What you need to know about background checks for your next job - TheJobNetwork

What you need to know about hintergrund checks for your next job - TheJobNetworkLets get right to the facts about this one. googletag.cmd.push(function() googletag.display(div-gpt-ad-1467144145037-0) ) You should expect an employment hintergrund check on the path to your next job. Conservative estimates show nearly three quarters of all employers perform some sort of background check on every new hire. While mandated by law in some cases, clearing a background check is a necessary condition for the great majority of new hires. The number one concern for employers is workplace safety.For precisely that reason, employment background checks include multiple dimensions and draw from several sources of information. Employers use background checks to determine the risk a candidate represents regarding occupational safety, criminal behavior (e.g., theft, violence, bribery), and creating hostile working conditions.The specifics of what an employment background check includes differ accordin g to the role, organization, or industry. Almost one half of candidates say they are unsure of what employers are investigating during an employment background check. Between 30 and 50 percent include reviewing a candidates credit history.Though estimates vary, at least nine percent (.pdf) of all employment background checks reveal derogatory information about a candidate. Our research shows that one-third of all jobseekers are concerned that information in their background will interfere with getting hired.Yet for many good candidates, an instance of background blight on its own is not enough to disqualify. But it does involve an additional set of conversations between the candidate and employer to determine whetzu sich past mistakes are relevant to the current job and future performance.Some basics of employment background checksEmployment background checks are often conducted by third-party vendors. Therefore, jobseekers should become aware of their rights under the Fair Credit R eporting Act (FCRA), which governs such transactions.As mentioned earlier, background checks investigate several areas of a candidates history. Because workplace safety is paramount, nearly every candidate is investigated for criminal history. For most candidates, a background check will also include confirming identity, employment history, education, and professional credentials.For some roles, ongoing illegal drug use is a focus, and may require a pre-employment drug test. Other roles will look at DMV records and driving history. Less common are medical history and Workers Compensation claims.Some candidates can expect more rigorous background checks. Positions of high trust will necessitate additional scrutiny, especially handling valuable assets or offsite work on anothers property. The same applies to lokalitts that involve driving, operating tools or machinery, or handling hazardous materials.Senior managers, especially those with fiduciary responsibilities, can expect scrutin y of their financial history, as can anyone in a position to bribe or be bribed. And candidates being hired for roles that expose them to confidential or secure information, including trade secrets and intellectual property assets, will also be investigated thoroughly.The three things to sweatWhat you say about yourself not matching what the employer finds in your background check reportOne rule of thumb for clearing a background check is whether candidates are who they say they are. Employers can make a case for hiring a candidate who has been upfront about a prior lapse of judgment. But employers cannot do so with candidates found having a current lapse of judgment in representing themselves truthfully. The most common areas that candidates falsify are education, professional credentials, and employment history. When discovered, it is an immediate deal breaker, even if youre the CEO.If in doubt, contact the applicable keeper of records. It is very easy for employers to do, and lik ewise for job candidates wanting to verify their past accomplishments.False, inaccurate, or misleading information appearing in your background checkAs much as youve been truthful about yourself, you cant necessarily expect the system to vouch for you. Background checks can and do contain wrong information, which can cost jobseekers dearly.Data brokering is a sketchy and unregulated business, operating in a legal grey area and increasingly outside of U.S. jurisdiction. Even post-GDPR, custodians of your background data have neither the resources nor the incentives to maintain its integrity. That includes reporting bureaus with whom employers contract for background checks, and especially the sources from which they scrape your background data.It is a good idea for all jobseekers to do as much detective work on themselves as possible. Start by ordering a free credit report. Always request a copy of an employer background check report if your state allows it. Do what you can to obtain DMV and court records, along with any prior background check reports. Consider using a paid service if any doubts linger.Derogatory background information bringing about the end of the conversationIf your background contains a criminal conviction, it does not necessarily mean an automatic disqualification.Most employers treat discovery of derogatory background information on a case-by-case basis. As a rule, it is handled very conscientiously and discreetly, and only among need-to-know persons, typically the recruiter or an HR representative and the legal department. Together they review the facts and determine how best to proceed to ensure fairness and regulatory compliance, yet maintain workplace safety.When should a candidate with derogatory background information discuss it with an employer?Experts advise one of two courses. If it relates to something fundamental about performing the job (e.g., a candidate for a driving job having a DUI conviction), then it needs to be discussed early in the process. That allows both the candidate and the recruiter to determine whether there is a workaround. If on the other hand, it is not directly relevant to performing the job, then it should be brought up later, at the point when it is clear to the candidate that a job offer is probable.In either case, the candidate needs to demonstrate that as an exit of the criminal justice system, the past has been resolved, present obligations are being satisfied, and the future represents no greater risk to the employer than any other candidate. It also provides the candidate with a unique opportunity to apply the tried and true CAR technique to demonstrate his or her value, in an extraordinarily vivid and impressive way.The bottom lineBackground checks are often complicated. Employers must follow numerous regulations and procedures, which are subject to frequent change. Therefore, employers are typically advised against having a blanket background check policy.For jobseekers, it i s worthwhile to find out what employers see. Anything you can do to make things easier for the employer is mutually beneficial. Show that you are low risk, and use your experiences to demonstrate your value just like any other top candidate. And always be truthful, no matter whats in your background.LiveCareeroffers assistance to job seekers at every step of the journey. Access freeresume templatesandresume examples, plus acover letter builderand advice on how to answerinterview questionsof all stripes.

