Archive for January, 2010

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The Four Most Common Employee Problems and How to Solve these Issues

Wednesday, January 20th, 2010

There will always be problems in the workplace. From office politics to sexual harassment, from problems retaining staff to issues with in-house relationships, no office is perfect. We’ve listed the four most common employee-related problems, as cited by office professionals and managers, as well as the best employee background check tips to ensure these issues do not negatively impact your company.  

Under Qualified Staff  

One look at the ‘work experience’ and ‘education’ sections of a resume and you should be able to tell if an employee will be qualified for the position. However, this is actually not the case at all. Applicants will often beef up their resume in order to get the job and then fake their way through the interview. Unless you have specific tests in place to determine the skill levels of your applicants, there is a good possibility that your potential employee is not as qualified as his resume suggests. You then have to go through the hassle of training him in the basics that he should already know. This can be time consuming and frustrating for any company manager.  

One of the best ways to ensure that you are not caught by the false-resume trap is to perform a social security verification check. A social security verification check will list the detailed information of your applicant including his past jobs, according to his tax records. What this means is you can compare his ‘work experience’ to reality and determine if he is actually as qualified as he has documented.  

Personality Clashes in the Workplace 

There will always be personality clashes between people in the office. While these clashes are often played out humorously on television, they are not so funny in real life, especially when you are caught in the middle. These office politics often cause serious work production issues and you may find yourself mediating rather than actually getting anything done.  

The best way to deal with personality clashes in the workplace is by doing a thorough inspection of a potential employee during the interview process. Know the different personality
types that exist in the office and try to find someone who will fit into the mould. If you like to be in charge and prefer your workers to be passive rather than argumentative, look for someone who has a similar personality during the interview. Ask circumstantial questions to see how the applicants react to the situation. Although you will
never be able to eliminate all clashes in the office, performing a meticulous interview may help you decide who will fit best with your already-established staff.  

Employee Theft  

It might be hard to believe but employee theft occurs in 30% of all businesses and is one of the reasons that many businesses fail. The Department of Justice reports that nearly one third of all employees will commit some degree of employee theft during their working careers. Employee theft can include petty crimes such as stealing chocolate bars from the back room or rummaging through the lost and found bins. However, even these small crimes add up. Common employee theft related crimes include stealing money from a cash register, voiding receipts to pocket the money and stealing stock and office equipment. However, there are some employee-related crimes, such as accounting schemes, embezzlement and insider trading that could end up costing your company hundreds of thousands of dollars.  

So how can you stop employee theft before it happens? Three words: criminal background checks. A criminal background check will allow you to see if your potential employee has any previous convictions. Look for white collar criminal convictions, shoplifting and other theft convictions. If the employee background check comes out clean, then you can feel a lot better about hiring him. However, keep in mind that just because an employee has a clean criminal record check does not necessarily mean he is 100% trustworthy. Invest in internal surveillance measures to keep track of what’s really happening behind closed doors.  

Employee Flakiness  

Are your employees constantly calling in sick, citing every excuse in the book? If so, you are not alone. While not all employees will make use of the numerous sick days offered, many employees will take these days off to their full advantage. Furthermore, many others will take advantage of worker’s compensation and other personal injury claims. Some illnesses cannot be prevented or predicted; however, many employees will call in sick on a Monday after a long weekend of hard partying, or take Friday off simply because
they feel like it. These cases of employee flakiness will end up costing you more money and effort than its worth, especially if it means replacing the employee with someone else. You might find yourself spending more
time on the phone trying to find replacement staff than actually managing your business.  

The best way to determine the flakiness of your potential employee is to ask for a number of references, especially from past employers. If your applicant does not submit names
and numbers of recent employers, then a social security verification check can help out. All it takes is a simple phone call to find out how well the applicant performed at his past job. If the old employer admits that the employee took a lot of sick days and personal leave, then there is a good chance that he will do the same for you.  

Sometimes the best way to avoid potential office problems is to do your research. Checking references, performing a thorough interview, obtaining a social security verification check and using the services of employee background checks will all help you eliminate office problems, boost company morale and improve your business’ production.

