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HRemploymentScreening.com offers Advanced Employment Screening Solutions

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Advanced Employment ScreeningAt InstantCriminalChecks.com, we have long prided ourselves on the fact that we provide the best, most immediate and advanced criminal background check services for our clients. With this unparalleled level of service in mind, we are excited to announce a new partnership with the website HRemploymentScreening.com. HRemploymentScreening.com provides its clients with an affordable set of advanced employment screening services, designed to paint a comprehensive picture of a potential job candidate.

For years, local business owners and small corporations have relied on our background check services and on our expertise at InstantCriminalChecks.com. With our new partnership, we are able to invite large corporation and major companies to experience our unique level of service. HRemploymentScreening.com provides customers with many different types of advanced employment screening services, including national criminal background checks, employment verification services, professional reference verification services and educational verification services. Customers also can obtain driving records, social security number traces, credit reports, drug testing and national sex offender registry information when working with HRemploymentScreening.com.

We know that our customers love the criminal background check services they receive when they work with InstantCriminalChecks.com. We are known for truly listening to customer feedback and implementing those changes within our organization in order to improve the experience for all of our customers. InstantCriminalChecks.com customers will be excited to know that those same customer service techniques are in place at HRemploymentScreening.com. As the company begins to grow and develop, the professionals at HRemploymentScreening.com look forward to offering advanced employment screening services and hearing feedback from all of its clients. Clients can expect to see the company change and grow in the ways that they desire, as well as expand their employment screening solutions in order to help them make better hiring decisions for their respective organizations. We look forward to the opportunity of helping our new partner grow.

Colorado Employment Background Check Information and Colorado (CO) Criminal Data

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Colorado Employment Background CheckWelcome to our “Criminal Data And Employment Background Check Information For Your Favorite State” blog.  Each week we look at this data for a different state.  We’ve already covered all the states starting with the letter A, and last week we covered California.  This week we’re covering Colorado.

About Colorado*

Colorado Population and Age Distribution. Colorado’s estimated population was 5.2 million. The median age was 36.2 years. 24% of the population was under the age of 18, and 12% was 65 years and over.

Median Household Income. The median income of households was $56,765. The total number of households was 1,996,088 with an average of 2.54 people.

Colorado Employment and Unemployment Rate. 62.6% of the Colorado population over the age of 15 were employed which ranks 10th in the nation. The Colorado unemployment rate is 7.8% which was ranked 35th in the country.

Types of Employers. The types of employers in Colorado were as follows: 165,306 (6.5%) were self-employed, 362,653 (14.2%) were employed by the federal, state, or local government and 2,027,737 (79.2%) were employed by the private sector.

Top Five Industries. The top five industries by percent in Colorado were: Educational Services and Health Care (20.6%), Professional/Administrative/Scientific (13.6%), Accommodations/Food Service/Entertainment (11%), Retail (10.9%), and Construction (7.2%).

Occupations. Occupations for the population employed (over the age of 15) in Colorado’s private sector were: Business, Science, and Arts (40%), Service (17.6%), Sales and Office (24.2%), Natural Resources, Construction, and Maintenance (9.5%), and Production, Transportation, and Material Moving (8.8%).

Colorado Health Insurance Coverage. 85% of the civilian non-institutionalized population had health insurance coverage (15% had no coverage). Of those with coverage, 69% had private coverage and 26% had public coverage.

Disability. 10% of the civilian non-institutionalized population of Colorado reported a disability. The Colorado disability claim rate was ranked 50th in the country.

For a list of Colorado counties, cities, towns, and county court houses, click here

Colorado Crime Data*

Total Violent Crimes. Colorado had 16,023 total violent crimes which ranked 25th in the nation and with a violent crime rate 0.31% which ranked it 29th among all the states including DC & PR. Of the total number of violent crimes, 162 were murders, 2,113 were forcible rapes, 3,395 were robberies, and 10,353 were aggravated assaults.

Property Crime. Colorado had 139,270 total property crimes. Of the total number of property crimes, 26,157 were burglaries, 101,021 were larceny/thefts, and 12,092 were motor vehicle thefts.

Law Enforcement. Colorado had the 21st most law enforcement employees per population. Colorado ranked 25th in the nation for the most police officers per population.

For more Colorado crime information, please see the Colorado Integrated Criminal Justice Records Information System (CICJIS) or the Colorado Bureau of Investigation (CBI) Internet Criminal History Check System (ICHC).

