The end of the year is also a time businesses need to look at their practices, and make sure they have the best hiring system possible going into the New Year.
This should include reviewing and revamping your background screening policy.

Topics: Data Facts blog, Pre-employment screening, NAPBS accreditation, Background screening, Employment screening policy, background screening company, background screen, background check, wordpress blog, Good hiring practices

 

Topics: Data Facts blog, Pre-employment screening, Background screening, background screening company, Best Practices, Healthcare hiring, medical monitoring

Today, healthcare companies face a variety of hiring challenges. It is integral to an effective healthcare hiring policy for employers to invest time to ensure their policy for conducting a background check on applicants is relevant, compliant, and meets hiring regulations.

Here are four best practices to make healthcare hiring a success:

Ask some questions!

Topics: Data Facts blog, Pre-employment screening, NAPBS accreditation, Background screening, background screening company, Healthcare HR, Healthcare hiring

With a growing, aging population, and the implementation of the Affordable Care Act, the demand for physicians, both primary and specialized has intensified.   A 2015 study conducted for the AAMC by IHS Inc., predicts that by the year 2025 the United States will face a healthcare provider shortage of between 46,000-90,000 physicians. There will be shortages in both primary and specialty care, and specialty shortages will be particularly large.

Topics: Data Facts blog, Background screening, Compliance, Assessment testing, Reducing Employee Turnover, Healthcare hiring

If you are a normal HR professional, you have a hundred projects on your plate, and most of your time is probably not focused on background screening

Topics: Data Facts blog, Pre-employment screening, Background screening, Employment screening policy, background screening company, background check, Data Facts

Handling conflict is an excellent skill for HR professionals to have in their HR toolkit. According to research, most employees who take FMLA for stress and work-related conflict are off the job approximately 21 days. In addition, managers spend about 35% of their time dealing with workplace conflicts. That is a lot of wasted productivity!

Topics: Data Facts blog, Cynthia Thompson, HR Professionals, conflict resolution

 

The HOW is just as important as the WHAT!

In background screening, it is not simply enough to order a background check, review it, and reach a decision. An HR professional who values compliance needs to understand the process of researching and gathering the information is as important as the end product.

Topics: Data Facts blog, Pre-employment screening, Background screening, background screening company, Compliance, exactcheck

Why should HR professionals use assessments?

There are many reasons why HR professionals should use assessments. There are also many types of assessments available to HR professionals, and it’s important to know when and why to use them, as well as how to use them effectively. First, we need to ascertain the responsibilities of HR before determining how and when to use assessments. Human Resources is expected to recruit “quality” employees, hire “quality” employees, train these “quality” employees; and lastly, evaluate these “quality” employees. HR is also responsible for developing the succession plans for their organizations, which requires high potential “quality” employees to fill positions left vacant by retiring employees or those being promoted.

Since we have no “HR Crystal Ball” and we cannot select these quality employees subjectively, we need professional assessments to help us make these important decisions. Let’s take a look at some the types of assessments available that would be excellent “objective” tools to assist us in our decision making process.

Topics: Data Facts blog, Cynthia Thompson, HR Professionals, Assessment testing

Are you using the same background checks on the Big Kahunas that you use to screen everybody

 else?

The answer should be NO.

The big dogs are a different breed of animal to recruit and hire, and the way you screen them should be, too. 

Whether hiring a top level manager, financial executive, or sales executive, employers should give thoughtful and extensive consideration when making an offer for a high ranking position

Why should the hiring process of senior level executives be different?

The first reason is the liability to the company’s reputation. The news is full of examples of executives who faked their education, provided fraudulent references, or who were out and out criminals!  Making a bad decision in hiring a top level executive can cause great damage to a company’s reputation. Just one PR nightmare can take years to clean up.

Topics: Data Facts blog, Pre-employment screening, reference check, Background screening, background screening company, executive hiring, best onboarding practices

It’s of the utmost importance that, as you enjoy the advantages of “software as a service,” a key part of that service is air-tight with data security and back ups.

When shopping for an applicant tracking system (ATS), here’s a few questions you should ask prospective vendors:

Topics: Data Facts blog, Data security, Data privacy, Best Practices