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ATTENTION ALL 2011 EMPLOYEES!

HMG Success on October 7, 2026

We have several important messages that require your
immediate attention:

2011 W2’S

2011 W2’s will not be mailed but available to print out from Greenshades, the site used to access your paystubs.  To access a printable version of your W2 through Greenshades, please click on the links under the branch for which you worked for the year 2011.  If you worked for multiple branches, you may have multiple W2 forms.  You will be directed to the log in page.

IMPORTANT NOTE: Please attempt to log into both company codes under your state branch.  If you are able to log into both company codes, this will indicate that more than one W2 has been issued to you.

OHIO
https://asc.greenemployee.com
https://ass.greenemployee.com

MICHIGAN
https://ats.greenemployee.com
https://wsu.greenemployee.com

ADDRESS/ PHONE # CHANGE

Please notify the branch office at which you registered of any change in your address or phone # or availability.

OPEN ENROLLMENT FOR HEALTH BENEFITS

Open enrollment for Health, Dental and Short Term Disability is now available through December 31, 2011.  See your local Advance office today for your enrollment package!

JOB NOTIFICATION

Sign up for our job board and be the first to hear about new job opportunities!  APPLY ONLINE to get started now!  Also, be sure to:

  • Search our available jobs
  • Choose the Sign Up Now option
  • Fill in your profile information, submit and make sure to write down your log in password for future use

UPDATE YOUR STATUS

Interested in reactivating with Advance?  Call today and we can reactivate your status in minutes!

REFERRALS

Advance appreciates you for sending your friends and family in to register with us!  Remember, if your referral works 80 hours YOU will win a prize!

SOCIAL NETWORKING:

Advance promotes the vast majority of our jobs and important employee information via social networking.  For up to date information, helpful tips and current job opportunities, follow us on:

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SYLVANIA OFFICE NEW LOCATION 

The Sylvania branch has relocated to Building F in the Country Square Plaza.  Stop by in person to update your availability and visit our new office!

Sylvania office:
5800 Monroe St., Bldg. F, Sylvania, Ohio 43560, 419-882-7646, 419-882-2649 Fax

Monroe office:
35 E. Front St., Monroe, MI 48161, 734-457-0056, 734-457-0362 Fax

Coming Soon!
We are excited about our expansion and our new Downriver location opening within the next few weeks….stay tuned for our Grand Opening to better service our candidates, employees and clients!  See you in Southgate!

Advance Happenings!

HMG Success on October 7, 2026

Adopt-a-Family
Advance’s annual Adopt-a-Family program was a huge success!  This year, 2 of our employees faced hardship and tragedy that touched our hearts.  Chet has worked for us on various assignments for more than 8 years and Carissa (4yrs) whose father worked for us for nearly 2 years and died suddenly just before the holidays.  Due to the overwhelming response from our clients, vendors and staff, we were able to not only bring them a happier holiday, but were also able to assist others that were less fortunate this holiday season through a local community center.

Chet with Amy from Monroe and Darlene from Southgate

 

Toledo Area Human Resource Association held a wine tasting to benefit the SHRM foundation and the Beach House Family Shelter.  A few of the Sylvania staff attended and had a wonderful time for a good cause!

Stacey, Linda, Jaime and Alicia from the Sylvania Branch

New Staff
Welcome to our new additions to the Advance Team!

Jamie Pattison, Business Development for the Sylvania office.  Jamie has an extensive background in career assessment and placement.

Jenny Smith, Business Development for our NEW Southgate branch and Ann-Marie Dean-Alexander, Personnel Coordinator for our Monroe branch.  Both with a superior customer service background, ready to take your job search or staffing needs to the next level!

New Office
It’s official!  Our new downriver office is open for business!

15975 Eureka Rd
Southgate, MI 48195
734-288-3654
downriverjobs@advancetemps.com

Our New Southgate Location!

Darlene, Donna, Winter, Jenny and Tara are excited to be able to assist you with your staffing or employment needs!

