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Leverage Big Data to Hire the Best Employees

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As technology advances, so does pressures from competitors. Regardless of what industry your business is in, your competitors are constantly looking for ways to gain more market share and increase their revenues. You have to do the same to remain competitive. The process starts by hiring the right employees.

Big Data

You need employees that will help you usher your business into the new, innovative state of business. But, how do you do that? You use big data to help you find the right employees.

What Is Big Data?

Today, we process so much data that we have to create new words to capture how much data is processed. It’s enormous. Google processes 20 petabytes of data every day. Facebook processes 500 TB of data each day. Although your business doesn’t process as much data, you certainly process more data than you once ever conceived.

Big data doesn’t refer to the size of the data you process, but how you manipulate that data. It is the science of analyzing large data sets computationally to assess trends and patterns that can benefit your business. It is most helpful when analyzing human behaviors.

Big Data and the Hiring Process

In recent years, both Xerox and Google have used big data to decrease their employee turnover rate. They leveraged the data they have about job candidates to help them select the candidate that was the best fit for their organization. Guess what? It worked.

Personality tests, IQ tests, and skills tests are great tools to help weed out job candidates, but the data generated by these hiring tools aren’t enough alone. By using big data, you can analyze how long a job candidate will remain with your organization by analyzing their resume. With the aid of big data, your business can weed out individuals who don’t meet predetermined thresholds, allowing your human resource representatives to only interview candidates that will be a good fit. Then, you can use the skills aptitude tests and IQ tests to reduce the pool of applicant’s further to help with the interviews and hiring decisions. Within your hiring process, you can use a number of algorithms that assess data from around the United States to ensure you choose the candidate that is the best fit for your organization.

Screening Intelligence understands the power of big data, as our name implies. We encourage you to give us a call or visit our employment screening background checks website to learn more about what our company can do for your background screening process.

Disclaimer Statement: All information presented is never intended as legal advice and is for information purposes only.

Employment Post-Hire Screening is On the Rise

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Post-Hire Screening

In 2013, Edward Snowden, who previously held a position as a subcontractor with the National Security Agency (NSA), leaks confidential information about the NSA’s surveillance activities. Another troublesome incident in 2013 occurred at the headquarters for the Naval Sea Systems Command in Washington, D.C.: Military Contractor Aaron Alexis went on a killing spree that left 12 dead and 14 injured. Alexis was shot and killed by the police.

Recent Morgan Stanley Hack Intensifies Focus on Post-Hire Screening

The 2015 Morgan Stanley hack has intensified the focus on post-hire insider threats. These threats range from fraud, embezzlement, child molesters, theft and active shooters. Employees, temporary workers and contractors have access to the workplace: An insider threat can come from any of these individuals.

Post-Hire Screening Can Assist in Preventing Insider Threats

Diligently performing post-hire screening can identify previously overlooked information or discover new threats that arise due to changes in circumstances.

Negligent Hiring Lawsuits

Employers who disregard properly screening their candidates may be at risk of a negligent hiring lawsuit. Ride-sharing service Uber is the defendant in a lawsuit filed by two women who claim they were sexually assaulted by their driver. The plaintiffs state that Uber markets its services to young women who have been drinking and passengers are put at risk due to Uber’s lax background checks. The Uber driver who allegedly sexually assaulted these women has a previous criminal conviction that was missed due to a lax background check.

The increase in negligent hiring lawsuits, in conjunction with concerns about terrorism has led to an increase in the number of employers who perform thorough background checks on potential and current employees.

Disclaimer Statement: All information presented is never intended as legal advice and is for information purposes only.

4 Tips for Effective Social Media Hiring and Marketing

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Social Media Hiring

Social media has saturated the online world, with users drawing value from it personally as well as when seeking out products, services and entertainment. Businesses can benefit from social media hiring as well as other social media usage in a number of areas from building and promoting a brand to drawing in quality new hires.

The following are some of the top ways to use social media hiring in business:

1. Business Branding

Social media allows companies to spread their brand message in a much more dynamic way than with just a static website. Social media home page designs should be consistent with the company website and other marketing materials. The tone and objective of all posts should mirror the company’s mission statement and brand ethos.

2. Spreading Goodwill

Business and customer relationships are a two-way street, and social media allows for an extremely effective way to communicate and share positive sentiment with current clients and potential new customers. Business promotion via social media should include:

  • Posting information and media that informs, uplifts, entertains, or otherwise adds value to the reader’s experience
  • Thoughtful, attentive responses to user comments
  • Hiring a social media manager if needed
  • Testing, assessment and fine-tuning results using metrics like built-in analytics

3. Workplace Branding and Recruitment

Social media isn’t just for business branding; it’s also a great way to “brand” and promote the company as a desirable, fun, or hip place to work. Posts featuring an insider view of what it’s like to work for a company can help to draw in ideal candidates. The social media site LinkedIn can be used to recruit quality talent directly, but spreading the word via Facebook, Twitter and YouTube can be highly effective as well. These types of social media hiring practices are becoming more common. Companies have found social media hiring to be a cost-effective way of hiring candidates who are more likely to be engaged with the company’s mission and values.