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Five Factors to Consider when Choosing Your Next Employee

Wednesday, January 20th, 2010

Finding ambitious, experienced and educated employees these days is a lot easier said than done. Furthermore, just because an employee appears perfect on paper does not necessarily
mean he will be the perfect fit for the position. That is why it is important to tackle the task of hiring employees with a five-factor game plan that includes your own personal research as well as professional employee screening services.   

  1. The Resume

 

Reading through a resume and cover letter is the first step in the hiring process. Most employers will make sure the applicant has the proper education and work experience. An excellent resume will be eloquent, error-free and will paint an accurate professional image of the person it represents. Once you have gone through the resumes and categorized them into “yes” and “no” piles, it’s time to uncover the truth behind those words.

  1. A Social Security Verification Check

 

In addition to a resume, a social security verification check can provide you with the assurance that your employee has the experience you are looking for. A social security verification check will tell you the basis details of a potential employee, including name, address and previous jobs held according to his tax records. What this means is you can compare what is written on his resume to what is actually true. You may discover that those five years your potential employee said he worked as a bank manager were actually five years spent on the cash register at McDonalds. According to a recent study, 30% of applications contain false material. If your potential employee is lying about his education/experience in the industry,
then what else is he prepared to lie about? Employee screening services will provide you with this information before you make a big mistake and hire someone who is under qualified and dishonest. 

  1. The Interview

The interview process is often the most time consuming, most tedious, and most important factor in hiring the right employee. After all, this is the time where you actually meet your potential employee face to face and uncover the truth about his personality. Most employees will be somewhat nervous during the interview process but you should still be able to assess his character and his personality during the interview. Is he shy or outgoing? Is he rude or polite? Is he dressed appropriately? Is he prepared? Does he possess the people skills required for the position? All of these small factors can help you decide the big picture – who your next employee will be.  

  1. The References

 

During the interview process, it is important to ask for a list of references from your applicant. These references are often people he has worked with in the past, people who know him well and people who will give him a positive recommendation. It is a good idea to also contact the applicant’s previous workplace and speak to the managers, regardless of whether these names are included as references. The reason is because you will find out the truth about an applicant’s work ethic through an old boss or manager. You will also be able to uncover if the applicant left on poor terms and why. If the problem is related to something serious such as employee theft or sexual harassment, you might want to think twice about letting him
on the payroll.  

  1. The Criminal Background Check

 

The criminal background check is often the missing piece in your employee search puzzle.  A criminal background check will check your potential employee’s criminal record
to determine if he has had any convictions in the past. Most of the time a criminal record check simply provides the assurance that you are hiring the right employee. Although a background check is standard in certain jobs, such as government careers and teaching positions, all employers can benefit from this employee screening service.  

But what happens if you do find something amiss? What happens if your employee’s criminal background check reveals a misdemeanor or felony offense from the past? What you
decide to do with this information is completely up to you. Many employers will look at the facts surrounding the arrest and conviction. When did it occur? If the arrest occurred over fifteen years ago, then it could have been a one-time mistake. However, if there are numerous criminal convictions over the past five years, then this is something different. Furthermore, what was the crime committed? Theft, white collar crime, assault, murder, homicide, arson, criminal sexual conduct or any other felony-related crimes should act as a red flag, especially if the job entails working around money, important documentation or other people.  

There is one final factor you need to consider when choosing your next employee and that is your own intuition. You should always go with the person you feel confident with and who not only has what it takes on paper, but also has that extra something that matches your company. Never underestimate the power of your instincts. However, take the cautionary road by including the interview, the social security verification, the reference check and the criminal background check in your employee hiring process.

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Is an Employee Driving Report Necessary for my Business?

Wednesday, January 20th, 2010

A driving record is important for a number of reasons. For one, a driving record will document all the different violations, points loss, insurance details, vehicle details and accidents of the past – all of this information will impact your car insurance rate and thus, the better driving record you have, the better car insurance rate you will be offered. However, a driving record is not only an essential document to order as an individual, but it can also be a great way to determine if a person is suited for a job in your company. For business owners, no matter the type of business, an employee driving report will give you the insider knowledge into someone’s habits on the road. This is especially important in occupations where driving is part of the job description.  