Colorado Employment Background Check Products

InstantCriminalChecks.com offers two Colorado employment background check products: a Colorado state criminal background check and a Colorado county criminal background check.

The Colorado state criminal background check covers felony records and misdemeanor records from all Colorado counties. The Colorado state criminal background check is “instant” and results are received within seconds of placing an order.  The price of this product is only $24.95. For the full description, please visit our Colorado criminal background check webpage.

The Colorado county criminal background check covers the County and District courts for felony and misdemeanor cases.  The county background check covers the past seven years and will return convictions and/or deferred judgments.

Other Colorado employment background check products include an instant national criminal background check that searches 46 states and D.C. (this product is $59.95) and a 3-state criminal background check (this product is $39.90).

*Sources: U.S. Census Bureau and FBI. “About Colorado” data is from 2011. “Colorado Crime Data” data is from 2012.

InstantCriminalChecks.com Adds PayPal Payment Option Bill Me Later

We now provide financing options through PayPal’s Bill Me Later program. This move makes it easier than ever to order employee background checks and court records from InstantCriminalChecks.com.

PayPal Bill Me NowJuly 29, 2013 — InstantCriminalChecks.com customers may now be able to take the time they need in order to pay for their court records and employment background checks using PayPal, as the company now participates in PayPal’s Bill Me Later program.

PayPal Bill Me Later Employee Background ChecksCustomers who make a purchase of more than $99 with InstantCriminalChecks.com may have the option to pay their balance over the course of 6 months, with no interest, using PayPal’s Bill Me Later service. Customers who have a balance of less than $99 would be able to take 25 days to pay their bill. When a customer is finalizing their purchase with InstantCriminalChecks.com through PayPal, they simply have to click the "Bill Me Later" button. The first time the customer selects this option, they will be prompted to enter their information and will get a decision from the secure payment processing site in a matter of seconds. After being approved once, the customer will not need to enter their information when they make purchases later

Corporate leaders at InstantCriminalChecks.com feel that this provides customers with more opportunity to invest in employee background checks and pre-employment background checks. Many customers rely on these services in order to make sound decisions in their professional and personal lives, but cannot always immediately afford the entire package. The Bill Me Later program allows consumers to make the purchases they need while still having the flexibility to fit the payments into their budgets.

InstantCriminalChecks.com is a top provider of instant and accurate court records and employee background checks. Customers can choose local, state or national search options, and will instantly receive a criminal record that compiles information from the best databases in the country. The company has long partnered with PayPal in order to provide its clients with safe, secure and convenient payment options, and with the addition of Bill Me Later, customers will find background screening to be more affordable than ever before.

About Instant Criminal Checks
InstantCriminalChecks.com offers employee background checks that range anywhere from $15 to $60, giving you the affordable options that you need. Whether you need state court records or a national criminal background check, InstantCriminalChecks.com is equipped to provide you the information you need in only seconds.

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An Employment Background Check May Have Made All the Difference

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On January 13, a store manager in south Charlotte, North Carolina was murdered. Allegedly, a convicted felon who was recently hired is the murderer. This tragedy brings to light the risks that are taken when a company hires employees without utilizing an employment background check for the applicants being considered.

An employment screening background check is only legally mandatory for employees working in particular fields. These fields include childcare and jobs where individuals work with the aged.

Workplace Violence

An employment background check may have made all the difference

The Flying Biscuit may be penalized or fined because businesses are not permitted to employ felons who have been convicted within the past three years for any jobs that require the serving of alcohol. Mark Anthony Cox allegedly stabbed Danielle Watson, 25 years old, to death and then robbed the cafe on the evening of January 13. Prosecutors fully intend to charge Cox with another murder count for the death of Watson’s unborn child.

According to state records, Cox had been released from prison only a couple months prior to this incident. He had served almost 24 months for breaking and entering as well as robbery.

A representative for the state Department of Crime Control & Public Safety stated that, according to the owner of The Flying Biscuit, an employment background check was not run on Cox.

As is seen here, companies that do not conduct employment screening employee background checks could be exposing themselves to the possibility of legal liability. According to statistics from the American Databank, employers lose in excess of 70% of the negligent hiring lawsuits. Employment background checks are not done in an attempt to tell the employer whom to hire. They are meant to enable the employer to decide whether to hire the individual based on all the facts.

