December 2012 Edition
 
 

Happy Holidays!

MBI Worldwide would like to thank you for your loyalty and patronage. We truly appreciate your business and look forward to fulfilling all of your screening needs in this upcoming year. Each New Year is a time to make resolutions, visualize goals, and move forward towards growth and change. MBI looks forward to sharing much success with our clients in 2013. May you all have a very Merry Christmas and a Happy New Year! MBI sent out an email, a few weeks ago, regarding the upcoming CFPB changes that will be effective January 1st along with the FCRA policy reminders. If you have any questions or need copies of the updated forms, please contact us toll free at (866) 275-4624.



Andrea Allen
MBI Worldwide

 

  

Inside This Issue:

Human Resource Articles of Interest:

Background Screening Articles:

Quote of the Month

“Expect the best. Prepare for the worst. Capitalize on what comes.”

Zig Ziglar

Contact Us:

Telephone - 1(866)-275-4624
FAX -1 (618) 942-8810
Email - aallen@mbiworldwide.com
Website – www.mbiworldwide.com

 

HUMAN RESOURCE ARTICLES OF INTEREST

Text Box: How to Hire Great People--Every Time: Ditch the "Secret Sauce" Mumbo Jumbo

Hiring doesn't have to be hit or miss. Treat the process as the most important strategic planning your company needs, and you'll get better results. The success of your business is in the hands of your people. They take hundreds--probably thousands--of individual actions on your behalf every day, and if the sum total of all those actions is a net positive, you win. If the overall result is a net negative, you lose.

It follows, therefore, that one of the most important tasks of any leader is to ensure that the hiring process is in itself highly successful. After all, every new employee you bring in to the business either raises the competence of the organization as a whole (enabling you to grow and prosper) or lowers it (slowing the organization down and imperceptibly dragging it toward decline and failure).

And yet I see so many business leaders approach the hiring process with the same degree of amateurish clumsiness as a faded D-list celebrity on Dancing With the Stars.

If you want to hire great people every time, you need to drop the amateur-hour approach and address the hiring process with the same degree of fierce professionalism as you would the development of a strategic plan or the design of a new product or service.

To read more click here

 

Text Box: HR Needs To Find The Secret Levers That Demonstrate ROI

A recent report found, surprise, surprise that CEOs were at odds with HR about talent management. It seems the top brass know their workforce is important, yet they plan to cut budget. It shows CEOs plus CFOs versus HRDs divide – And that 77% of CEOs advocated cutting investment in workforce skills and training, while only 18% of HRDs agreed. CEOs and CFOs clearly aren't blind to the need for a good workforce; in fact, 43% of the respondents partially attributed the failure of their firms to achieve key financial targets to ineffective people management.

Nothing will change until HR does one clear-cut thing. CEOs want their human capital to be in the right place: they know they need good people and they need development. Yet because HR is seen frequently as a support function and not a strategic driver – accountability doesn't make headway. And many now will be saying that ROI isn't traditionally measured in HR because it can't be done. Poppycock! You can measure everything – what you spend and what you return. The secret is finding the levers that matter, so a difference can be shown.

CEOs and CFOs are used to getting ROI on all new systems, products, platforms, etc. What a CFO wants to know is, "if I make this investment, what will I get to show for my money?"

So show it to them. Do it yourself, or ensure your service providers can help you show it.

To read more click here


BACKGROUND SCREENING NEWS

Text Box: Reputational Risk Still a Top Concern for Boards

For a second straight year, boards of directors see reputational risk as their top concern. They're also displaying a new optimism about a financial recovery, and are making plans to hire staff to support CFOs, according to a survey by EisnerAmper LLP. The study, "Concerns About Risks Confronting Boards," found that 66% of 193 directors see reputational risk as their top concern, compared with 59% who view regulatory risk as the top concern. While survey respondents' worries about regulatory risk have remained relatively stable, "the concern about reputation has grown over the last couple of years," says Kreit. He notes that their reason for concern is "the very high-profile issues that have occurred with companies over the last few years," including, for instance, the BP oil disaster on the Gulf Coast.

Taken together, the top areas of concern in reputational risk are product quality, liability, and customer satisfaction, at 39%. Second is a combination of concerns about integrity, fraud, ethics, and the Foreign Corrupt Practices Act, which totaled 24%.

'To read more click here

 

Text Box: Best Practice for Internet Background Checks

Results of the survey's data around social media and Google background checks in the Monster/BLR Survey of Recruiting Best Practices.

Do you visit candidates' social media pages (e.g., FaceBook pages) as part of your background checking procedures?
Nineteen percent of respondents indicated that they did visit candidates' social media pages

Have your hiring decisions been influenced by what you found online?
Forty-one percent have been positively influenced to hire based on information they found online, while twenty-six percent have turned down a candidate based on what they found online.

To read more, click here


MBI FEATURED OFFERINGS

Adverse Action Notifications are just one of the many requirements imposed upon employers who use background checks for employment purposes. 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.

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This newsletter is published by MBI Worldwide, Inc. a background screening firm. Please direct questions to aallen@mbiworldwide.com.

Disclaimer Statement: All information presented is for information purposes only and is not intended to provide professional or legal advice regarding actions to take in any situation. Advertisements are presented for information and marketing purposes only and MBI Worldwide makes no representations for any products or services that are promoted and accepts no responsibility for any actions or consequences taken without the guidance of a licensed attorney or professional consultant.



Contact Us: aallen@mbiworldwide.com  Website: www.mbiworldwide.com