If you employ any type of driver, then an employee driving record is something that should not be missed. This goes for those who are employed to drive schools buses, tour buses,
taxis, limousines, delivery trucks and so forth. However, there are several careers where driving may not be the main job criterion but where driving is most certainly necessary. Furthermore, if you are offering
a company vehicle to your employees, then you are not only putting other drivers at risk by not checking an employee’s driving record, but you are also putting your company’s name and reputation on the line
as well.  

Client- Based Companies and Employment Screening Driving Reports  

There are certain careers where client satisfaction is of utmost importance and where good people skills will drive your business forward. This is true in the real estate industry
and any other sales-related field. Very often this client interaction does not occur just in the comforts of the office. In the case of real estate, client interactions also take place on the road as a realtor navigates through the streets showing houses to potential buyers. If you discover through an employment driving report that your new realtor
is also a speed demon on the road, you might not feel comfortable letting him drive a company car filled with potential clients (and, racing down the freeway at 40 miles over the speed limit, these clients are most
likely not at ease either). Furthermore, it will be embarrassing not only for the driver, but also for you as the business owner, when your company car is pulled over on the side of the highway for speeding or
drunk driving. There is no catchy slogan that will help your company in this situation.  

If you own any type of client-based business where driving to and from work, or driving around throughout the day is part of the job description, then it may be a good idea to
check the driving records of your potential employees.   

Safety and Driving Reports 

Another industry where a driving report should be essential when choosing employees is in the construction and earth moving industry. Operating heavy machinery not only requires
a certain ticket and license, but should also involve an employer check into a potential employees’ driving backgrounds to make sure they have not made a lot of mistakes on the road. Careless highway driving
can often lead to careless heavy vehicle driving as well. And, when you are on a job site, safety always comes first. Any heavy machinery operators from pavers to dozer drivers, from heavy duty mechanics to
backhoe drivers, should not only have the experience and the qualifications needed to drive these machines, but also have a clean, or near clean, employee driving record. After all, in most instances, it’s your company
name that is on the machines and your men working in the field, so you want to protect both your reputation and your workers from any unsafe situation.

Careers with Children and Employee Driving Records

With a career that is, in any way, children-orientated, there are a number of employment record checks that should be included in the hiring process. Most government agencies
and schools require not only certification, but also a criminal background check and social security verification for anyone wanting to work around children. However, a driving report is also an important document to
check. This should be required for teachers, day care workers or nannies to name a few. Teachers often drive students to extra-curricular activities, such as basketball games, especially if they happen to be the coach.
Furthermore, many childcare workers will drive on field trips and many daycares offer a pick-up/drop-off service for busy moms. Nannies are often given access to a vehicle to drive the children to the library,
school and other places throughout the day. If your potential child care worker has three DWI offenses, then you might think twice about putting her behind the wheel of your daycare van. You need to put the
protection of the children first and this means hiring only the most experienced and safest people to work on your team.  

There are a number of careers where driving is the main criterion; however, there are even more occupations where driving may not be the most important aspect of the job description, but is necessary on a daily basis. Regardless of whether you own a trucking company or a child care business, it is important to look into potential employees’ driving records and other employment background services before handing out the job. It is not only your company’s reputation that is on the line – it is also the safety of clients, workers, children and other drivers on the road. A driving report can give you that extra protection both on and off the road to help you make the best decision about your next employee.

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Is Employee Theft Ruining your Business? Three Ways to Uncover your Risk

Wednesday, January 20th, 2010

Employee theft and fraud committed by employees cost US companies approximately $20 billion in 2009. Furthermore, 30% of all businesses failed due to employee theft. All business owners believe that they have protected their company from any external criminal acts but what about those crimes that happen on the inside? Have you protected your business from the threat of employee theft? Below are three ways to know for sure.  

  1. Consider all Possibilities of Employee Theft.

 

Many companies do not realize how many different crimes constitute employee theft and how these petty offenses can actually add up. Consider the following ways in which an
employee can steal from your company (and what is this doing to your reputation and your business?) 

