Surprise it’s the Holiday Season

Now that the holiday shopping season has reached its peak, (unless you’re a guy like me who doesn’t even think to shop until the 23rd/24th) companies have been scrambling to hire talent to ensure staffing levels are ready for all the hustle and bustle.

This can create a world of problems for hiring managers and HR teams across the board. First of all, try training a new employee during the holiday season in the retail world. Talk about a high pressure environment where not only the shoppers are in a hurry but so are fellow team members. This compressed timeframe is just one of the many items that can increase the blood pressure of even the most experienced HR Pro. Think about this from a corporate standpoint, companies trying to meet that hiring demand often skip steps in their standard process and thus open the door to liability as well. Many industries have peak hiring seasons and the lessons from retail apply to everyone.

Below I have included a few tried and true tips from the best in the world of retail:

  1. Don’t abandon your standard practices: This is the “golden rule”. When that sense of urgency is at its peak, companies often abandon their everyday procedures such as background screening and reference checking. This is something we see time and time again, and it can really put your company in hot water. Background checks should only take a day or two and it is worth the wait compared to employing someone that could increase risk and liability.
  2. Look into previous employees: I’m not saying call Johnny who was fired for shoplifting slippers last year. I’m talking about the college kids that worked over the summer and will be home around the holidays. This is a great idea for most companies as it provides them with another team member that already has been trained and can operate well under the given circumstances.
  3. Start the process early: I would love to hear everyone say “Ryan, this blog isn’t relevant because everyone starts the seasonal hiring process in September” sorry this is not the case. Seriously though, the biggest piece of advice I can give is to look ahead. Get those jobs posted well in advance and begin your interviewing process early on, this will not only reduce your own stress level but will pay dividends.

I am sure a lot of this information I shared today is somewhat common thought, but there are those times when companies are looking for assistance and this is for them.

For more information on holiday hiring and how we can help during your time of need, contact Credential Check Corporation at 888-689-2000 or info@credentialcheck.com

To “bot” or not to “bot”, that is the question.

As humans we seem to be driven by automation but at some level human interaction provides critical value.  An audit of 200 background check profiles comparing two of the major automation supplier services “bots: as they are called in the industry” versus court researchers for County Criminal Records yielded interesting results. The results revealed that the data on these “bot” County Criminal Searches can be missing records, have incomplete or outdated data and can be missing dispositions.

There are numerous ways that your background screening vendor can use human assessment and interaction to reduce your risk:

* Utilize nationwide court researcher’s physically pulling court records to get data direct from the source of record, the County Court.

* Use a Service Alert Process: A social security trace is utilized to uncover alias names and determine counties to run searches so that the client does not have to manually perform the selections.   This ensures that counties are selected consistently and that unnecessary counties are not run thereby minimizing cost and improving accuracy.   

* Use an Order Review Process: Each order on individual profiles are reviewed and flagged based upon a standard Risk Matrix.  Any data that is known to be not legal to utilize in a hiring decision is removed from the result to reduce risk. National Criminal Index Plus and County Criminal Searches are evaluated to ensure that the data matches the candidate’s identifiers.  Education and Employment Verifications are reviewed for clarity and consistency.
 
* Conduct Profile Reviews:  Used on the entire profile (background check report) to identify and resolve any common issues with data entry including typos in the name, social security number, and driver’s license number. 

 

At times it takes reasoning human beings to be able to protect your business (candidates, employees and clients).  Please call me at 888-689-2000 or email me at Kenneth.Lang@CredentialCheck.com if you would like to discuss any of these capabilities.