No, Women Shouldnt Have to Wear Makeup to Work

No, Women Shouldnt Have to Wear Makeup to Work When celebrities left and right started announcing theyre off the makeup train in favor of more natural (read less obvious but mucksmuschenstill made up) looks, I rolled my eyes. I simply couldnt muster any feelings about the performative unburdening of it allcloaked as it welches in superficial empowerment. (Celebrities I know you are still wearing makeup. You arent helping anyone).My personal relationship to makeup can only be described as whatever I typically dont leave the house without some undereye concealer and a bit of mascara, even if Im just going to get coffee or go for a walk, but a usual day is pretty limited to exactly that. Some would call that low maintenance, others would say thats ludicrous.Whatever.But things change if Im in a work environment. No matter how laid back the officeopen floor plan, nap pods, coworkers who bring their puppiesIm in full makeup. Not the fun, creative kind of makeup, but boring, workhorse make up concealer covering the shadows under my eyes, some powder toning down the redness of my nose, and cheek tint so I dont look quite so pasty. If anything, Im going for that look all the celebrities are pretending is so noble I just woke up this way, perfectly unblemished, vibrant, and inoffensive.Its bedrngnis the look I might try on the weekends when I put on some winged eyeliner or red lipstick. This makeup is to appear ostensibly professional, or in reality, to pretend not to be a human person with flaws. This routine hasnt felt like a choice.One day on the way to work, it was so humid and gross out that my makeup fully melted off of my face, and I wiped it off before I got to the office. Three people asked me if I was feeling ill or if I needed to go home. They looked uncomfortable when I deadpanned, This is just what my face looks like.At another job, a cut on my eyelid prevented me from wearing makeup for a few days and my babo told me to go home because I looked unprofession al. Never mind that a male colleague a few seats over had obvious undereye shadows and unkempt hair. The message was clear In the office, men are fine as they are, imperfections and all. Women, on the other hand, must be improved.I hadnt given this much thoughtradical feminist as I ambecause it was simply so deeply ingrained in my consciousness. But everything came into sharp focus when I started working at Skillcrush, where were all remote and working from home offices on multiple continents. We have video meetings all the timeand when I joined the team, I would wake up, do my hair and makeup, and walk ten feet to my computer. Then I rolled my eyes at how ridiculous it all was to wipe off my makeup at the end of the day after not even leaving the house.About two weeks in, I realized that I was squarely in the minority of employees putting on the ritz to sit in their own houseif not the only one. My coworkers looked happy and comfortable in their work environments, while I was squir ming in my professional bra.I couldnt figure out why everyone felt so comfortable being themselves, and I envied it until it finally dawned on me. Our CEOeveryones bossdoesnt wear makeup most of the time when she meets with us from her home office, andculture starts at the top. It seems small, but it means that we dont have to, either. She offered us flexible jobs we could do from home and then demonstrated what it actually looks like to fit in your job around your life.Its not enough to have an employee handbook full of platitudes about how cool your company isif your boss doesnt take vacations, you wont, either. If your boss encourages risks but wont take them herself, you cant be expected do the same.When culture starts at the top, its a way for companies to walk the walk, and in our case, it instills gender parity when it comes to how we define professionalism. And for a company that allows us to work from home on our schedule, it makes clear that we dont just have to trade the commutewe can also ditch gendered expectations about how we should present.The idea of choosing whether or not to wear makeup to work might seem trivial, but Id argue that the way women are expected to look at work is one of the many ways in which all women are held to a double standard in the workplace (not to mention the discriminatory, racist ways in which Black women are held to BS definitions of professionalism that dont include natural hair). Its not as simple as picking up the lipstick or notits about how women are perceived as professional or not based on something as silly as how they look.Makeup is fun and anyone can and should wear it whenever they want. Even in my liberated new working world of undereye circles and air-dried hair, I sometimes dab on some lipstick for an afternoon pick-me-up. But exactly zero of my coworkers have ever asked if Im tired, sick, or questioned my ability to do my job, especially while high-fiving a bro in a hoodie at the next desk. About damn time.This article originally appeared on Skillcrush.

