Alert Checks https://www.alertchecks.com Fri, 28 Jun 2019 19:58:36 +0000 en-US hourly 1 Hiring Alert: 6 Applicant Red Flags to Avoid https://www.alertchecks.com/ats/hiring-alert-6-applicant-red-flags-to-avoid-2/ Fri, 28 Jun 2019 19:50:10 +0000 https://www.alertchecks.com/?p=29850

Hiring Alert: 6 Applicant Red Flags to Avoid

So, you think you’ve found the best candidate for your job opening. While they may have passed all your assessment tests don’t be too quick in making a final decision just yet.

 

Here are six red flags —which are often easy to miss—that you should be aware of.

 

  1. Inconsistent Information

It’s understandable for applicants to only highlight their best experiences and skills on their resumes. But resume padding has also become commonplace. It refers to placing false or exaggerated claims to make their resume stand out.

 

A background check alerts you of any inconsistencies that you should ask your candidate about. Sometimes, it could just be a simple error; other times, it could be intentional. Being able to spot these irregularities shows them that you have a solid screening process.

 

  1. Unexplained Employment Gaps

Employment gaps don’t have to be an issue if the applicants were able to explain the reasons behind them. If they can’t –even with enough prodding– then it’s safe to assume they’re trying to hide something in their employment history.

 

  1. Inappropriate Activities on Social Media

Remember that your employees represent your company even when they’re off the clock. If a candidate’s actions don’t match your organization’s values and principles, be extra careful when deciding to hire them.

 

A quick search and assessment of their social accounts would give you an idea of how they are when they’re not in the office.

 

  1. Poor Feedback from Past Co-Workers

Keep in mind that the candidate will be part of an already established workforce. You need to make sure they will be able to adapt and work with your team. Referrals are great sources of information about your candidate’s work ethics and performance.

 

  1. Speaking Negatively About Previous Employers

Attitude is as important as skills. And gossiping is an attitude that you should absolutely stir away from. Even when their stories were true, the mere fact that they are willingly sharing this type information with you should be a concern. You don’t want past employees to be spreading negative words about you, do you? If they can do it to their previous employers, they’d be able to do it to you too.

 

Without due diligence, it’s easy to miss discrepancies in a candidate’s resume and professional experience. Don’t take any chances. Work with professionals you can trust and use a screening software you can rely on.

 

Alert Checks offers reliable employment screening services. We also have an innovative Applicant Tracking System (ATS) to help fast-track your hiring process without sacrificing your screening process. Call us at (866) 382-5378 to learn more about our services.

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5 Reasons to Conduct Company Screening https://www.alertchecks.com/company-screening/5-reasons-to-conduct-company-screening/ Fri, 28 Jun 2019 19:41:38 +0000 https://www.alertchecks.com/?p=29844

5 Reasons to Conduct Company Screening

If you’re taking extra effort in screening applicants to ensure only the best works in your business, then why aren’t you giving the same effort in choosing companies to work with?

 Company screening is an important process that many businesses often take for granted. As a manager or entrepreneur, it’s your responsibility to make sure that you are working with legitimate businesses. It’s easy to create fictitious companies these days and if you’re not careful, you might just fall victim to scammers and fake businesses.

 Here are six reasons to conduct company screening.

  1.  Background Information
    A quick Google search won’t do it! Don’t trust what you see online. If you don’t have the resources, you might find it difficult to verify company background details.

    Alert Checks has access to company profiles within and outside the country. We can verify the accuracy of what a company is telling you. This will help you weed out shady businesses. 

  1. Other Business Names
    Has the company operated or is operating under another business name? If so, it could be a warning sign to be careful working with them. You should also look into any fictitious name registrations and incorporation summaries. This would show whether a company is in good standing or not.

 

  1. License Requirements
    A business operating without the proper licenses is a red flag! Failure to get the mandatory licenses could mean they don’t meet industry standards and state requirements. You might encounter issues with the quality of service they provide.  

