How SELECTiON.COM® Keeps Your Data Safe
At SELECTiON.COM® we care about the security of your employee’s and applicant’s data. That’s why we take extra care to keep it safe.
Why are Client Testimonials so important?
Just like the world around us, consumer needs are constantly changing. And because of that, companies need to keep up by understanding their client’s needs.
As consumers, we like to research and read reviews before making a purchase. In large part, that’s because clients like the easy access to social media to help them spread the word about their own service experiences and those of family, friends and in some cases relative strangers.
Of course, B2B customers can do the same thing through client testimonials. Talking to your clients and receiving feedback is a great way to help improve your business.
Here at SELECTiON.COM® we take pride in our Satisfaction Statement:
“What Separates true customer satisfaction from mere lip service is the willingness to put the SELECTiON.COM® customer FIRST in everything we do!”
SELECTiON.COM® Puts Our Customer FIRST in Everything We Do and we offer the following resources for our clients to help us by continuously rating our products and service:
- Client Customer Service Satisfaction Survey
- Live Chat ratings
- Client Research Survey
- Social Media following and client features
SELECTiON.COM® reviews and discusses these ratings and testimonials every Friday. We gather to discuss both our successes and our failures in our company wide meeting.
See what some of our amazing clients are saying about SELECTiON.COM® at https://selection.com/customer-feedback/ or follow us on social media for updates and client testimonials.
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“I get called often by other background check companies to switch. They always promise me a savings. Background checks with a company I consider a partner is invaluable. Background checks are NOT a commodity! Knowing what the limitations are changes it from a commodity to a service. I use SELECTiON.COM® because of their great service. Also, I must acknowledge LeAnn Bick is excellent to work with and is very responsive.”
Renee Fulton, President, Talis Group Inc.
“I’ve been using SELECTiON.COM® for nearly 10 years and it remains one of the best available. It’s easy to use and fast. I recommend SELECTiON.COM® without hesitation.”
Joe Kindt, Vice President of Human Resources, PECO Real Estate Partners
We love receiving feedback from our clients and we use the information to improve our services. You can fill out our client surveys on our website.
If you are a current or former client please fill out our Customer Satisfaction Survey at https://selection.com/client-survey/. We appreciate your responses!
Audit vs. Review
The Case for a Hiring Audit-
If your work requires you to manage multiple tasks to achieve a desired outcome, then a periodic audit should be part of your annual plan.
But, why an audit instead of a review?
A review of current processes typically looks at how, when, why and how much money is spent? Whereas an audit is a deep analysis of the steps in the process to see how they impact the final outcome. Consider an audit as a step by step look at the how, when & why of your daily activity.
Let’s take a look at Hiring…
Here is the typical review:
How – Post a job ad. Collect applications/resumes. Determine qualified applicants. Conduct interviews or skills assessments. Select the best candidates.
When – At the time that a need for Human Resources is presented.
Why – To fill a need for Human Resources.
How Much $ – Cost of advertising. Cost of time spent reviewing applications, conducting interviews or skill assessments. Cost of orientation/on-boarding.
Here is how an audit goes deeper:
Posting the job ad:
Is the job ad providing the necessary information for job seekers to understand the requirements and culture of the position? Is it clear and concise?
What advertising resources have been most successful in producing the best candidates? Are there unexplored options that may be more effective?
Collecting applications/resumes:
How are job seekers able to submit their interest in your positions? Should there be multiple options? Do these methods enable you to work with the best candidates? Do these methods streamline the process of reviewing candidates? Are there unexplored options that may be more effective?
Determine qualified applicants:
What factors are most important for this position? Are you able to identify and quickly communicate with desirable applicants?
Interview/assessment of qualified candidates:
Is the interview/assessment conducted soon enough to reach the best candidates?
Are questions or tests measuring the key factors for success in this position?
When evaluating potential employees are you screening based upon the risk associated with this position? i.e. employee theft, sensitive information, company reputation, danger of physical harm, etc.
Are interviews/assessments conducted in compliance with Federal & State laws concerning equal employment opportunity, discrimination, prior informed consent & notification, etc.?
Do the results of interviews/assessments allow you to move quickly to the next step in your hiring process?
This example covers the HOW of your hiring process. The Audit of any process should include multiple sets of eyes and also use metrics to determine effectiveness. An outside expert may be your best option for gathering data as they are not impacted by the results.
Here at SELECTiON.COM®, we have many different resources to help your company make the best hiring decisions. If you aren’t conducting a yearly audit of your hiring process, we recommend you do!
For help in conducting an audit of your hiring process please contact SELECTiON.COM®.
Employee Spotlight: Diana Nelson
Employee Spotlight: Diana K. Nelson, CPA, MS, Chief Financial Officer
What is your favorite part of working at SELECTiON.COM®?
I enjoy the staff I work with. I feel blessed every day when I come into work.
How long have you been at SELECTiON.COM®?
Six Years
Favorite Hobby? 
Taxpayer Advocate – Writing proposals to the IRS to implement change.
Favorite Quote?
“Success is the result of perfection, hard work, learning from failure, loyalty, and persistence.” – Colin Powell
Favorite Food?
Soup
Favorite Sports Team?
Green Bay Packers
Fun Fact?
I do not watch TV.