For more information about criminal background checks, please visit www.InstantCriminalChecks.com which offers employment screening services.

Sources:

http://www.americandatabank.com/statistics.htm

http://triangle.news14.com/content/top_stories/652951/ale-launches-probe-into-fatal-stabbing-at-charlotte-restaurant

New Jersey Department of Education Extends Deadline for Criminal Background Checks of Board Members

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The New Jersey Department of Education announced on January 13th that Board of Education members will be given until January 27th to undergo criminal background checks. If they fail to do so, they will be fired from their positions.

In May Governor Chris Christie signed a law that prohibits anyone from serving on a school board or charter school board if they have been convicted of certain crimes. Among the crimes that would make someone ineligible are drug possession and distribution, burglary, aggravated assault, robbery, perjury, criminal mischief, bias intimidation, any first- or second-degree crime and any fourth-degree crime involving minors. The idea is that by instituting background checks for existing board members and doing employment screening for new board members, the state can decrease the likelihood of a criminal incident, in much the same way that many private employers do.

This month, 185 New Jersey board members received letters declaring them ineligible because they failed to submit to a criminal background check by the previous deadline, which was December 31 of 2011. An extension was granted by acting Commissioner of Education Christopher Cerf as a result of pressure from lawmakers and the New Jersey School Boards Association.

So far at least two school board members have chosen to resign rather than submit to the criminal background check.

Employment background checks are the norm in most school districts for teachers, office workers and maintenance staff, but the requirements vary greatly. There is no federal mandate for background checks, and even though most states do have laws requiring background checks for school employees, there is considerable difference in the laws between states. Most states do not have laws requiring school board members to submit to employment screening or background checks, which is what makes the New Jersey case unique.

Source: http://www.msnbc.msn.com/id/45993487/ns/local_news-delaware_valley_pa_nj/t/nj-department-education-extends-deadline-boe-background-checks/

4 Revealing Interview Tips to Help You Choose the Right Candidate

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Use these four interview tips and ask the revealing questions during your next employee recruitment to choose the right candidate for your open position.  The questions you ask of candidates in an interview can reveal key things about their personality, work style, integrity and work ethic. …that is, if you ask the right questions. Most interviews only last 30 minutes to an hour, so it’s important to make the most of the time you’re given.

Interview Tips

These four revealing interview tips can help you choose the right candidate for your available position.

1 of 4 Interview Tips: What do you know about us from our website?

Most employers expect candidates to research the company and position before they show up to their interview, but not all job candidates do their homework. This could be a sign of disorganization, poor planning, or lack of interest in the position.

This question can also reveal interesting qualities about candidates as they try to explain why they didn’t look at the website. Do they admit their mistake? How do they explain it? If they did look at the website, where did they focus their attention? Give thought to the candidate’s answers because their answer can help identify an employment red flag.

2 of 4 Interview Tips: Have you ever been given low rankings on a performance review, and what did you do to change your performance?

No one is perfect. People who won’t admit to their faults could be in denial, which could make training and management difficult.

People who regularly get good performance reviews at work may have to think hard about this question, but everyone should be able to admit to some weakness in the workplace. Those who can admit to fault and who can talk about what they do to improve themselves are on the right track.

3 of 4 Interview Tips: Provide two or three examples of ways you show kindness to your colleagues.

It’s important for people to show consideration to their peers, managers and colleagues. Asking people how they do this, what they do, reveals a lot about how they work with others and what they do to contribute to a healthy office culture.

If you’re interviewing someone for a management position, this is especially important due to background check limitations.

4 of 4 Interview Tips: What is the most important thing you’ve done all week?

This is just a fun and strange question that shows how well a person thinks on their feet, what their priorities are, what they consider to be “important” and how they react to odd questions under pressure. This can also be revealing of interesting quirks like sense of humor and creativity.

Thinking about making a hire? Check them out with Screening Intelligence

Screening Intelligence provides affordable, comprehensive screening to HR professionals, managers and business owners. Contact us to find out more about background search products for your next recruitment.

Disclaimer: The information on InstantCriminalChecks.com is governed by our Terms of Use and is never intended as legal advice.

The Importance of a Diverse Hiring Panel and 4 Common Hiring Process Mistakes

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Creating a hiring plan and selecting a strong hiring panel can be challenging, even for experienced HR professionals. If you’re looking for the right candidate for your vacant position, the information below can help you avoid recruiting pitfalls that could lead to hiring the wrong person.