All of us at Advance Staffing Solutions wish you a SAFE, HAPPY and HEALTHY New Year!  We look forward to working with you in 2012!

Haven’t Hired in a While? Advice for Recruiting New Hires

HMG Success on October 7, 2026

After a period filled with economic uncertainty, many companies are facing a new dilemma. They now need to fill positions that were either vacated or eliminated over the past several years. The problem is that many companies have had a freeze on hiring for long enough that they’ve gotten out of the practice of hiring altogether.

Here are a few tips that are sure to get you back in the habit of effective recruiting before you know it.

Know What You’re Looking For

Before you can come up with a proper recruitment plan you need to know exactly what kind of employee you’re looking to hire. What positions need to be filled? What qualities or traits make a prospect a good fit with your corporate culture? Are you willing to take big risks in order to find truly innovative staff or do you prefer to stick with traditional characteristics and experience for the position in question?

These are all important questions that can really shape the hiring and interview processes. Once you’ve identified the kind of employee you need or want to hire then you can begin the search in earnest.

Set Deadlines to Find Qualified Candidates

It’s easy to get lost in a sea of maybe and tomorrow. Time is a luxury you don’t have when you need someone to pick up slack or start making changes now. Give yourself a hard deadline to find a group of solid candidates and set up interviews.

Once you have a deadline in place you can tailor your search process to get the fast results you need. An added sense of urgency can serve as a huge motivation and help keep you on target for the “less glamorous” aspects of looking for new hires.

Utilize Every Available Recruiting Option

You are no longer relegated to a time when the Sunday paper was your best recruitment tool. The rules have changed and technology is changing them even more. Don’t forget to place notices of positions on your company website. Make sure you’ve made it mobile device friendly as well as many people are conducting their job searches on the go these days.

Take advantage of recruitment services, like Advance Temporary Services. You’ll be surprised at how effective they can be (and cost effective) by eliminating the daily grind of finding new, highly skilled candidates for the positions you have available. More importantly, they can do the hard work of prequalifying candidates for the positions you have available so that you’re only seeing the best of the best available and not forced to sift through many unqualified applicants that aren’t likely to be a good fit for the culture of your company.

Social media is another excellent tool you can put at your disposal to find a sea of applicants for your positions. You just might find the perfect choice in short order. More importantly, you’ll have a list of qualified people the next time a position becomes available.

Recruiting new hires doesn’t have to be a painful prospect – even after a long absence. This is cause for celebration; not dread. Just keep these tips in mind and you’ll have the cream of the crop knocking on your door before you know it. For help finding the best employees this year, contact Advance Temporary Services!

Photo Credit: Ambro / FreeDigitalPhotos.net

Social Media Recruiting 101: Make Friends, Not Fans

HMG Success on October 7, 2026

Social media has become the go-to source for candidates for many hiring managers and professional recruiters. With the addition of applications like LinkedIn’s corporate recruiting portal and the social recruiting capabilities of Facebook, smart recruiters are using this as their primary resource of quality personnel. Additionally, job seekers have tapped into social networks, not only for personal reasons, but also as a means to present a favorable profile for recruiters to find them for open assignments.

According to a survey conducted by Mashable in September 2011, the average user spends 8 hours a month on Facebook alone and countless other time on other social media sites. However, a recent survey revealed that regardless of common belief, only 8 percent of recruiters actively use social media to find candidates. That’s a potential span of time when many candidates are updating their information, uploading resumes, and looking for opportunities to become fans of recruiting and staffing agencies. The best course of action for a staffing agency with a social media page is not to try to earn as many fans as possible, but rather focus on connecting with desirable candidates. In other words: make friends, not fans.

Here are some tips for making the most of social media to find the best candidates faster.

Develop an inviting profile targeted for your niche market. When you create your social media presence, make sure you develop a profile that’s appealing to your target industry market. For example, if your specialty is sourcing IT and technology professionals, include this in your profile keywords and include news and articles about this market in your post feed. This sends a clear message to job seekers what qualities you are looking for in candidates.

