Blog, Resources
We all live and work in a fast-paced world. As time passes, the expectations to accomplish more and more in the same amount of time grows.
Time-management only goes so far, and when you’re in a position that is under a lot of scrutiny you often look externally for assistance.
So, what does that mean for HR professionals?
Well, the first step is usually to outsource any tasks that take you away from the core duties of your position and one of the first tasks to go is employment verifications. These get outsourced to companies that house your employment data and charge a fee for other companies to access it.
But, that’s just one small part of the massive job that is HR. If you’re still conducting background checks in-house, then the next step is to hire a background check company (like SELECTiON.COM®) to do that for you.
Background check companies have the resources to complete a thorough background check more efficiently and effectively, since they have their own researchers and verification specialists to gather the information you need. But, again, that’s only a small part.
What’s the next step if you still find yourself buried in work?
Applicant tracking is the answer.
It provides a significant time-saving difference to the on-boarding process, and it’s liberating! Applicant tracking systems typically allow you to manage applicants from the time they apply, through the interviews, through the background checks, and on in as a hired employee.
If you haven’t tried applicant tracking, why not?
You may think Applicant Tracking isn’t worth the amount of time it will save and in some cases, it may not be. In fact, it probably isn’t for everyone, especially if you’re a small business on a slower growth curve.
However, if you’re a client of SELECTiON.COM®, we can easily add an applicant tracking solution to your hiring process, which we conveniently call Applicant Entry. What’s the catch, you ask?
There’s none. In fact, there is NO COST to this service! We understand the pressures you’re under and through Applicant Entry it is our goal to make your job easier AND less costly.
What does Applicant Entry do for you?
Easy Entry– You no longer have to enter a person’s personal information into the system. The only required fields are name and email address, and you just choose the report package you’d like to run.
Applicant Responsibility– It’s then up to the applicant to fill out their Social Security Number, Date of Birth, and any past employment or education information, depending on which reports you’ve chosen to run. They’ll receive a secure one-time-use link in an email for them to enter the information into our system.
Control– Since such a large part of today’s search mechanism is based upon full name as entered, the applicant cannot modify the spelling from the version that you entered.
Compliance– Applicant Entry provides electronic FCRA compliance with Disclosure and Consent forms part of the process, taking the manual form out of the application process and given you a record of consent that will reside permanently within the candidate’s electronic file.
Additional Option– At this point you can also choose to have the background check start as soon as the applicant enters their info OR have it placed on hold. This is particularly useful if you’re dealing with a large applicant pool and only want to run checks on the final candidates.
Additional Payment Module– You can also choose to have your applicant pay for their background check upfront. This is popular among clients that hire contractors or use volunteers.
Notifications– You’ll be notified once the background check is complete so you can make that final hiring decision.
If you’re a current client and haven’t tried Applicant Entry, call, email or reach out via our LIVE Chat platform today to have it added. You won’t regret it.
In addition to our in-house Applicant Entry piece, SELECTiON.COM® is integrated with some of the top Applicant Tracking systems in the market. And, with our in-house IT staff, we are well equipped to integrate with whatever Applicant Tracking system you’d like to use.
If you’re not a client, why not call today and see how SELECTiON.COM® can make a difference in your on-boarding process? Contact us today on our web form or our toll free number, 1-800-325-3609.
Blog
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.
| Like us on Facebook
|
Follow us on Twitter
|
Follow us on LinkedIn
|
Follow us on Google+
|
“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!
Blog
Most HR Professionals have experienced losing an “A” candidate due to delays in the hiring process.
A recent study published by Management Recruiters International (MRI) showed that “47% of declined offers in 2015 were due to candidates accepting other jobs” between application and offer. A statistic that was “up 10% from the first half of the year.”
As is most often the case, an applicant with one company is usually also actively seeking employment with other companies concurrently.
For that reason alone, timeliness is a big part of the hiring process.
Establishing a process that gathers the required information and insights on potential applicants is key to success in Human Resources, as it can drastically reduce the amount of time between application, mutual interest, offer and acceptance.
Here are a few suggestions in review of your process:
1. Job Posting – Promote the benefits of the position and organization. Clearly define requirements and job duties.With well-developed job postings, you can decrease the time spent with unqualified candidates.
Additionally, track which postings give you the best results and replicate those for future openings. 
2. Application – An application that gathers key information and eliminates extraneous details can save time and improve the number of qualified applicants you receive.