How To Adapt Your Hiring Process For Video Interviewing

How To Adapt Your Hiring Process For Video InterviewingVideo interviewing makes adding talent to your team easier, faster, and mora cost-effective than ever before. Instead of having to waste time shuffling candidates in for first-round interviews only to find that they simply arent qualified for the position you can quickly watch dozens of one-way video responses from interested individuals. From there, have further in-rolle or phone interviews with only the most qualified applicants. However, for all of its benefits, video interviewing is certainly different from a traditional, face-to-face conversation. As a result, youll need to adjust your interview strategy slightly in order to find success as you incorporate this innovative hiring process enhancement. Here are some tips to keep in mind in order to enaya total success when employing video interviewing strategies Focus on clarityWhen youre conducting an interview in person, if you pose a question and the interviewee isnt quite sure what youre asking, they can request clarification. If the individual starts to deliver a response thats not geared to what youd like to know, you can redirect and get the discussion back on track. ansicht abilities disappear in first-round pre-recorded video interviews. To prevent miscommunications, make sure that theres no room for misinterpretation when it comes to your inquiries. Your questions should be very cut-and-dried so that applicants know exactly what youre trying to ask.In a videointerview, questions need to be clear so candidates know what youre asking.Click To TweetHere are some questions you might consider asking interested participants, as they typically have strong success rates when used in a video interview settingHow would your co-workers describe you?Whats your ideal work environment like?What do you enjoy most about your current job? Whats your least favorite part of the job?Discuss a time you made a mistake at work. How did you correct the issue?What ini tially drew you to this company/role?These questions allow applicants to give detailed, expressive answers, but they dont leave much room for interpretation or confusion. They also give you major insight as to who this person is and what matters to them. If they talk about their love of collaboration and the role youre hiring for tends to work solo, you know they might not be the best fit. If most of their answers talk about needing structure and set duties, but youre running a startup where each employee does a little bit of everything, you know you might want to take a look at a different candidate for this role. If the person cant offer much insight as to why theyre interested in the company or job, its another indicator that its not worth moving them to the next step of the interview process. When performing a video interview, stay away from questions that could generate a simple yes or no response. This doesnt provide you with much information about the person giving the reply. Plus, if the interview is pre-recorded, youre not there to prompt them to provide mora details for you. Make sure your job description doesnt fall flatWhen you bring someone in for a job interview, you have time to show them around the geschftszimmer and talk to them about the role for which theyre interviewing. That goes away when youre just taking a look at an applicants pre-recorded video responses. While this saves money (and protects both parties time), its important to supplement the time youd be spending casually chatting about the open job. One way to do this is by ensuring that your job description does the available role justice. An interested applicant should be able to log on to your companys website and find out all of the details about the position that you would normally flood them with during an in-person first-round interview. What are the required duties? What kind of training or education is necessary? Who would they report to? What kinds of clients would they wo rk with? What type of individual typically excels in this position? Feel free to add some personality to the description, too, as long as it remains in sync with your businesss brand. People respond much better to job descriptions with some zing, as opposed to the traditional (and often snooze-worthy) Looking for motivated individuals with 3-5 years experience in marketing, salesThis also prevents candidates from being overwhelmed when they do make it to an in-person interview. They know what to expect about the office and the company so there are no surprises to distract them.Dont neglect your companys websiteA companys website is another powerful resource for job seekers, and it becomes increasingly important when that business is using video interviews to hire. When a hiring manager or recruiters face-to-face sessions with a candidate decrease, its important that the businesss website is there with updated information about both the job and the company. Keep websites populated wi th details about open jobs. Dont forget that this site is also an important PR tool. Use it to show off recent awards, big clients youve landed, or charitable work your employees have done. Highlight the kinds of people who work for the business. Responsible job seekers will be hitting Google to check out what your brand has to offer before they apply, so make sure they like what they see when they do a search, and that the site is actually useful to them. And with 89 percent of the 1,000 employees surveyed by Glassdoor using mobile devices during their job search, youll want to verify that the website is mobile-optimized, meaning that it looks great on desktops, laptops, tablets, and smartphones alike. If a potential employee goes to view your site on an iPhone and has to pinch and scroll to read about your business, they might think youre