Provide links to your company recruiting portal. Be sure to give visitors a chance to learn more about your company and career opportunities by including a direct link to your main corporate website. If you do not have a career portal set up, not is the time to do so. Each week, you can then link to your career portal as you post new assignments and opportunities at your company. Use your social media as a support to your main career website, not as a substitute.

Invite promising candidates to learn more. One of the best ways to use social media to find superior candidates is to conduct a candidate search by career specialty. Many social media sites, such as LinkedIn, Facebook, Twitter and MySpace, allow for keyword searching in the main menu. Search for candidates who match your needs, whether they are active or passive job seekers, then invite them to become your fan at your social media page. Send a warm welcoming message and follow up only with those who do, as they have expressed interest in learning more.

Highlight your top open assignments and events. Social media is about connecting with more people in a meaningful way, something that recruiters have done for decades. Use your social media outlets to highlight your top open assignments by posting links and what you are looking for in candidates. Create open house events online and invite your friends to attend to learn of new employment opportunities. Then use this medium to communicate with potential fans who have the qualities you are looking for.

Learn more about recruiting and career tips as you come back often to the Advance Staffing blog!

6 Reasons You Might Not Have Gotten a Call After Your Job Interview

HMG Success on October 7, 2026

It happens to everyone from time to time. You go on an interview that went spectacularly well, and then no phone call inviting you back ever comes. When you need a job this can be more than disheartening and make you want to give up. Understanding why you never got the call will actually help you in your job hunt. So don’t despair. Pick yourself up, brush it off your shoulder, and learn from the experience.

Reason #1- They hired someone else (unfortunately).

The climate for job-seekers is much different today than it was a decade ago. Unemployment rates are at all-time highs, and the number of people applying for positions is unreal. In most cases you should expect at least 3-4 dozen people applying for every open position. Some positions will have much higher competition. Even if your interview was great there may be someone else who was more qualified. Don’t let this get you down. Be persistent.

Reason #2- They filled the position internally.

Most companies will post open positions internally before they start interviewing applicants outside. However, people can be on vacation or busy with projects that forces them to miss the deadline for the internal posting. This means they go into the open job pool. Companies would prefer to hire within for open positions.

Reason #3- The position was eliminated.

This happens far more often than you may think.  A company decides they need to hire someone, then they find a way to cut costs and fill the requirements using other people inside. Hiring freezes may have also gone into effect as a cost saving measure. This is nothing personal, and there’s not much you can do about it.

Reason #4- The job description or need changed.

Similar to reason #3, a lot of companies will end up changing the job description after it was posted. Or the actual needs of the job may have changed after the fact. You may have been a perfect candidate for the original position, but lack the skills necessary for the new description.

Reason #5- Someone else made a better impression.

The way to get the attention of a company is much different today than it was before. Focusing less on what you get out of it and more on what you can bring to the table is the new thinking. If another candidate displayed this more than you they may have been chosen over you. The employer wants to employ people who show enthusiasm.

Reason #6- Talking about money too soon.

Yes, you need a job that will pay you. However, the initial interview isn’t the time to discuss this unless the interviewer brings it up first. If you walk in with demands regarding your salary and benefits you’re showing the interviewer that you’re more interested in money than the actual job.

With this short list you can go back and rethink your interview strategy.  Learn to follow up after the interviews to stay fresh in their minds. And above all else, remember to stay positive! There IS an employer out there who wants and needs you, it’s all just a matter of time.

Looking for a great new job opportunity? Check out the career openings at Advance Temporary here.

Job Offer Letters: What to Include and What to Avoid

HMG Success on October 7, 2026

People who enjoy watching horse racing are familiar with horses coming “out of the gate”. This term refers to how smoothly a horse leaves the starting gate, which can give the horse a good starting position in the race. It also helps to contribute to how successful the horse will be.