 

  1. Customer Feedback
    What customers are saying about the company gives you an idea of the kind of experience you will have with them. Check trusted institutions like the Better Business Bureau for customer feedback, complaints, and other issues.

 

  1. Legal Issues
    No one wants to be in the middle of a lawsuit. Make sure you’re not dragging your business into a sticky situation simply because you carelessly decided to work with a business without performing proper company screening.

 Company screening could mean the difference between a smooth-sailing endeavor and a costly oversight. Due diligence is important whether you’re getting a new client or working with a third-party service provider. Avoid unnecessary headaches and work with businesses you can trust. 

Alert Checks offers an unparalleled screening service that includes company background report, company profile, and secretary of state filing. We have access to company profiles across the United States, Canada, and Puerto Rico. You can rest assured that we can provide a 360-degree perspective on companies you’d like to associate your business with. To learn more about our service, call us at (866) 382-5378 or email us at info@alertchecks.com

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How to Conduct Effective Employee Assessments https://www.alertchecks.com/employee-assessment/how-to-conduct-effective-employee-assessments-2/ Sat, 01 Jun 2019 19:52:51 +0000 https://www.alertchecks.com/?p=29857

How to Conduct Effective Employee Assessments

As we usher in the New Year, it’s time to look back on your recruitment process, evaluate it, and ensure your employment strategies are in line with your goals.

If you have been following the same recruitment process for several years, chances are it’s outdated. Now’s the best time to revamp it and implement some changes. Take a look at this year’s employment screening trends. 

Background checks for contingent workforce

The gig economy will continue to grow. In fact, research shows that about 43% of businesses are using gig workers or freelancers, allowing them to save at least 20% on labor expenses alone. 

How does a growing contingent workforce affect employment screening? To create a reliable and trustworthy contingent workforce, you need to be able to vet for these individuals, especially if they’re required to interact with your customers or clients.

Although they may not be categorized as employees, these freelancers still represent your business, especially during the period that they’re working for you. In this regard, it’s important to perform a screening process. It may seem like an unnecessary step to take for on-demand workers but it could save you unnecessary headaches in the future. 

Compliance with EEOC and FCRA employment screening guidelines

In the past couple of years, we’ve seen an increase in FCRA class-action lawsuits. Many of these cases could have been avoided if companies know what needs to be done when performing a background check. A good example is providing written consent or permission to conduct a background check.

For 2019, complying with FCRA and EEOC screening guidelines will be significantly important.

Make sure you’re up-to-date with new regulations about using criminal history reports. If you don’t have any yet, it’s time to create a background check policy that you should communicate with your recruitment team. Don’t forget to inform and present a written consent form to applicants and third-party service providers if you intend to perform a background check on them.

Rolling background checks for employees

Rolling background checks are becoming commonplace in companies. This helps prevent digital data theft and fraud. An automated rolling background check helps businesses ensure that every information is checked and verified. It gives you a clear picture of your workforce as it grows and evolves with your company.

Ready to welcome the New Year with a better and more efficient hiring process? Alert Checks can help! Our employment screening service includes criminal report, driving history, drug testing, credit report, and more.

Call our toll-free hotline (866) 382-5378 to learn more about it and start hiring with confidence!

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Role of Myers Briggs Type Indicator in Developing a Happy and Efficient Workforce https://www.alertchecks.com/ets/role-of-myers-briggs-type-indicator-in-developing-a-happy-and-efficient-workforce/ Fri, 31 May 2019 15:29:05 +0000 https://www.alertchecks.com/?p=29821

Role of Myers Briggs Type Indicator in Developing a Happy and Efficient Workforce

Katharine Briggs and Isabel Briggs developed the Myers Briggs Type Indicator (MBTI) in the ‘60s. It was based on four pairs of basic psychological functions or preferences, which are extroversion and introversion, sensing or intuition, thinking or feeling, and judging or perceiving. These preferences resulted into 16 distinctive personality types. The idea around MBTI is that everyone has particular preferences in the way we interpret experiences, unraveling our underlying values, needs, motivations, and interests. 