Employee theft can include:  

  • Corporate crimes, including embezzlement, extortion, insider trading, racketeering, money laundering, bribery and blackmail. These are often referred to as white-collar
    crimes and, if the employee is caught, he/she faces felony convictions, hefty fines and time in prison. However, many white-collar crimes go undetected, especially in multi-million dollar corporations. Furthermore,
    even if the employee is caught, you may still lose out on hundreds of thousands of dollars in theft.

 

  • Petty theft crimes include stealing money directly from the cash register, stealing goods from the store or the back of the store and switching price tags on
    items. Many employees will take an extra $20 from the cash register every once in a while and, odds are, you, the owner, won’t even realize it. However, $20 dollars here, $50 dollars there, can all add up and
    negativity impact your business. It is important to be aware of every cent that comes in and goes out.

 

  • Fraud crimes include forging receipts in order to pocket the money, creating false accounts and pocketing the money, accounting scams, shipping and billing scams
    and voiding receipts to pocket the money. Fraud crimes are often hard to detect because they go on behind closed doors and often involve your most trusted employees.

 

  • Additional employee theft schemes include stealing office equipment, stealing gift cards, or pocketing ‘lost and found’ items. Sure, these crimes may seem
    petty in comparison to some of the other employee theft crimes discussed, but they can still negatively impact your company.

 

  • Insurance crime includes such things as claiming worker’s compensation for a false injury. This is something that occurs more often than most employers realize, especially in labor-intensive industries.

 

  1. Invest in Internal Security Measures

 

Many businesses will have video cameras, mirrors and even security guards set up throughout the store and in the parking lots. However, what about in the back? It might be
a good idea to install a security camera in the back room as well as in the front of the store just to be sure that everyone is behaving. Some larger companies will include an internal security department on
the payroll. These specialists are responsible for auditing and monitoring how employees are spending their time, and the company’s money. They will investigate any leaks in the system and ensure that all finances
are 100% accounted for.  

Of course, the amount of internal security you invest in will depend on your financial budget, the risks involved and the size of your business. Companies with hundreds of employees
or financial institutes will most certainly benefit from internal surveillance while a small corner store may look into additional methods of monitoring employees. One of the best ways to avoid employee theft is to stop it
before it can happen. This brings us to the third point and where employment background checks come in handy.  

  1. Know Who You Are Hiring

 

Once you are aware of the different employee theft crimes that may be going on behind closed doors, it is important that you uncover the truth about your employees or any potential
employees. 45% of all potential employees will have a criminal record, poor driving record, poor credit report or a worker’s compensation claim. What this means is you could be risking hiring the wrong person
without even realizing it.  

Knowing your potential employee’s background through employment background checks is a great way to eliminate the chances of being a victim of employee theft. Red flags on an employee background check include any shoplifting or white collar crimes convictions
on the criminal background check, any unusual worker’s compensation claims on a credit report, or any problematic debts on a credit report. Although these factors will not necessarily predict that an employee
will cause problems and steal from your company, they do separate this employee from someone who has a clean employment background check and high credit rating.  

There is no way to 100% guarantee that your business will not be caught up in an employee theft scheme at one point or another. The best ways to prevent employee theft before
it happens is to simply be informed, be aware and be prepared with the right knowledge, the right internal surveillance equipment and the right employment screening services.  
 
 

 
 
 
 

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Shocking Employee Statistics – How Employment Screening Can Literally Save your Business

Wednesday, January 20th, 2010

Recent numbers published by
the American Data Bank suggest that employment screening services are
more important than ever. Employee theft rates are up; employee security
is down; furthermore, potential employees are continuously falsifying
their resume or ‘forgetting’ to reveal important information about
their past, leaving employers in the dark about who they are putting
on the payroll. The following figures warn that something needs to be
done to stop employees from taking advantage of the trust of companies
and employers across America:  

  • 40% of information
    on a resume is misrepresented while 30% of applications contain false
    material/information.
  • 45% of all potential
    employees either have a criminal record, a bad driving record, worker’s
    compensation claim or a bad credit history.
  • 95% of all companies
    are victims of theft yet only 10% ever discover it.
  • 40% of American
    drivers have a violation on their driving record. Furthermore, 25% do
    not have insurance at all.

