employeescreenIQ Exhibiting at SHRM’s Global Forum & Expo

I wanted to send out a quick reminder that employeescreenIQ will be attending and exhibiting at SHRM’s Global Forum & Exposition at the Boston Marriott Copley Place Hotel in Boston, MA on March 31st and April 1st. Please stop by our booth and say hello if you plan to attend. At the very least, I’m sure we’ll be passing out some free stuff.

employeescreenIQ Speaking Engagement

employeescreenIQ President and COO, Jason B. Morris will be speaking at the HR in Hospitality Conference & Expo in Las Vegas, NV at the Wynn Hotel on March 18, 2008. The topic is "Trends in Employment Screening: What Foodservice HR Professionals Need to Know".

Please be sure to stop by if you plan to be in Las Vegas then. We'll look forward to meeting you.

Colleges & Universities Starting to Buy in to Background Checks

Well, it certainly took them long enough to catch up to the rest of the country, but we are finally seeing some positive trends when it come to higher education institutions and background checks. I found this great article, Checking Up on Your Past on insidehighered.com (I'm sure today's college students get a kick out of the name of this on-line publication).

The article focuses on last week's annual meeting of the College and University Professional Association for Human Resources (who knew there was such a thing? but I bet you background screeners will be flocking to it from now on). Evidently, the topic of background checks was all the rage. Noteworthy in this article is a study conducted by Stephanie Hughes, an assistant professor of management at Northern Kentucky University on the use of background checks among universities. See a snapshot of results below.

- 13% of university's polled never engage in criminal background checks
- 87% perform checks for some staff positions
- 40% screen for some faculty positions
- 26% conduct checks on some student workers

These are good stats, but a little misleading since "The way the survey was phrased, a “Yes” answer meant only that in some cases, a person in that category would be subject to a background check. That means that a college that would investigate a potential professor being hired in a field where security clearances are necessary or for work with young children would have answered Yes even if the vast majority of professorial hires are never subjected to a criminal background check."

Good article and even better trend nonetheless.

Mr. Background Check Goes to Charm School

This week, I am attending the 16th Annual Service Quality Conference in San Diego, presented by the American Society For Quality. ASQ is a global organization whose role promoting sound practices has earned them worldwide respect. Companies all over the world have sent their staff to San Diego to learn cutting edge service techniques from respected thought leaders across a variety of disciplines.

We are a rapidly growing organization; both a function of increased demand and our performance as a best practices background screening provider. Taking advantage of the latest management and service philosophies ensures we continually meet our commitment to our clients' changing needs.

From the looks of it, we are the only employment screening company in attendance. I will post several times throughout the conference with updates.

ASHHRA 43rd Annual Conference and Exhibition

I just wanted to send out a quick announcement to let you know that we will be exhibiting at the American Society for Healthcare Human Resources Administration (ASHHRA) 43rd Annual Conference and Exhibition in Anaheim California at the Disneyland Hotel September 30th through October 1st. If you plan on attending, please stop by our booth and say hello. At the very least, we'll have free giveaways and a chance to win an American Express Gift Card. Oh yeah . . . and you'll get to meet me! What more could you ask for?

HRMAC Summit 2007: Great HR Conference

I don't normally use this space to shill for those looking to promote their HR conferences. However, this one might be worth your time if you are in the Chicagoland area (and no, they didn't ask or pay me to write this).

The Human Resources Management Association of Chicago (HRMAC) is having their Annual Summit at the Donald E. Stevens Convention center in Rosemont, Illinois on October 23, 2007. HRMAC always has great keynote speakers, develops relevant learning opportunities and creates a comfortable networking atmosphere attendees and exhibitors alike. The conference is first rate and so is the organization. They really have their pulse on the HR community and they have established quite a following among HR professionals at all levels in Chicago and surrounding areas.

And if that's all not a compelling enough reason to attend, employeescreenIQ will be an exhibitor for the 3rd year in a row. (Sorry for the shameful plug, but you've got to weigh all the great benefits of attending).

Feds set to punish employers for illegal workers

Second on our list of coming trends presented to the 2007 SHRM annual conference in Las Vegas was "verification of right-to-work." In a nutshell, the push is to force employers to utilize DHS' Basic Pilot Program for instant, electronic I-9 verifications. It's great in theory but employers have been slow to embrace the instant electronic confirmation of work eligibility.

Colorado has already mandated this tool for employers, and Arizona is set to enforce stiff penalties beginning in 2008, to include potential revocation of business licenses, for employers that fail to comply, or knowingly employ ineligible workers.

A recent article, "Employers brace for immigration rules", discusses a new tack the federal government is considering. Whether or not any employer nationwide utilizes the basic pilot program, the Social Security Administration has historically flagged SSNs that didn't jibe with identity info on record. "No match" letters have always been sent to workers and employers, but left it up to the employee to resolve the issue, with no culpability on the employer's part.