You Are What You Do, Not What You Say You’ll Do
Out of nowhere last week I started humming a familiar John Lennon tune and I immediately reached back into my music archive and pulled up “Nobody Told Me”, a song initially left incomplete due to Lennon’s death, but ultimately finished and released by Yoko Ono in 1984.
“There’s always something cooking and nothing in the pot,” goes one of the refrains and in addition to providing me with the stimulation for this week’s blog post, it also presented the perfect microcosm for the topic at hand – wasted effort and the need to always act with passion.
About the same time as my musical interlude began, I stumbled across an online “factoid” claiming that the number of failed blogs totaled something like 175-million. That’s a lot of good intention, but even more bad execution.
My guess is that there exists a similarly surprising number of failed podcasts, just like the scores of half-written books before and for that matter shuttered business startups throughout history. Good intention. Bad execution.
Fortunately, we live in a world filled with big dreamers, and that’s a very good thing. 
I love to read about the likes of Walt Disney (he of the “if you can dream it, you can do it” mindset) and Nikola Tesla (the inventor who came a full century before the Elon Musk automobile) and Abraham Lincoln (who for the internet generation is almost as famous for the meme/myth about “all of his failures” leading ultimately to great success as he is about his leadership during the Civil War), individuals who dared to dream big, oftentimes failed, but then continued the struggle despite the setbacks and challenges.
Failure is a part of progress, but it is passion that plays an even larger role in ultimate success.
Believe me, it’s not easy to always act with passion. That’s especially true if you’re not sold on the concept, or the message, or the mission.
A salesperson will not be successful selling a product unless they are first sold on it themselves. I call it the “I Am Sold Myself” solution and it appears on every week’s sales meeting agenda here in our office.
It’s the same way with just about every business.
Oftentimes, it takes courage and vision to take that first step, but without conviction and passion you’ll never push across the finish line.
In today’s world, there exists a strong penchant for talking big before the first sale is made, the doors to a new business have opened, or a campaign has started to take shape.
Again, dreaming big isn’t a bad thing, it’s even a large part of developing confidence, unless the passion for success and follow-through are lacking. Then it’s just hollow words.
For years when someone would ask me about what I was working on, what the next step in my career held, or how I planned to reach a certain goal I would recall Steve Martin’s line from the 1991 movie “Grand Canyon”.
“I think if you talk about stuff, maybe that takes the place of doing it.”
Even though I’m not always able to live by that credo, those words ring clear in my head as strongly today as they first did more than 25 years ago.
Focus on the outcome. Concentrate on the execution. Deliver the passion. The results will usually take care of themselves.
Yes, that formula may be contrary for today’s “instant gratification” generation, but there is one constant about business that still holds true.
Results matter.
Three Ways to Reduce the Risk of Hiring Someone Who Has Lied on Their Resume
Even in a digital world, resumes are still relied upon heavily in the hiring process. Especially in a world of “first impressions”, information provided on the resume is often the difference between an applicant being hired or rejected.
But, how do you know the information is truthful?
In a recent CareerBuilder survey of more than 2,500 hiring managers, 56% have caught job candidates lying on their resumes.
You don’t have to be a math scholar to know that MORE THAN HALF of all job applicants have misrepresented themselves on their application!
If you would have seen this glaring statistic before your most recent hire, would you still have accepted the resume without question, or would you have done more due diligence before making the offer?
Studies show that every time a business replaces a salaried employee, it costs 6 to 9 months’ salary on average.
Even on the conservative end of the pay scale, such as a new hire earning $400 per week for six months, that can cost your company nearly $10,000! 
You can greatly reduce that risk through proper verification and background check services BEFORE making an offer of employment, and best of all it will cost a great deal less than a HALF DAY worth of salary!
At SELECTiON.COM®, we usually recommend three different types of pre-employment verification reports: prior employment, education and character reference. These three reports will help you verify the accuracy of the information listed on a resume.
Most, if not all resumes list an applicant’s education history. For upper-level and management positions, education can be an important factor in the hiring decision. Some advanced positions, such has nursing or teaching, may require specific education requirements.
A SELECTiON.COM® education verification documents an applicant’s educational start dates, end dates, major, fields of study and degrees earned. Other stated credentials may also be validated through the institution when contacted.
Job experience is also a very important factor to finding the perfect candidate.
However, also per CareerBuilder “A quarter [of hiring managers] have seen people who claim to be employed by companies they never really worked for.”
Employment verifications are available so that you can not only ensure that an applicant has the experience necessary for the position, but the integrity and truthfulness to only represent accurate information on their resume.
In most cases, SELECTiON.COM® will work directly with previous employers to verify an applicant’s positions held, length of employment, salary and other relevant information about the applicant.
Lastly, a character reference will provide information about an applicant that the individual more than likely would never include on their resume.
Character references gather personal information concerning the reputation, conduct, and integrity of the applicant.
When you pair these three checks and verify the information on the resume, you greatly reduce the possibility of hiring an applicant with false information.
It’s your job to find the most qualified candidate to fill an opening. It is ours to verify your selection.
That’s why at SELECTiON.COM® our motto is “Your SELECTiON™, Verified!”
SOURCE: CareerBuilder Survey: http://time.com/money/3995981/how-many-people-lie-resumes/
Society for Human Resources Management (SHRM) https://online.alvernia.edu/cost-employee-turnover/
