Possbile Delays in Winter

Inclement Weather

This winter has been especially inclement in some areas. A new system is passing through the mountains currently and may result in delays with research.

TIPS FROM THE TOP

Hiring the right person for the position is critical to the success of your company and a measurable goal for all HR Support Departments. Outsourcing verifications is one service our clients have recognized as valuable to their hiring process. Help us help you! We want to eliminate unnecessary frustrations we all may encounter from time to time, so I have created the tips below to help us all do that!

Before sending applications to MYB, please review the application to ensure all information is complete. By complete, we mean that employers phone numbers and address information is supplied. At minimum, please make sure the city and state are noted. Try to imagine searching for information about a company and not even knowing what state to look in.

Also, if your applicant reports that the employment was temporary or on a project basis, please ask for the agency the applicant was employed through. An applicant working through Adecco is going to have an employment record with Adecco, not with the company where he/she was placed. If the applicant was an Independent Contractor, we must have the name of a contact person as many companies do not maintain records of these contractors.

Many companies maintain employment records for a set number of years based on state employment laws or company policy. If your applicant worked somewhere ten years ago, or more, please make sure the name of the supervisor or manager is noted on the application. This person may be able to verify this employment based on "memory".

If the applicant is aware that a former employer has closed or has merged with another company, please ask the applicant to provide this information. If possible, please ask the applicant to provide the name of the company that acquired the closed company.

If the applicant received a college degree at an international school, please supply a copy of the degree for verification. We deal with institutions in other countries, but with fraud so rampant these days, they are very hesitant to cooperate. In some instances, we cannot even locate the institution by the names that have been given by the applicant. The document may have identifying agents on it that the applicant omitted, such as other names or translated names. It may even have an affiliation with another school that we are able to locate.

Please send a copy of the application and/or resume, even if you do your own data entry. Sometimes information is transposed or misspelled and these documents serve as a source for further research.

Using the Automated System

Many companies have outsourced employment records to third party verification systems. These systems will provide dates of employment and job title using the applicant's social security number and employer code. In order to obtain salary information, the applicant must supply a "salary key". If you are requesting salary verification, please ask your applicant if they have generated a "salary key" with any of their former employers.

There are times when companies refer us to use these automated systems, but there are no records found for your applicant. Never fear!!! MYB does not accept this as the final result. We will contact the Human Resources and/or Payroll Department at the Corporate Office and make a request for a second look. It is only then that we will note that there is "no record found".

Please remember that MYB has additional services available, such as supervisor interviews and/or personal reference interviews that are more in-depth and comprehensive. Following are the questions we ask of former supervisors and of personal acquaintances, co-workers, neighbors, etc?

• Please use three adjectives to describe the applicant.
• What was the applicant's general character / personality like?
• How did the applicant handle stress and time pressures?
• Did the applicant have any problems with tardiness or absenteeism?
• Was the applicant involved in any incidents involving substance abuse or workplace violence?
• Would you describe this applicant as a "leader" or a "follower"? Can you think of an example of when the applicant has demonstrated this trait?
• How would you rate the applicant's integrity level? (1 = lowest to 10 = highest)

We are not 100% successful when conducting supervisor interviews as many companies have policies in place not to release this information. However, MYB does ask for off the record comments if met with resistance, or will ask the supervisor to call back when not on company time. Also, if an applicant lists a former supervisor as a "personal" reference, this changes the context of the interview. If you are interested in this more thorough report, please contact us for information and pricing.

Heidi Griffin

Heidi Griffin has received ADATC which makes her compliant with DOT certifications of Urine sampling regulations. Every employee that will be collecting samples undergoes a 6 hour training course to become a certified collector. The training course covers basic collector regulations in order to be in complaince with DOT and DHHS guidelines, legal statutues and regulations. The drug screening services are available to private sector clients as well as DOT regulated cleints. We are able to offer onsite collection servies as well as in house collections in Hendersonville NC. Heidi is responsible for training all of our collections staff locally. She is a certified specimen collector and an in house trainer. The drug screening services are offered either as a stand alone product or as part of a comprehensive background testing service.

Burn, Shred & Pulverize

In compliance with the Disposal Rule of FACTA (Fair and Accurate Credit Transactions Act of 2003) MYB disposes of all proprietary information monthly utilizing on-site shredding. On November 30 2009 in an effort to become a green company MYB has switched all incoming faxes to a secure electronic storage using less paper hardcopies, in an effort to be a more environmentally responsible company.