 

  1. Motivating Employees

A motivational approach that is effective for one employee may not be effective for another. Understanding the personality types of each talent helps you identify the right methods you could use for each of your employees. It could also help you plan a single motivational approach that could work for everyone.   

 

  1. Building Teams

Ever wonder why certain individuals just can’t work together? It could be because they have opposite personality types. MBTI is a great criterion you could use for developing or building teams. You could assemble a team made up of people that complement each other.

 

  1. Identifying Career Advancements

Every employee has their own strengths and weaknesses. If you’re promoting an employee, it’s important to know whether their personality suits the role. Imagine making an introvert a people manager. Instead of helping that employee thrive in the company, you could be setting that person up to fail simply because you failed to recognize their personality type.

 

  1. Refining Communication

Similar to motivating employees, communicating with different people involves different approaches. Learning about MBTI helps you communicate effectively with your workforce. It makes it easier to know what they need to do a great job.

 

  1. Developing Leaders

Did you know that many organizations use MBTI as part of their leadership program? Because MBTI is a reflective personality test, leaders are able to identify their strengths and weaknesses. In turn, they become more self-aware and are able to distinguish differences among their staff. A deep understanding of MBTI also allows them to use diverse methods in managing people and handling crises.

 

Happy workers are efficient employees. Once you know the personality types of your talents, you can start improving your workplace according to their needs. We can help.

 

Alert Checks conducts employee assessments, including MBTI personality testing. We can help you identify your employee’s potential for growth, interests, and even skills that need improvement.

 

It’s time to turn your workforce around. Email us at info@alertchecks.com or call us at (407) 682-5378 to learn more about our employee assessment service.

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How to Incorporate Predictive Analytics in Your Hiring and Retaining Employees https://www.alertchecks.com/ets/how-to-incorporate-predictive-analytics-in-your-hiring-and-retaining-employees/ Wed, 15 May 2019 15:16:50 +0000 https://www.alertchecks.com/?p=29823

How to Incorporate Predictive Analytics in Your Hiring and Retaining Employees

Predictive analytics is a popular strategy that many companies are incorporating in their recruitment process. This technique helps businesses limit their risks of hiring talents with high probabilities of leaving the organization within a specific timeframe. When done right, predictive analytics could also help identify factors that contribute to employee turnover. According to research, some of these elements are salary increases, commute time, promotions, and employee experience.

 

So, how exactly can you incorporate predictive analytics as part of your hiring process? It all starts with efficient data collection. Once your organization has enough data on the types of people that are attracted to your company you can then compare it with the types of people that your organization is looking for and/or are already part of the company.

 

Here’s how your organization can collect data and use predictive analytics during recruitment:

 

During the Recruitment Process

  • Use an Applicant Tracking System – An applicant screening system helps you collect data easily and simplifies your recruitment process. It’ll serve as your central storage for all the information provided by your candidates. Some systems could even conduct instant background check, verifying candidate data to ensure you’re getting correct information.
  • Employment Screening – Let’s face it, some candidates may embellish certain information on their resume. It’s up to your recruitment team to fact-check these details. An important part of this step is verifying previous employment and references. This will help you predict how a candidate would perform and thrive in your organization.

 

Once Hired

  • Employee assessment – Evaluations shouldn’t end once you had your talents on board. Conducting regular employee assessments would provide data on how your employees are growing in your company. It could also help you discover pain points or factors that are pushing some of your talents to leave the organization. In addition, it could show you opportunities for promoting employees or giving them different responsibilities so they could be more successful in your company.  

 

Predicting employee performance and retention during the hiring process helps you choose not just the right candidates but the best ones who would stay longer in your organization. Once you have sufficient data, it’ll be easier to decide which candidate will thrive or fail in your company. By selecting candidates with the highest probability of staying in the company, you’re also reducing your costs of recruiting and training new hires. 

 

Make predictive analytics easier with our applicant tracking system, employment screening, and employee assessment. Find the best talents quickly and get them on board in no time. Call us at (407) 682 5378 or email info@alertchecks.com for to learn more about our services.