In a way, this idea can also refer to new employees. Hiring companies and new candidates know that a good start is beneficial to both. A good job offer letter can be the beginning component of this successful start.  Here are some elements of what should be included in an offer letter, and what should be left out.

Job offer letters should specifically state the job title and location of the position. Identifying the job title confirms to the candidate what the actual job duties will be. Location is helpful if there are multiple locations for the company. The letter should also mention the start date of the job. These may seem obvious items to express in the letter, but they minimize confusion for new employees not familiar with the company. Effective communication of details sets the tone for good rapport with the company. In addition, a designated contact person needs to be stated on the letter.

Many companies are at will employment agencies. This means they have the ability to hire and fire at will. Some companies in a union environment have an established procedure for the termination of employees. Job offer letters should include information that the business is an at-will company so that new workers are aware of this from day one.

Letters should also clarify the compensation for the position.  This may have been addressed in the job announcement and at the interview. For purposes of clarification, pay should be included in writing. This should not be done on basis of annual salary but what it will be per pay period. Knowledge of their compensation helps new workers when they need to make adjustments in their lives with their employment such as added cost of a longer commute.

Some form of feedback should be given by the new employee. This can be in the form of an email confirming receipt of letter and acceptance of employment. Some companies also make it a policy to have the candidate sign, date and return the letter verifying acceptance of the employment offer. Businesses need to make this decision based on their need.  Any letter written should be simple, professional and direct.

Avoid making statements regarding job security as anything in writing can become a legal document if problems occur and arbitration is necessary in the future.  Nothing should be mentioned regarding the length of employment. Personal statements should be kept out such as “we are sure you will have a long future with us”.

For more information on writing offer letters, be sure to visit our employer resources found at Advance Temporary Services.

Want to work somewhere FUN? Prepare for an interview at an employer with a unique company culture.

HMG Success on October 7, 2026

In many companies today there is a focus on providing not only a great salary and benefits package, but also on giving employees a fun atmosphere to work in. This movement started with the first company that decided a casual, fun workplace was more conducive to happy and productive employees—and for good reason. Studies have consistently shown that happy employees lead to higher levels of productivity, which translates to more revenues and greater creativity. This leads to innovation like never before seen. Just think Google and Apple and you get the general idea.

As you start interviewing for new assignments, you may encounter companies that promote this “fun” workplace. In order to put the best foot forward, it’s best to prepare in advance for a different style of interviewing you may experience. Here are some ways to get ready for an interview at the next funhouse company.

Before the interview, review the corporate website and any articles that pertain to the company as a whole. You will generally be able to learn much about a company by reviewing any press that the company has received, including the executive leadership. Try to understand what the company stands for by reading the mission statement. This will come in handy when you are asked to come in personally for an interview.

If you have the opportunity, speak with the direct hiring recruiter to find out what the general corporate culture is like. Ask what the inside of the building is like, what are some of the events that the company has, and what the general population of the existing staff are like. Does the workplace include any on-site perks like a café, coffee shop, exercise center, a skateboard or bike path, entertainment spaces or other aspects of a fun environment?

Check with your staffing agent to find out what the dress code will be for the initial interview, because he or she has been inside the company. If the agent tells you business casual, be prepared to dress smartly for the interview, but not too over the top with a suit and tie, or too casual with jeans and flip flops. If this fun work environment includes ultra-casual attire, wear at least khakis and a collared shirt to avoid appearing too “stuffy”. Dress codes do vary from one fun workplace to another, so don’t assume to know what will be expected of you.

Ask around to see if any of your personal contacts know anyone who works at your target company currently. If you normally associate with people in the particular industry you are trying to get employed in, chances are someone knows a little more about the company than you, or has had a chance to visit there for an interview. Friends within the company can also shed more light on what it’s really like to work in that environment, which can give you more to go on as you interview. You’ll likely get a more accurate picture of what the fun environment is about, rather than a somewhat biased view from a recruiter who is trying to court you for a job there.