Is it necessary to gather a lifetime of work experience or are you more interested in experience related to the position? Perhaps a full work history can be gathered a later time.
DO have all applicants complete a release form for a background check along with the application. You don’t have to run a background check on every release form received, but you also don’t want to have to wait for release once you find that highly-qualified candidate
3. Interview/Assessment – If your application gathers the right information and you identify a qualified applicant, you want to move quickly to schedule interviews or get assessments.
We know there are marginal candidates that you can wait to hear from but the “A” candidates are looking for a positive response. Get to know them with follow-up questions, assessments or interviews right away.
4. Background Check/Offer – Most successful companies make a job offer contingent on background check results or they run a background check prior to making an offer. Background checks are very important to your hiring strategy and the expediency of the process can dramatically shorten or lengthen the hiring window.SELECTiON.COM® will help sharpen your hiring strategy by providing quicker turn-around times on all your background check needs.
Developing, and consistently reviewing, a successful hiring process will help your company land more of the best candidates…BEFORE they accept an offer from your competition!
Contact SELECTiON.COM® to review your hiring process and explore the value that we can offer your organization.
Blog
As part of your hiring process, do you currently run ONLY a national criminal database search on your applicants?
If so, you’re making a mistake.
A criminal database search, while certainly very helpful, should only be used as a supplement to further research, which typically includes county criminal, federal, state, etc.
The most common misconception surrounding national database searches is that the results are from all 50 states and the territories, thus comprising every possible criminal record in the nation on that applicant.
This is simply not true.
All such databases are just compiled records from specific sources that allow their data to be accessed and aggregated.
In large part that is because many repositories haven’t made the transition to digital technologies and still use paper filing systems, or even microfiche.
For that reason alone, no aggregated national criminal database can draw from every source in the United States.
The best criminal background check to use starts with a Social Security Number Trace to establish a residency history and from there a county criminal history report is compiled from data acquired directly from the county, or counties, of record. 
All jurisdiction starts at the county level. This means it provides the most up to date and accurate information possible.
Our researchers are sent to county courthouses in every county in the United States to pull actual files and records relating to the applicant. It is the basis for building a solid criminal history.
From there, a national criminal database search is the perfect complement, providing a “snapshot” and helping to fill in the gaps on a national scale.
Results returned may even show the need to add a county criminal search based upon a returned record from a part of the country that did not show in their permanent residency history to begin with.
We certainly are not advocating against the use of a national criminal database, but rather we caution against relying on one as a standalone “silver bullet” solution.
At SELECTiON.COM®, we are continuously adding sources, which currently number more than 1800, to our national Search America® criminal database.
Additionally, we work with our clients to seek out a specific database that may help in their screening process and, where accessible, we will add that into their customized report.
SELECTiON.COM® has more than 25 pre-employment and background check reports on our à la carte menu, from which we can build a combined report that’s just right for your hiring needs!
Blog
SELECTiON.COM® is now officially a government certified veteran-owned small business.
While SELECTiON.COM® has always been veteran-owned, they now have the stamp of approval from the US Department of Veterans Affairs. This certifies that SELECTiON.COM® was founded by former members of the United States Armed Forces. 
In order to qualify for certification a business must not only be owned by a veteran but a veteran must be in charge of day-to-day operations.
“Maintaining high standards and mission completion are traits that I learned serving as a First Sergeant. As a company SELECTiON.COM® has standards that are higher than anyone in our industry with a mission focus of putting the customer first in everything we do.” says John Hart, Chairman of SELECTION.COM®
SELECTiON.COM® also sponsors Team Fastrax, a professional skydiving team, committed to supporting the veteran community. The team has a roster of more than twenty-nine active members, with a collective of more than 300,000 skydives.
Team Fastrax is comprised of veterans from all branches of the Armed Forces. This year each of Team Fastrax’s 320 jumps will be dedicated to a different fallen hero.
SELECTiON.COM® is proud to support our nation’s military servicemen and women, veterans and their families.
https://www.va.gov/osdbu/
http://teamfastrax.com/
SELECTiON.COM® is a nationwide provider of criminal and pre-employment background screenings, also referred to as a Consumer Reporting Agency. Headquartered in Cincinnati, OH, SELECTiON.COM® is a veteran-owned company that has been in business since 1991 and offers more than 21 background and data collection services.