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A Proprietor’s Guide to Tenant Screening https://www.alertchecks.com/ets/a-proprietors-guide-to-tenant-screening/ Tue, 30 Apr 2019 15:10:47 +0000 https://www.alertchecks.com/?p=29825

A Proprietor’s Guide to Tenant Screening

Finding the right tenants is the key to making the most out of your rental properties. Unfortunately, it’s not as straightforward as it sounds. With numerous screening laws and fraud being prevalent in the industry, choosing the right tenant could take time –especially for clueless property owners.

 

Here are three steps to get you started in screening potential tenants and avoiding headaches during the process.

 

Reasons to Screen Potential Tenants

First, it’s essential to determine why you’re conducting the screening process. Goal setting could help you identify certain factors that you may need to put more attention to. For instance, if you’ve experienced having to evict a tenant, you may want to focus more on looking into a candidate’s current financial status and credit history.  If your goal is to build a family friendly community within your property, you may need to direct your screening process towards checking personal references and criminal report to learn more about the candidate.

 

Understanding Screening Laws

Screening laws differ from state to state. It’s important that you’re well-informed about your state regulations so you could stay compliant. Otherwise, you may run the risk of discriminating applicants or invading their privacy. In addition, this prevents any screening complaints against you.

 

The Department of Housing and Urban Development implements the Fair Housing Act. This protects seven classes, which includes race, religion, and disability. The act helps you avoid being partial to certain types of applicants or setting different terms for different candidates.

 

Performing Background Checks

For many property owners, background checks serve as a layer of protection against fraudulent candidates. A standard background check includes looking into the following information:

  • Personal details
  • Address history
  • Employment history
  • Criminal records
  • Credit report
  • Eviction history

 

You may find it difficult to do this on your own and when it comes to rentals, time is of the essence. The longer your property stays vacant, the more money you lose. Addiitonally, performing background checks on your own could put you at risk of not being able to verify important data due to your limited resources.

 

To ensure you’re able to perform a thorough background check without violating any regulations, consider getting a tenant screening service. This type of service gives you access to more information than when you’re verifying information on your own. You could easily get a clearer picture of your potential tenant’s status and decide whether they’re a good fit.

 

Tenant screening may seem like hard work but with the right screening service, you could choose quality tenants confidently. Here are Alert Checks, we perform nationwide background checks that meet industry and government standards. We’ll look into your potential tenant’s credit report, criminal records, references, and more. Call us at (866) 382-5378 to learn more about our tenant and employment screening services.

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4 Reasons to Perform B2B Background Screening https://www.alertchecks.com/background-check/4-reasons-to-perform-b2b-background-screening/ Mon, 15 Apr 2019 15:07:18 +0000 https://www.alertchecks.com/?p=29827

4 Reasons to Perform B2B Background Screening

It’s common practice for companies to perform background checks on employees, independent contractors, and applicants. If you’re offering services to other organizations, you shouldn’t only be conducting background checks on your workforce but also on companies you do business with. Not doing so puts you at risk of encountering fraudulent businesses or organizations that would leave you high and dry.

 

Here are other reasons you should look deeper into a company before working with them.

 

  1. License and Other Business Requirements

As a legitimate and law-abiding organization, you wouldn’t want to be associated with fraudulent companies or those that fail to meet government requirements. A background check helps you find out if their licenses are in order and if they’ve complied with all the requirements needed to operate as a business. It will also let you know how long they’ve been in the industry, giving you an idea of how stable the company is.

 

  1. Lawsuits

Don’t let your company be caught in the middle of a lawsuit. Working with a company that has an ongoing investigation or lawsuit could put your business at risk of being investigated too even if you’re not directly involved with the situation.

 

When checking for lawsuits, look into the validity of the case. Is the company truly at fault? Avoiding businesses with lawsuits also helps you avoid having to file a case of your own should your dealings with the company go awry.

 

  1. Credit History

A poor company credit score should be a red flag. Imagine investing in an organization or providing them your services without being paid on time –or at all!