4. Employee Screening

Social media can sometimes be used as a component of pre-employment screening. From their LinkedIn profile to their personal social media pages, the online postings of an individual offer a way for employers to determine if they will be a fit. However, care should be taken that this process is used fairly and consistently. It is also advisable to use reliable vetting tools like a professional employment screening service.

Social media is all but ubiquitous these days, and businesses have taken notice. Social media hiring and the other applications of social media can help any company to achieve new heights of success in the areas of branding, promotion, customer relations, and recruitment.

Disclaimer Statement: All information presented is never intended as legal advice and is for information purposes only.

“Ban the Box” Can Affect Employer Hiring Practices and Results

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More than 100 counties and cities nationwide in 19 states have recently adopted “Ban the Box” laws. Employers and small businesses should be aware that these laws compel employers to consider job applicant qualifications first, not their past behavior.

Ban The Box

“Past” refers to a criminal record history including convictions. “Ban the Box” refers to employers not requiring job applicants to check a box revealing their criminal history. Employers must refrain from factoring this information into their hiring decisions, at least at first.

Balancing Worker and Employer Rights

“Ban the Box” types of initiatives offer job applicants a fair shake at a brighter future by taking the conviction history query from the application and delaying inquiry until later on in the process.

Momentum has grown quickly for this policy, with six more states adopting a Ban the Box rule in 2015. A total of 19 states now enforce this policy. The current list of states that “ban the box” during hiring as of this writing are as follows:

California, Colorado, Connecticut, Delaware, Georgia, Hawaii, Illinois, Maryland, Massachusetts, Minnesota, Nebraska, New Jersey, New Mexico, New York, Ohio, Oregon, Rhode Island, Vermont, and Virginia. Seven states have taken away conviction history queries on private employer applications, indicating further evolution of the Ban the Box policy.

On a federal level, the EEOC (U.S. Equal Employment Opportunity Commission) endorsed removing the question about the convictions as a best practice for 2012, saying that civil rights laws apply. The “My Brother’s Keeper” Task Force of the Obama Administration also endorsed this movement when plugging hiring practices that encouraged employers to judge candidates on their individual merits and give them a fair chance.

“Ban the Box” legislation could affect employer hiring processes and results in the following ways:

Employers Have a Unique Opportunity to Assist the Community

Policies promoting a fair chance can benefit communities profoundly. In some cases, those who made mistakes in the past have reformed and are just looking for an opportunity to prove themselves.

A Reward of Quality, Loyal Workers

Many employers are seeing the value in hiring someone who is truly looking to make a fresh start. A job can make all the difference in someone’s life; giving someone with a past a chance can result in a loyal, hardworking employee.

While Ban the Box has been banned in some states, vetting for viability is allowed later in the hiring process. Using a professional employment background screening service for criminal checks can help take the guesswork out of proper job applicant screening so that businesses stay in compliance with current laws.

Disclaimer Statement: All information presented is never intended as legal advice and is for information purposes only.

5 Tips for Turning Your Property Into a Successful Vacation Rental

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Whether subletting a home while out of town or buying property specifically for this purpose, renting to vacationers can be a profitable business venture. The most successful enterprises of this type cover some key considerations.

Turning Your Property Into a Successful Vacation Rental

Here are five tips for turning a property into a successful vacation rental:

1. Decorate for Widespread Appeal

If a residence will be sublet as a vacation rental, the owner should remove and store family photos or anything that makes the home overly personalized. Opt for modern, warm and appealing design styles, paint and flooring colors, furniture and accents. Consider adding a few elements that epitomize the region, such as framed art prints of the landscape done by local artists.

2. Offer Guest Services

Hiring an outside company to assist with check-in, cleaning and even a concierge service by phone can all make the renter’s stay more comfortable and enjoyable. The most satisfied vacation renters feel as if their rental was like a “home away from home” and are more likely to leave good feedback and reviews.

3. Create An Outdoor Lounge Space

An outdoor patio area with a gas grill, dining table, a shaded area and lounge chairs can add to the appeal for vacationers. Owners should consider making outdoor lounging an option and feature of their vacation rental.

4. Consider Security Deposits and Cleaning Fees

Make added fees clear in the property description, rental terms and rental agreement. The type and amount of fees are, of course, at the discretion of the property owner. Stays of just a few days or a week or two may not warrant a security deposit, but a cleaning fee is almost always justified. The cleaning fee can be identical to what is paid to the cleaning service, or a slight markup can be added for administrative costs. Be sure to report rental income and expenses appropriately on the Schedule E tax form.

5. Screen Long-Term Renters

While weekenders or those using the property for short visits may not be considered high risk, longer term renters or sub-letters should undergo tenant screening to help ensure that they will be respectful of the property and a quality, desirable renter. One important component of tenant screening is asking for and verifying references of a rental applicant.

Vacation rentals can be a lucrative business opportunity for property owners renting out their own homes or income properties; however, planning and coordination is key. Landlords can use these five steps to help ensure a successful and profitable vacation rental business.

Disclaimer Statement: All information presented is never intended as legal advice and is for information purposes only.

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