Remember, that you only get one chance to make a positive impression, and that the company has one shot to entice you to want to work there. Sometimes what seems like a “fun” environment to others may not be the right environment for you to work in. On the other hand, it may be the perfect place for you to grow in your career.

 

What is an Interviewer REALLY Asking When They Say “Tell me About Yourself”?

HMG Success on October 7, 2026

You are in an important interview for a job you really want at a company that gets you really excited about your career. As you sit across from the potential employer, you smile and know things are going well. Then, they ask the question, “Tell me about yourself?” What do you say to that?

The common answer that interviewees give is about their work experience. Some will discuss their personal lives. Others will answer with comments about what they like to do and what they did last night. None of these answers is the right one from the perspective of the person giving the interview.

What’s He Really Saying?

When heading to an interview, realize that the person asking you questions is not always going to be looking for the answer to that question. In other words, he or she may ask one question but is probing for a completely different one. It is up to you to understand the true meaning of any question prior to answering it. This is not always an easy process, though.

In order to know what the interviewer is really saying, you need to do two big things: listen to the entire question and notice any cues he is giving you. If you can do those things, you will be able to answer any question, including this one accurately.

What Is the Interviewer Looking for in Those Questions?

In most situations, a job interviewer is looking for the best candidate to fill a specific position. To learn if the person sitting across from them at the desk is that person, he needs to find the answers to some very specific questions, including these.

  • Can you do the job? Will you do the job?
  • What special skills do you have that others do not have that makes you a better choice?
  • What experiences do you have that makes you a better choice over other applicants?
  • What do you have to offer to me that is something the company is lacking?

Knowing what information the interviewer is after, you can provide a better answer to the question asked to you. Ask yourself, how you can answer these questions in a way that provides the information the interviewer is really looking for you to provide.

Know the Cues

Secondly, notice any cues that the interviewer is putting out there. These can be key indications of what information is necessary and what may not be. More so, the cues are often signals to you as to how you should answer questions. For example, the following are some cues you may see.

  • The interviewer is distracted by something else in the room.
  • The interviewer is interrupting your replies, which shows he or she is impatient.
  • He keeps looking at the wall.
  • He is slouching.
  • He is listening intently to what you are saying.

If the interviewer seems distracted, he or she may be annoyed with how long your answers are. If he is interrupting, you may not be answering in the right manner.

Tell Me About Yourself

Keeping all of this in mind, the answer to this question comes down to just a few things. Can you communicate well with others? Do you have the ability to set goals and to stay on track? Can you handle rejections? In other words, are you able to answer these questions in a way that delivers the responses he or she needs?

Get ready for a great new part time or full time career when you work with Advance  Staffing Solutions. Let us help you get ready for those upcoming interviews so you can be successful in your quest for the right job.

4 Job Search Stalls to Watch Out For

HMG Success on October 7, 2026

What is stalling out your job search? Today’s economic conditions and bad unemployment numbers mirror the frustrations that many job seekers have. However, by some expert’s calculations, people are often sabotaging themselves out of jobs. As you are applying for various positions, ask yourself if you could be doing anything that could be hurting your chances of success. Would you call you back for an interview? Knowing what the most common job search stalls are can help you to avoid them.

#1: Being a Passive Seeker

One of the biggest mistakes you will make is being a passive job seeker. For example, do you network locally? Do you get out of the house and talk to people in professional organizations associated with your field? Even more so, when someone gives you information about a potential job, do you follow through? If you are making these types of mistakes, you are missing opportunities that could land you the career you want. Ask yourself if you are doing anything that could reduce your success here.

#2: You Aren’t Taking All The Chances

Another common problem that can stall a job search is simply not taking those changes. Misinformation or assumptions can lead you down the wrong path. Realize there are plenty of opportunities for you to land the type of job you want and need even if you do not think you are qualified for the position. In short, just because you do not meet all of the qualifications listed doesn’t mean you won’t land the job. Apply – it cannot hurt.