out-of-touch with technology. This could lead them to opt to apply at a more forward-thinking brand.Pay attention to nonverbal cuesJust like in a face-to-face interview, non-verbal cues are a major part of analyzing how an individual presents themselves during a video interview situation. Much of our communication comes from nonverbal cues, so paying attention to this aspect of the interview process is highly important. Applicants can speak volumes with their bodies and, in this case, with their interview surroundings, as well. Some things to take note of as you watch a persons video responsesWhat is their surrounding environment like? The right candidate should have taken the time to present a clean, well-organized environment in which to record their responses. You shouldnt see papers spilling out of drawers, dirty dishes piled up, or laundry tumbling out of baskets. If the person is serious about the job, they will have made it a point to tidy up the environment before pressing record.What is their attire like? While they may not be sitting across from you in a formal interview setting, the individual should still be wea ring professional clothing as they sit down to record their questions. You shouldnt see ratty t-shirts, ripped jeans, or exposed undergarments. geschftlicher umgang attire is a must.A videointerview doesnt mean a candidate can wear ratty clothes in a messy room while recording.Click To TweetHow do they present themselves in the interview? Do they seem engaged and excited? Is their posture strong? Do they refrain from using profanity? Do they speak slowly and clearly? Though it may be a unique type of interview situation from what theyre used to, the ideal candidate will still conduct themselves in a professional manner. They will take the recording process seriously and will make sure to deliver the same caliber of responses that they will when theyre sitting across from you in your office. How is their video and audio quality? Ideally, they should have tested our their system ahead of time to ensure that there werent glitches with the microphone or camera. A person who records the entire interview but doesnt properly capture the audio might not have invested the time to really learn the software, which can indicate theyre not as interested in the open position as other candidates. Is their environment free of distractions? You shouldnt see family members wandering into the shot as the candidate records their responses. Just as they wouldnt bring children or pets to an office for an interview, they should make it a point to be left alone throughout the duration of their video interview in order to maintain a professional tone during their responses. If youre straining to hear a response over a crying baby or barking dog, it may be time to move on to the next applicant.Be forgiving about technology available to the candidateSome people rely strictly on a work laptop, using only a smartphone at home, so be flexible when it comes to the device on which a candidate records their interview responses. They may not have a desktop with a massive screen available for v ideo interviewing. This doesnt mean that they refuse to embrace technology, it just means that they have their own system in distributionspolitik that works for them. As long as they can find a way to get their responses recorded in a way thats easy for you to watch, dont be too picky about the kind of device they use to get the recording done.Understand that video interviewing can take a little getting used toFor those who have never experienced a video interview before, the situation may feel unfamiliar at first. Have patience with candidates, and dont write them off completely if they dont immediately wow you with their responses. Give applicants a little time to get comfortable with the system, and watch their whole video interview before making a decision on whether youd like to proceed to the next round. Making snap judgements doesnt benefit anyone. Consider giving the interviewee a little background information about why you rely on video interviewing. What do you like about it? What makes it a good first step before face-to-face interviews? How does it benefit them as a candidate? Being upfront with this information can help to put the person at ease, reassuring them that youre not trying to trick them by throwing in new technology as part of the process. (Spark Hireeven provides a resource hub that you can even direct candidates to making your life just a tiny bit easier )Use video and face-to-face interviews to complement one anotherVideo interviewing is a customizable tool meant to work with the business or professional using it. Dont feel as if you either have to strictly use video interviewing or only conduct face-to-face interviews. Many people find that a hybrid of the two methods is the most effective way for them to move through their hiring process. Maybe you find that you like to use video interviewing for rounds one and two of your hiring process and move to face-to-face interviews for the final round. This resource is meant to save time an d money so that hiring is easier, so however it best fits into your businesss process is great.Video interviewing makes the hiring process much more convenient for businesses and interested candidates alike. However, while there are many advantages to utilizing video interview technology, its important to understand that video interviewing differs from traditional face-to-face methods in many ways. Ask questions specifically targeted for this method of interviewing, pay close attention to nonverbal cues, and make sure your brands website and job descriptions are useful resources, and your business will be able to reap the many benefits of video interviewing technology.What are some other ways to alter your interview process for video? Share in the comments below