 

But what can be done? Apart
from only hiring those you know, love and trust (and committing nepotism
in the process), is there any way to protect your company from these
scary numbers? Many employers are choosing employment-screening services
as a way to ensure they know exactly whom they are hiring and thus protecting
their business from these shocking statistics.

The Meaning Behind the
Statistics

 

Let’s look at these numbers
closely and see what the statistics actually mean for any regular Joe
employer. Regardless of whether you are the owner of a large corporation
or the manager of a small retail store, these statistics can affect
you if you do not take the necessary precautions. 

  • 40% of information
    on a resume is misrepresented while 30% of applications contain false
    material/information.

 

A resume is the gateway for
all potential employees and, most often, the first impression an employer
will get. A nicely typed resume brimming with successful job positions,
dotting references and high caliber credentials will leave any employer
impressed and wanting to learn more. However, often the information
you just read is actually not true. Employees will falsify information
about previous work experience, job titles and education. It can be
fairly easy to add a few job titles to the “Work Experience” section
to try and beef up your resume. Furthermore, a year from Harvard has
a much nicer ring than the truth, which could be that the education
received was from an insignificant community college (and the applicant
dropped out after two semesters). Unfortunately, many employers are
none the wiser until they have already hired the person and discovered
that he is not the expert his resume suggests. One of the ways to eliminate
this risk is to perform an employment screening background check, focusing
on the social security verification of the employee. Employers will
receive a list of previous work experience related to the employer’s
social security number so they can see separate fact from fiction when
searching through resumes.  
 

  • 45% of all potential
    employees either have a criminal record, a bad driving record, worker’s
    compensation claim or a bad credit history.

 

This is an appalling statistic
that no employer wants to hear. Out of the 20 people you just interviewed
in the past week, 9 of them have a secret past that could negatively
impact the future of your company. And, you most likely would be none
the wiser based on the information received through the interview and
application process. The only way to know for sure what skeletons are
in a potential employee’s closet is to perform a criminal background
search, a driving record search and a credit report. These three employment
screening searches can help you filter the good apples from the bad.  

  • 95% of all companies
    are victims of theft yet only 10% ever discover it.

 

There are so many different
ways an employee can take advantage of a company. While some employees
who commit employee theft will use traditional theft methods such as
stealing directly from the cash register or taking stock from the back
room, others have employee theft down to a science. Some employees will
even work together to commit white-collar crimes that could end up costing
you hundreds of thousands of dollars. You cannot afford to watch over
every single employee every single day, but you can insure your company
against employee theft crimes by checking a potential employee’s criminal
background record. If there are instances of shoplifting, theft, fraud,
larceny or other white-collar crimes on the criminal background record,
then this could be an indication to continue your search for your next
top employee elsewhere.  

  • 40% of American
    drivers have a violation on their driving record. Furthermore, 25% do
    not have insurance at all.

 

But what does this have to
do with your company? In some instances, it won’t matter what kind
of driving record a potential employee has. However, in many cases,
it will. If your employee will have access to a company vehicle, then
all of a sudden your name could easily be tarnished if the employee
happens to get in an accident. Furthermore, if driving is part of the
job description (for example, bus drivers, taxi drivers, real estate
agents, delivery truck drivers, service workers, laborers, etc), then
you could be not only endangering your company’s reputation, but also
others on the road or at the job site.  Just because a potential
employee has two previous DWI offenses on his record does not necessarily
mean he will commit another drinking and driving offense. However, are
you willing to put your company at risk on these odds?  

Playing it Safe with Employment
Screening 

Employment screening is not
necessary in every instance; however, more and more employers refuse
to risk it and are including employee screening as a routine part of
the hiring process. Perhaps the next decade will bring these appalling
employee statistics down. But, until then, it’s a good idea to protect
your business now to avoid becoming just another statistic in the future.  

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