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| The
Importance of Adverse Action
Adverse
Action notifications are just one of the many requirements
imposed upon employers who use consumer reports. This includes
background checks for employment purposes. If you, as an
employer, receive information from a consumer report that
will negatively impact an employment decision, the applicant
must be notified immediately of that information. The ideal
process is that a Pre-Adverse Action notification should
be sent out, along with a copy of their report and A
Summary of Your Rights Under the FCRA.
An
Adverse Action notification follows at a minimum of 5 business
days. Compliance with these federal regulations is not only
required but can protect your company from costly litigation
down the road. Let MBI help your company meet the requirements
of the FCRA. Contact us today with any questions you may
have and we will be more than happy to assist you.
Andrea Allen
MBI Worldwide
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Inside
This Issue:
Human
Resource Articles of Interest:
Background
Screening Articles:
Quote
of the Month
"If
you don't like something, change it. If
you can't change it, change your attitude"
Maya Angelou
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Contact
Us:
Telephone
- 1(866)-275-4624
FAX -1 (618) 942-8810
Email - aallen@mbiworldwide.com
Website – www.mbiworldwide.com
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HUMAN
RESOURCE ARTICLES OF INTEREST
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The
Most Radical Workplace in the World
Ricardo
Semler, founder of Semco believes "To survive in modern
times, a company must have an organizational structure
that accepts change as its basic premise, lets tribal
customs thrive, and fosters a power that is derived from
respect, not rules. In other words, the successful companies
will be the ones that put quality of life first. Do this
and the rest - quality of product, productivity of workers,
profits for all - will follow. "
Now
imagine a place where you work on your own schedule, did
performance reviews for your boss, negotiate your salary
every 6 months, could be fired by your peers and are encouraged
to work in a different place each day so your boss couldn't
find you. Sounds impossible? Well one incredible company
in Brazil has made this model work for over 40 years.
Wait there is more, they also support unions, provide
mini-retirements, dating services for employees and 23%
pre-tax profit sharing!
Semco
is a maker of industrial machinery with roots in building
equipment for the naval industry. They have now diversified
into education, consulting, real estate and other areas.
There are over 3000 Semco employees. Key to their success
however is their participative management style,
You
must be asking, but do they make money? From
1994 to 2003 Semco increased revenue from $35 M to $212
M, and grew at nearly 40% annually with NO public investment.
Read more
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|
 How to Measure
Whether You're Hiring Good People
HR
should be every company's 'killer app.' What could possibly
be more important than who gets hired…" - Jack
Welch, ex-CEO of GE. More CEOs and their respective
CFOs need to agree with way of thinking. The companies that
do follow this mantra seem to prosper (GE, Google, Facebook,
Mayo Clinic, Starbucks, and others that invest in hiring
and developing talent.) Quality hires impact a company's
ability to execute its mission, reach its milestones, be
profitable and ultimately increase shareholder value.
Quality
of hire is an index, an aggregation of relevant metrics.
The first challenge is to define the metrics. The most difficult
challenge after definition is getting buy-in and agreement
with your HR partners, finance, and then the executive team.
This is a collaborative effort to move from quality of hire
1.0 (efficiency metrics) to quality-of-hire metrics 2.0
(effectiveness metrics tied to the success of the company)
Your
quality-of-hire metrics should help guide your overall talent
acquisition strategy and tell the story of HR effectiveness
at pre-hire and post-hire levels. There are two dimensions
of quality of hire: Recruitment-focused quality measures
and post-hire contribution/performance quality measure/index.
These effectiveness metrics are distinct and should be treated
as such. They are analogous to pre- and post-hire metrics.
In
one study ( listed
here, about quality of hire) of major Fortune 500s,
only 33% of those companies had a quality-of-hire metric.
Read more
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BACKGROUND
SCREENING NEWS |
|  These 5
Trends Are Shaping the Future of Pre-hire Assessments
2013
is going to present the start of a major tipping point in
the way people find jobs and are evaluated for jobs, and
a blend of technology and assessment content will play a
big role in these ongoing changes. This opinion is not founded
on trends within the pre-hire assessment industry, but rather
on the bigger picture of emerging trends in Internet technology:
Social Connectivity; Collective Intelligence; Gamification;
Credentialing; and Entrepreneurial Culture. The ability
of data to drive useful connections with others who share
the same interests and the ability to share information
across relationships is rapidly gaining teeth. It is now
possible to use personal preferences, connections, and interests
to provide meaningful insights into almost everything. In
terms of hiring, connectivity continues to make sourcing
(and job searching) easier. The emerging Internet has introduced
many sites and businesses who offer the ability to collect
input from multiple persons, aggregate the data, and report
on it such that one overall opinion creates an accurate
representation of the views of many. When combined with
increases in connectivity, we gain the ability to collect
insight about a person, product, or service that may not
be exactly in line with what is outwardly represented.
Read more |
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 New Workforce,
New Tools
Background screening is a critical component of any talent
acquisition strategy. Without a standard and efficient approach
to compiling and authenticating candidate information, organizations
will lose their best talent and become vulnerable to risk
and compliance issues. Yet, according to Aberdeen's talent
acquisition research, only 4% of organizations cited background
screening as the top talent acquisition priority in 2012.
In today's highly competitive market, HR leaders need to
think more strategically about background screening-particularly
around their technology investments. Many organizations
are only investing in screening at specific job levels,
while others fail to invest in credible providers that provide
accurate information on candidates. With a new set of regulations
and an increasing number of dubious providers offering inaccurate
information on potential candidates, organizations can no
longer afford a haphazard approach to screening. The top
criteria used to select a provider include accuracy, turn-around
time, compliance and customer service. Additional criteria
that organizations should consider include globalization,
social media, a positive candidate experience, and total
talent acquisition.
Read
more
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Professional
Licenses
Did you know
that MBI verifies professional licenses? We can verify if an applicant
has a license and that the license is in good standing with a
state or board. We perform this service on a variety of professional
licenses for nurses, doctors, pharmacists, health care professionals,
etc. Ordering this service may reveal any disciplinary actions
taken and can verify renewal and expiration dates. Contact MBI
Worldwide today for additional information.
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