 

A credit report gives you an idea of the company’s financial situation. Should you still want to continue working with the organization, at least you’d be able to work out a payment schedule that works best for both businesses. This way, you won’t be surprised with unexpected delays on payments.

 

  1. Previous Business Names

A company screening helps you find out whether the organization has used other business names. If they have used several, be careful in dealing with the company. Changing business names frequently could mean the previous ones may have received complaints, bad reviews, or lawsuits. And they’re trying to start on a clean slate.

 

Avoid sticky situations by making sure you’re only working with businesses you can trust. Alert Checks offers a company screening service. We’ll prepare a detailed company background report, which includes their key personnel, SIC code, credit score, and other important information.

 

Get in touch with us at (407) 682 5378 or send an email to info@alertchecks.com to learn more about how we can help keep your business safe from fraudulent and high-risk companies.

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Hiring Alert: 6 Applicant Red Flags to Avoid https://www.alertchecks.com/ets/hiring-alert-6-applicant-red-flags-to-avoid/ Fri, 29 Mar 2019 12:17:36 +0000 https://www.alertchecks.com/?p=29814

Hiring Alert: 6 Applicant Red Flags to Avoid

So, you think you’ve found the best candidate for your job opening. While they may have passed all your assessment tests don’t be too quick in making a final decision just yet.

Here are six red flags —which are often easy to miss—that you should be aware of.

  1. Inconsistent Information
    It’s understandable for applicants to only highlight their best experiences and skills on their resumes. But resume padding has also become commonplace. It refers to placing false or exaggerated claims to make their resume stand out.

A background check alerts you of any inconsistencies that you should ask your candidate about. Sometimes, it could just be a simple error; other times, it could be intentional. Being able to spot these irregularities shows them that you have a solid screening process.

  1. Unexplained Employment Gaps
    Employment gaps don’t have to be an issue if the applicants were able to explain the reasons behind them. If they can’t –even with enough prodding– then it’s safe to assume they’re trying to hide something in their employment history.
  1. Inappropriate Activities on Social Media
    Remember that your employees represent your company even when they’re off the clock. If a candidate’s actions don’t match your organization’s values and principles, be extra careful when deciding to hire them.

A quick search and assessment of their social accounts would give you an idea of how they are when they’re not in the office.

  1. Poor Feedback from Past Co-Workers
    Keep in mind that the candidate will be part of an already established workforce. You need to make sure they will be able to adapt and work with your team. Referrals are great sources of information about your candidate’s work ethics and performance.

  2. Speaking Negatively About Previous Employers
    Attitude is as important as skills. And gossiping is an attitude that you should absolutely stir away from. Even when their stories were true, the mere fact that they are willingly sharing this type information with you should be a concern. You don’t want past employees to be spreading negative words about you, do you? If they can do it to their previous employers, they’d be able to do it to you too.

Without due diligence, it’s easy to miss discrepancies in a candidate’s resume and professional experience. Don’t take any chances. Work with professionals you can trust and use a screening software you can rely on.

Alert Checks offers reliable employment screening services. We also have an innovative Applicant Tracking System (ATS) to help fast-track your hiring process without sacrificing your screening process. Call us at (866) 382-5378 to learn more about our services.  

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How to Conduct Effective Employee Assessments https://www.alertchecks.com/ets/how-to-conduct-effective-employee-assessments/ Fri, 15 Mar 2019 12:04:10 +0000 https://www.alertchecks.com/?p=29806

How to Conduct Effective Employee Assessments

When done right, employee assessments inspire and motivate employees to perform better and achieve their career goals. If not performed properly, however, it could dishearten your staff. It could also cause negativity in the workplace, particularly if they feel they were evaluated unfairly. 

Schedule Assessments Regularly

Don’t make your employees feel they were caught off guard or that you’re only conducting an assessment because they’ve done something wrong. Let them know when and how often you’ll be conducting an evaluation so they could also prepare for it.