#3: You Have A Bad Attitude

It is hard to stay motivated and pushing towards success when you are struggling to keep your head above water. However, when you walk into a job interview or talk to someone that may know of a position for you, they are not going to go any further if they can see that bad attitude on your face. Keep yourself positive. Keep striving to stay motivated throughout the process, too.

#4: You Are Holding Out

Are you the type of person that is holding out for that perfect job with the corner office or with that big firm you just want to be a part of? Chances are good holding out like this is going to hurt you in the long term. You can always wait for that ideal job after you are hired and working for another firm now. Employers with the better jobs are more likely to consider you if you are working in the field anyway. Sometimes, taking a job that is in the field, even if it is not the ideal position, is the route to take.

Job seekers can easily become frustrated. Instead of making every day about finding a job, do give yourself one day a week at least where you walk away from it all to clear your head. Most importantly, give yourself the opportunity to succeed by always staying the course. You may find it a bit difficult to these things, but doing so can help you to find the right job sooner rather than later.

How to Become a Valuable Employee and Keep Your Job Safe

HMG Success on October 7, 2026

In an employment market where there is a large pool of potential employees to replace you, it becomes very important for individuals to ensure they are on the same page with employers. To make sure that your job remains yours, be a team player and be a part of the company’s success. Now more than ever it is critical to do the best job you can and to always ensure you are one-step ahead of the game.

Be a Positive Professional

People like to work with others who have a positive attitude. Even if people around you are being laid off, keep your head up and keep being positive about your position. It pays to show your commitment to the company. You also need to ensure that the layoffs happening around you do not do anything to affect your performance on the job. You want your employer to see you as a solid employee.

Ensure You Are Visible

One of the easiest things for an employer to do is to cut the job of an employee that is not as important as other employees are. If you want to ensure your position remains safe, work to increase your visibility. You do not want to try to become invisible when layoffs are out there. Rather, you need to ensure that you have a great relationship with your superiors and that you are always helping the company in some way. This gives the employer the ability to think, “That Joe, he’s always working hard.” They should know you and trust you as an important asset to the team.

Work to Improve

In addition to doing the best job you can, always look for ways to improve your value. If you can do your job and do the job of someone else well, that means you are more valuable to the company. It is important to ensure you have the strongest skill set possible when it comes to doing your job. When there is a new assignment, it pays to be the one that can step forward to take it on rather than being the one that fades into the background.

Polish Up Your Job Performance

It is always a good idea to do your job properly. Don’t be late for work. Do stay late if you need to. Don’t use your work computer for non-work activities. Don’t be the reason for an argument in your office but be the solution instead. Don’t add to the expenses of a business, but find ways to reduce them. It pays to show your superiors that you know things are tough and that you are doing your best to help the company.

It is impossible to protect yourself from all job losses. However, the more important and valuable you are to a company, the more likely the company is to keep you around. Don’t be anything less than a team player who is working to benefit the company’s bottom line. Doing so could help your employer look over you when job layoffs have to happen. Keep your job safe by being a valuable employee.

4 Things You Should Include in an Administrative Professional Job Description

HMG Success on October 7, 2026

A good administrative professionals’ job description should clearly and concisely state what the job entails, including the position’s purpose, responsibilities, duties, and qualifications. It shouldn’t be overly detailed or unduly simplistic, but the job description should be customized to the needs of the person or team who the assistant is supporting. An administrative professionals’ workload can vary significantly by company, but there are some general tips for putting together the job description.

Here are four areas you’ll want to include when writing a job description for an administrative professional:

1) Purpose of Position. Outline the basic role or function of the administrative position. You’ll want to include who the administrative professional is working for. Will the administrative professional be supporting a Manager, Director, or President of the Company? It’s essential to put into writing whether the administrative professional is employed to support one executive or a collection of positions to avoid confusion later on.