The proposed new rule will put the onus on the employer to make sure the issue is resolved within 60 days, or they must fire the employee outright. Failure to comply means the employer may be deemed as having knowingly hired illegal workers, and face stiff penalties. This will be an obvious incentive for employers to utilize the electronic instant verification system (basic pilot program), but doesn't appear to specifically mandate it (we can probably assume mandated use of the system won't be far behind).

Viva Las Vegas!: Annual SHRM Conference 2007

The Annual Society for Human Resource Management (SHRM) Conference just wrapped up in Las Vegas and boy did it deliver!  Record numbers of HR professionals descended on the desert and let's hope that what happened in Vegas doesn't stay in Vegas.  The opportunities to learn, network and have fun didn't end and are all experiences that should stick with us throughout the year.   They add value to our jobs and the company's we represent. 

Highlights included an inspirational opening speech by Lance Armstrong, a CareerBuilder.com event featuring the musical group Bare Naked Ladies and a general buzz and optimism about the state of the HR profession and the value now placed on this essential function.  SHRM even unveiled a new logo which was pretty cool and finally gave in to those of us have been referring to the organization as "SHERM" rather than "S-H-R-M".

In the eight years we have exhibited at the event, it is safe to say that this was by far the best.  Attendance was up, enthusiasm was infectious and the desire to learn about the latest trends, techniques, products and services was evident.  While the general state of the profession continues to grow, one wonders if the chosen city had something to do with it.  If so, one could make the case that Vegas should be a repeat performance in the near future.

Hopefully you got a chance to stop by our booth and say hello, to experience our remarkable re-branding efforts, learn more about the latest trends in employment screening,  or just to get one of a limited number of employeescreenIQ Rubik's Cubes!

We'll look forward to seeing everyone again in Chicago next year!

HRMAC Panel Discussion of Growing Your HR Career

I attended a Human Resources Management Association of Chicago (HRMAC) panel discussion for young HR Leaders about how to grow your career in HR this past week and really glad I did.  The panel consisted of Anne de Bruin Sample, SVP of Human Resources of Pepsi Americas (and fellow Ohio State Buckeye alum), Brad Patrick, SVP of Human Resources of Sara Lee Corporation and Haven Cockerham, President and CEO of Cockerham and Associates (former high level HR leader at GM and RR Donnelly).  Paul Schneider of Scherer, Schneider, Paulick, LLC was the moderator and asked intuitive questions about the career paths of each of the panelists.  All gave very thoughtful and revealing answers about their successes and their mistakes, their advice for young HR leaders looking to get ahead and their cautionary tales about what can derail a successful career.  I thoroughly enjoyed listening to these successful people offer advice and quickly came to the conclusion that whether talking about a successful career in HR or a successful career in any other profession, the general advice is all the same.  Learn everything there is to know about your company.  Meet as many people as you can within that company and learn about what they do.  Become a thought leader.  Don't just cow to every opinion offered and become a wall flower.  Most successful careers are launched not be status quo or agreeing to everything that your colleague offer, but by careful consideration about how to do things differently.  Communication and the ability to build coalitions is the key to a successful career.  Without these two characteristics, a successful career become more and more difficult to achieve. 

I wholeheartedly agree with all of the above, but all of this advice about a successful career led me to think about a couple things I think are necessary ingredients.  The first is something my father taught me: No matter what job you have or what your profession is, you are always selling.  Whether you are selling a product or service to a customer, an idea to a colleague or advice to an executive.  Second, be genuine and treat others as you wish to be treated, not matter their position within a company.  Third, push yourself to learn and be challenged.  When you stop doing this things, you might as well quit.  It's transparent to everyone: your boss, your colleagues and, or your clients.   

SHRM Annual Conference

In less than a week, nearly 20,000 HR professionals and organizations that sell to HR professionals will descend upon Las Vegas for the Annual Society for Human Resource Managers Conference.  This conference gives HR professionals the opportunity to keep aprised of the latest trends and technologies in HR, network with their peers, keep up with continuing education for their certifications and visit with hundreds of service providers that, let's face it, want to sell their products and services. 
We'll try everything: three ring circus', autograph sessions with celebrities, free iPod's and the latest logoed gadgets and gizmos.  Does any of this stuff make a difference?  We hope so, because if it doesn't, the real circus is us, the exhibitors.  So my advice to the average attendee: Shop for what you need and audit the show for things you didn't think you needed (or wanted).  You never know what you might find.  Take all the free stuff that is handed to you.  What do you have to lose?  You just might find a product or service that adds great value to organization.  Maybe a new employment screening provider at booth number 1521 for instance.  Who knows? 

Care to share your thoughts on what constitutes a good conference exhibit experience?  Hate the follow up phone calls?  Don't like being hasseled at the booth? Can't stand dragging literature and giveaways home?  Your feedback is greatly encouraged.