Many companies conduct annual assessments for regular or tenured employees and bi-annual performance assessment for new employees. Regardless of how often you’d like to conduct employee evaluations, make sure to be consistent about it.

Set Goals and Points of Evaluation

Employees are more open to receiving feedback when they know what they are being evaluated for. Before starting your assessment, don’t forget to inform your employees of the goals for the evaluation and points that you will be touching on.

This is the part where it’s best to mention what you’d like to address, such as their absenteeism, performance, or productivity. 

Use a Scale for Grading Skills or Performances

Peter Drucker, “The Father of Management Thinking,” once said “you can’t manage what you can’t measure.” Using a grading scale ensures that all parties are on the same page when it comes to evaluating their performance.

You and your employees may interpret “Satisfactory” differently but “4” or “5” will always have the same meaning, regardless of who is interpreting it.

Always Use Facts and Provide Tips

This is especially important when giving negative feedback. You can’t just say they’ve done a sloppy job and not explain why the job did not meet your expectations. Failing to provide facts may come across as simply being critical or subjective. After providing a negative feedback, share tips with them to improve their performance. This way, you’re actively participating in helping them improve, rather than just pointing out their weaknesses.

Create Career Goals Together

End your assessment by helping your employees set goals they can achieve in your company. Show them a career path they could take to motivate them and inspire them to move forward.

Providing objective feedback is not the same as being critical with your employees. Give them an honest assessment and pointers they can use to improve their craft and grow professionally.

Don’t know how to go about it? Let Alert Checks help you. We offer employee assessment services for leaders, company personnel, law enforcement candidates, corrections officers, and more. Send an email to info@alertchecks.com or fill out our contact form for more information on our services

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3 Employee Assessment Biases and How to Avoid Them https://www.alertchecks.com/employee-assessment/3-biases-to-avoid/ Thu, 28 Feb 2019 23:56:39 +0000 https://www.alertchecks.com/?p=29797

3 Employee Assessment Biases and How to Avoid Them

While it’s natural for managers to exhibit prejudices when conducting employee assessments, it’s essential to limit your biases as much as you can. Otherwise, you are not providing effective reviews for your employees. In addition, your biases could lead to conflicts and other issues in the workplace.

 Spot your biases before they affect your judgement and your performance appraisal process. Here are three common biases that managers often have during employee assessment. 

  1. Similarity

    It’s human nature to be drawn to people who are “like you.” Many managers find it a lot easier to give satisfactory assessments to employees who share the same traits, follow the same principles, or even have the same affiliations. The flip side of this is that you may find it difficult to provide sound reviews to those you can’t find any similarities with.

    To address this bias, some experts recommend looking for any similarities with the person you’re going to assess. It doesn’t matter how minor or major the similarities are for as long as you’re able to allow yourself to see the employee as part of your “in group.” A word of caution, however, similarity bias should not lead you to overlooking mistakes or oversights done by the employee.

  1. Distance


    Distance bias shows our brain’s tendency to easily remember recent events over events that happened in the distant past. A great example is focusing on an employee’s unsatisfactory performance last week and dismissing their stellar performance three weeks ago.Distance bias often happens when you don’t have any data to consult when performing your evaluation.

    To avoid it, consider creating a performance monitoring sheet that you or your employees can fill out regularly. This way when it’s time to conduct an assessment, you have sufficient data to look back on to provide a fair review.

  1. Length of Service


    An employee’s length of service doesn’t always indicate satisfactory performance. Unfortunately, some managers can’t help but put this into consideration when providing employee assessment.

    To avoid this type of bias, use the same assessment questions you’d use for a new employee. It’s best to stick with your company’s standards to assess both tenured and new employees.

Employee assessment is an essential part of people management. A proper evaluation offers potential growth both for your employees and your company. Don’t second guess performance reviews and assessments. When you’re not sure how to go about it, it’s best to reach out to experts for help.

Here at Alert Checks, we use different personality and performance indicators to avoid biases in our reviews and ensure effective employee assessments. Let us help you with your employee assessments. Fill out our contact form or call us at (866) 382-5378 for more information on our services.

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