Include a general overview of the duties and responsibilities of the position, but don’t get too detailed — you’ll be providing the specifics in the “Duties and Responsibilities” section of the job description.

Take a look at this sample administrative professional position purpose: “To perform general administrative duties and provide support to the Executive Director as requested.

2) Duties and Responsibilities. Within the duties and responsibilities section, provide the exact primary task details of what will be required by the position holder. Typical duties of an administrative professional include booking travel, taking minutes in meetings, scheduling and managing a calendar, correspondence preparation, screening calls, opening and sorting mail, along with a host of other general administrative duties. Use a bullet format to list duties and start each task or responsibility with an action verb, such as sort, create, maintain, etc. To cover all basis, reserve the last bullet to include any other duties or tasks that may be required.

3) Minimum Qualifications. In the minimum qualifications section you’ll need to include the number of years experience working in an office environment or reporting to a particular management or executive level. Further, if the position requires educational credentials, such as secretarial training or an associates degree, you’ll also provide this information here.

  • Warning! Be sure to exclude any statements that could be viewed as against the Equal Opportunity Employment (EEO) laws, such as those making references to race, sex, color, religion, age, national origin, physical limitation, or mental disability.

4) Skills. Administrative professionals are often required to have extensive software skills, especially in today’s digital age. Make sure you list all required software skills, such as Power Point, Adobe, Photoshop, Word, Excel, Quicken, or any other software product unique to the business. Other skills typically required of Administrative Professionals include good communication skills, writing skills, dictation, transcription, records management, basic bookkeeping, basic website updating, and customer/client service.

After reading through the job description, administrative professional applicants should have a good understanding whether they have adequate knowledge, skills, and experience to carry out the duties and responsibilities of the position effectively.

Why It’s Important To Conduct Background Checks and How To Do It Legally

HMG Success on October 7, 2026

The hiring of new employees can be sort of like walking a tightrope. It is important to find the right candidate with the qualifications and integrity to do the job, but in today’s hiring climate it’s impossible to accept clients at face value. To be effective in hiring practices involves delving into the background of applicants to get a better idea of their abilities and employment performance. However, this has to be measured with respect for the privacy of each individual candidate as well as staying compliant with relevant laws. The purpose of the background check is to help evaluate aptitude and skills and needs to be carried out with this the primary goal.

Verify Employment Qualifications

Any employer can be overwhelmed with the number of resumes received for an open position. There could be several applicants with outstanding qualifications to do a job. It can be difficult to determine one that sticks out. At the basic level, the background check is to determine if information provided by an applicant is true and accurate. It also helps paint a picture about the applicant beyond what is on paper or discovered in a short interview.  Previous employers give an idea of what kind of work habits an applicant has. References can provide information on personal characteristics.

Protecting the Organization

The background check can be considered as a preemptive measure to ensure the integrity of the organization and the safety of employees. Individuals may not be appropriate for certain positions due to some aspect of their history. Someone with a criminal background may not be appropriate for a security officer position. If someone has had issues with substance abuse, they may not be able to work in a hospital with accessibility to drugs and medication. Certain kinds of information can only be found with a background check.

Legal Issues with Background Checks

One of the most important aspects of the background check is that information is gathered for job related purposes. Some activities of a background check may not be necessary. It is easy for an organization to go overkill in a background check to err on the side of caution. Before a background check is initiated, evaluate what the purpose is for it. Certain information such medical and credit history require written consent from the applicant.

Background checks may be somewhat different for applicants and should be planned on a case by case basis, however they must be consistent for all candidates. If an applicant feels they were discriminated against for not being selected for a job, they can file a lawsuit against the hiring authority. If subject to review,  any background investigation needs to reflect being strictly part of the hiring process based on ability and not personal private information.

The background investigation can be an essential part of the hiring process. It is a tool that helps identify qualifications of applicants.  The hiring authority needs to take care in collecting information to get what they require without violating the privacy of applicants.

For quality pre-screened candidates, consult with the staffing experts at Advance Temporary today!

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