Hiring Panel

1. Not Screening Over Telephone

A typical job recruitment can garner 100 job applications or more. Sorting through those applications can be difficult. Applications all start to look alike, after a while! It’s important to bring in the most qualified candidates for your position, so how do you choose which ones to meet in person?

Screening over the telephone is one way to rank potential candidates to interview, which can help you whittle down your list to the best 5 to 7 interviewees to meet in person.

2. Not Selecting a Diverse Hiring Panel

Diversity is a strength. Diversity leads to innovation and a stronger work product. One of the ways that you can diversify your workforce is by selecting a diverse hiring panel. The more perspectives you invite into the hiring process, the easier it will be to spot strong candidates from backgrounds that are unlike your own.

Assembling a diverse hiring panel may require you to borrow staff members from different sections or divisions of your company. It’s worth it! Bringing in people with less personal knowledge of the position may lead to some interesting and insightful observations during the interviewing process.

3. Asking the Wrong Interview Questions

The questions you ask during the interview process should be open-ended and aimed at generating conversation, but not too general. Getting your candidates talking is one way that you can learn about their strengths and weaknesses, their communication skills and how they collaborate with others. Questions that are too general may not give you and the hiring panel the information to decide whether a candidate is the right one for the position.

Avoid questions that generate simple “yes” and “no” responses, and questions that do not require a candidate to speak to specific skills that you would like them to have. For example, the interview question “tell me about your budgeting skills” is vague and may generate an equally vague response. The interview question “What process would you use to establish a budget for a newly formed program within your company?” will tell you a lot about the way your candidate thinks, and their level of expertise in the subject area.

4. Not Performing Criminal Background Check

Criminal background checks give you some of the information you need to determine whether a candidate is trustworthy, responsible and honest. Performing a comprehensive criminal search is especially important for high-level positions and positions that interact with children, elderly, confidential information and more. Contact Screening Intelligence today to find out more about our affordable, reliable criminal background checks.

Disclaimer: The information on InstantCriminalChecks.com is governed by our Terms of Use and is never intended as legal advice.

Guide to Performing Reference Checks When Hiring

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Many companies check references before hiring, but not all companies understand the value of reference checks, or how to check references the right way. By asking the right questions and performing reference checks consistently before making any hire, you can make this step of the hiring process more useful and productive.

Reference Checks

Why Check References?

Job candidates may provide you with information about themselves during the interview questions and interviewing process, but not all candidates are up front about their weaknesses. Often, people have a skewed perspective of their own job performance.

Reference checks are a way to verify information that is provided by interview candidates before making a final hiring decision. Through reference checks, you can learn information about a candidate’s performance, skills, work history, attendance, and other important details.

If you’re concerned about something unusual on a candidate’s resume, checking references can help. In addition, a successful employment reference check can help you rank candidates, if you’re trying to decide between two or more potential hires.

Which Questions Should You Ask?

Ask questions that provide information about a candidate’s overall performance and skills.

  • For this position, we need someone who can [fill in the blank]. How would you rate [name]’s performance in this area?
  • What are [name]’s greatest strengths?
  • Why did [name] leave your company?
  • Would you rehire [name]?
  • How would you rate [name]’s communication skills?
  • [Describe the position] Based on what I’ve told you, do you think [name] would be a good fit here?
  • Describe [name]’s managerial style.
  • What are one or two skills that might not be listed on their resume?

Tips for Reference Checks

These smart tips for reference checks can help make checking references as productive as possible, and can help you uncover information that lead to smarter job hires.

  • Prepare your list of questions in advance.
  • Keep the conversations short: no longer than 10 minutes.
  • Ask consistent questions from one reference to another.
  • Call at least 2 references.
  • Tailor your list of questions to the position. For example, if on-time attendance is vitally important to the position, ask multiple questions relating to the candidate’s attendance record.
  • Always check with your HR department to ensure that the questions you wish to ask are in compliance with HR policies where you work.

Hiring Someone New? Check Their Background with Screening Intelligence

Before you make your next new hire, use employee background screening services with Screening Intelligence. Hire the right managers and personnel with our accurate and affordable background screening services. Contact us for more information about our background services, so you can hire the right individuals for your open positions.

