Consider these eye-opening facts when talking to employers about their background screening efforts and the role of background screening in their hiring processes.
Posts Tagged: background screening
We are proud to announce that we have successfully demonstrated compliance with the Background Screening Agency Accreditation Program (BSAAP). As a result, Proforma is now formally accredited by the National Association of Professional Background Screeners (NAPBS).
Our slideshow on hiring ex-offenders describes how you can use background screening in compliance with applicable laws to thread the needle between risks.
Your organization is only as good as the people who belong to it. Our infographic, Tips to Bring the Right People on Board, offers a summary of the purpose and process of using background screening in your hiring process.
At first glance, the case of Spokeo, Inc. vs. Robins is a seemingly straightforward case. But it contains larger issues that might affect employers who use background screening firms, those firms themselves (rather, ourselves), and possibly employers more broadly. The fact that the case has been accepted on appeal for hearing next term by the… Read more »
Your organization’s success hinges on its ability to hire the right people in the right roles. Here, we offer 4 key success factors.
Our new infographic, Tips to Bring the Right People on Board, summarizes why and how employers can design background screening processes to mitigate hiring risks. Take a look:
We all aim to hire the right people, yet we hear stories and experience the perils of bad hires all too often. For this blog post, we turned to the published advice of a few well-known thought leaders for tips you can use to make better hiring decisions.
There are some facts about hiring you cannot ignore. Keeping these in mind will help you hire employees who will be a good fit in your organization—they may even turn out to be simply good people.
It’s worth the time and expense to know your CXO candidate as well as you possibly can. This is one hiring situation where relying on your instincts or having a ‘good feeling’ about someone just isn’t enough to make a solid hiring decision.