Background Checks=the best employees!!

In today's society, it can be easy for anyone to give an outstanding interview. However, how are employers able to hire these candidates without proof of their qualifications? For this reason, employers now use background checks as a way of hiring candidates that are honest and free of any legal or financial issues for a company. In support of the use of background checks, the content of today's post will give you (the employer) the tips and tricks necessary to conduct your next background check efficiently to help you find the right employee for the job.


Background checks should be done before hiring
If done before hiring, it is much easier to refuse a candidate of their qualifications rather than hiring them after training and compensation.

Determine checks based on position
A background check should not be the same for all employees. For example, if an accountant is needed to be hired, a credit check may be an appropriate action that may need to be taken. However, despite differentiation, a criminal check should be performed on all employees to avoid any issues that may threaten the working environment.

Tell candidates about the background check
Make sure to publish an application policy on your company website. It is important to also state that your background checks comply with state laws.

Ask Candidates to sign a consent form
A consent form must begin before a background check is to be completed.

Establish who will verify information
It is important that only a trained HR professional or outside agency should conduct any research of an individual. It is also important to make sure that these individuals are familiar with:

• Bankruptcy Act
• Equal Employment Opportunity Laws        (photo courtesy of www.investigatoredge.com)
• Fair Credit Reporting Act

If a background check signifies that a candidate is not appropriate for hire, an employer does not have to prove any allegations at the time of you conduct proper investigation in good faith. If you have any questions about the content of today's post feel free to comment in the box below or visit http://www.workforcecentralflorida.com/employer/employer-research-resource-center/hr-tips-strategies/recruitment/tips-conducting-background-checks.stml for more tips and tricks.









 Tips for Conducting Background Checks. (N.d.) Retrieved from:http://www.workforcecentralflorida.com/employer/employer-research-resource-center/hr-tips-strategies/recruitment/tips-conducting-background-checks.stml

Leadership styles on Employee Engagement

In this world, there are a variety of leaders needed for different functions. No matter what the job may be, a leader must have the capabilities to successfully perform these tasks effectively. However, not all leaders are the same in accomplishing these goals. From my own experiences I have worked with a variety of different leaders who have contributed in many different circumstances to get the job done. The content of today's post is about using two leadership styles.

Driver Style of Leadership

The driver style of leadership sets high standards for excelling while allowing employees to expand their goals and aspirations outside of the box. While setting high standards for their employees, the driver style of leadership makes sure to focus on the highest of priorities and objectives in order to achieve their goals.

 (photo courtesy of http://blog.mcafeeinstitute.com/maximizing-your-leadership-ability-series/)

Enhancer Style of Leadership

The enhancer style of leadership helps to solve issues and concerns of employees while acting as a role model to all followers. While acting as a role model, this type of leader is responsible for giving honest and essential feedback while also building trust.


While it is essential to have either one of these leadership complexes, both approaches are necessary for complete engagement. Based on a study performed by The Top HR blog, 68% of employees under leaders who were both enhancers and drivers, scored in the top 10% in satisfaction and engagement in organization. Within everyday functions, leaders should be able to incorporate both approaches to create an atmosphere of engagement in order to be trustworthy and collaborative with people. If you have any questions or need more information about the content of today's post, feel free to comment in the box below or visit http://www.humanresourcesblog.in/2013/11/03/how-leadership-style-impacts-employee-engagement/.


How Leadership Style Impacts Employee Engagement. N.d. Retrieved from http://www.humanresourcesblog.in/2013/11/03/how-leadership-style-impacts-employee-engagement/


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Managers/Supervisors acknowledgement=Success in the Business

As a college student, the ideal focus of my postings have primarily pertained to students, college graduates, and new employees that look to find success in the work force. Although I have been able to cover a variety of content, I still feel like I am missing out on a specific audience-managers and supervisors. Everybody wants to impress their managers and supervisors. No matter what it takes, employees will give their best performance to show their employers that they care and want to be recognized for their efforts. As a result of this, the content of today's post will assist managers and supervisors in the recognition of their employees and the successful management of their business.

1). Review thoroughly before making a new hire

Make sure to always conduct a reference check before hiring new employees. Although a candidate may have exceptional capabilities and attributes that pertain to the job, a reference check will reveal their sincerity in an interview and whether or not they are appropriate for the job.

2). Establish Consistency

Treat all employees the same in regards to expectations, privileges, and exceptions. Nobody should receive any advantage over their co-workers nor should they receive consequences that are more severe in comparison to other employees who have made the same mistakes.

3). You get what you give

Acknowledge and reward good performance. Make sure you give positive reinforcement and acknowledge employees for a job well done rather than just criticism and correction.

4). Set a good example

If you expect good attendance, performance, and conduct from your employees, make sure that your own attendance, performance, and conduct also sets a good example for how you want to be perceived.

5). Acknowledge good deeds

Find ways to recognize employees for the hard work and dedication they have put into their job. Come up with creative/fun events during the year to support their recognition.


For more information about the content of today's post, feel free to comment in the box below, or visit http://www.hr.ucdavis.edu/supervisor/Er/Tips.



TOP TEN TIPS FOR MANAGERS AND SUPERVISORS. (n.d.). Retrieved from: http://www.hr.ucdavis.edu/supervisor/ER/Tips