhere in the middle.
How do you choose? Should you just go with the biggest? The oldest? The closest one to you?
Between high profile data breaches, the ongoing plague of identification theft, and just old fashioned lying, cheating, and stealing, it seems like big financial services companies are in the news as much for what they do wrong as they are for what they do right. This isn’t necessarily right or even fair, but it makes an important point that all financial service executives need to consider:
A survey conducted by LinkedIn in 2015 polled 10,500 workers who had recently changed jobs. They found that a majority (59 percent) made the move to pursue better opportunities and a stronger career path.
As the CEO of a growing company, prioritizing your time and energy becomes almost a full-time job in itself. Smart and successful CEOs learn early on that building a qualified team you can trust and delegating as much as you can to them are the keys to building a business without killing yourself.
Before we go any further, let’s acknowledge the elephant in the room:
It’s not only possible, but it’s downright EASY to hire someone to carry out bare-minimum background checks on potential employees. There are plenty of companies that are willing and able to scratch the surface on your behalf and hand you a sheet of paper that says, “this person seems fine.” While this may satisfy legal and regulatory requirements initially, these minimal screens leave your company at risk.
It’s never acceptable for people to be put in danger or suffer due to laziness or corner-cutting. When the victims are children, the situation becomes all the more heinous.
As a Human Resources Coordinator who’s already evaluated your company’s needs, reviewed the budget, and sought out a number of quotes and proposals, you’re faced with a decision:
Human Resources Managers are charged with a weighty responsibility: selecting and vetting candidates for open positions within the company. When you stop to think about it., that’s arguably one of the most important ongoing decisions anyone can make on behalf of an organization.
Yes, you’re ridiculously busy. Yes, your stress level is off the charts.That doesn’t mean you shouldn’t be thorough, and especially when it comes to background checks.
Once again, the holiday season has snuck up on you. Maybe you were distracted by the election, or maybe it was just the day-to-day grind that got in the way, but suddenly you’re staring down the barrel of Thanksgiving, Black Friday, and the Christmas rush, and you haven’t finished nailing down your seasonal staffing yet!