Disclaimer: The information on InstantCriminalChecks.com is governed by our Terms of Use and is never intended as legal advice.

Recruiting In a Time of High Unemployment: What You Need to Know

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Recruiting in a time of high unemployment can change the recruiting process. While you’re likely to fill your positions, recruiting can become more complicated. More job seekers mean more applications, more paperwork, and a more complex recruitment overall. Being prepared can help ensure that your next recruitment will go smoothly.

High Unemployment

Here’s what you can expect during a time of high unemployment

Recruiting Can Take Longer

With high unemployment rates across the country and more people looking for jobs, postings that once generated 35 or 40 applications may suddenly generate 100 or 150 applications. This makes the recruiting process far more work-intensive.

More applications means more time spent sorting through applications, more time whittling down the applications to a few candidates, and often means more interview questions. You may have more choices, but that simply makes the process take longer. Plan to spend an extra two or three weeks recruiting under these conditions.

More Unqualified Candidates May Apply

While more people may apply for positions, a high percentage of those candidates may be unqualified for the job. During times of high unemployment, candidates apply for more jobs, because they know that they’re competing against more job applicants. Casting a wider net can lead to a faster job search process.

As a recruiter, this means that you’ll have to look at each candidate with a discerning eye. You cannot assume that each candidate is qualified for the position that they’re applying for. Check their qualifications one by one. Plan to disqualify candidates that do not meet your standards.

Don’t Lose Patience

Yes, the process will take longer, and will require more legwork from you. Just take heart in knowing that hard work will pay off, and the chances of a failed recruitment may be lower, with so many candidates available and interested in your job. To make the work easier during times of high unemployment, find someone at your company who can help with application sorting and review.

Trust, But Verify

You may have heard the term “trust but verify” before. While this saying is used in many settings and contexts, it’s never more meaningful than in the employee recruitment process. Verify work history by checking references, and verify other information through a criminal background check. For access to affordable and thorough criminal background check information, contact us today. Visit our blog for information about employment screening trends.

Disclaimer: The information on InstantCriminalChecks.com is governed by our Terms of Use and is never intended as legal advice.

5 Employment Red Flags That May Show Up on a Background Check

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If you’re like many business owners and/or hiring managers, you’re probably already highly familiar with the usual employment red flags that routinely crop up when you perform background checks on potential hires. Nonetheless, some employment red flags are a deeper shade of red than others.

Employment Red Flags

Following are five major employment red flags that you may need to give a red light to hiring certain applicants.

Professional References That Don’t Ring True

Those without good professional references often find ways to fake them. For instance, they may list a friend or relative who agrees to misrepresent the relationship, so pay close attention to the workplaces listed in the background check. If references aren’t from these places, that may signify that the applicant is attempting to pull something over on you.

Discrepancies in Education

Background checks will also show what schools a person attended and when as well as what certifications and professional licenses they hold. You should always check the education history listed in the applicant’s resume against what it says on the background check and run a professional license check.

Discrepancies in Employment History

Many hiring managers and business owners consider gaps in employment to be big employment red flags, but that’s not necessarily the case — economic ups and downs during the past couple of decades have caused many people to experience job market difficulties. However, watch out for resume red flags. Discrepancies in employment histories between the background check and the applicant’s resume are employment red flags that they’re trying to hide something.

Consistently Bad Credit

Most potential employers pay very little attention to an applicant’s credit history unless the position involves the direct handling of company funds. Unexpected medical bills or other life circumstances often result in temporary financial setbacks that can negatively affect someone’s credit rating. Looking out for a fairly long history of substandard credit could indicate issues such as substance abuse or problems with impulse control that are undesirable traits in employees that handle money directly.

Omissions of Criminal History

Those with criminal histories often face obstacles securing employment, and a criminal record doesn’t necessarily have to put an applicant at the bottom of the list. Nonetheless, caution must be taken — for instance, if you hire someone who is a registered sex offender, you could be held liable if that commits a sexual crime against another employee or customer.

The important thing to keep in mind here is that the information on the applicant’s resume should closely match the information turned up by the background check. A few minor errors don’t need to take someone out of the running, but you should definitely keep an eye out for employment red flags including blatant discrepancies and obvious misinformation. Please feel free to contact us today for more information about criminal background checks on potential hires or read more about background check red flags.

Disclaimer: The information on InstantCriminalChecks.com is governed by our Terms of Use and is never intended as legal advice.

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