30 Tips for Your Job Search

First and foremost-take a personal inventory. Job hunting gives you the opportunity to go back to “square one” and inventory all over again what you are all about, what skills and knowledge you have acquired, and what you want to do. Who are you? What do you want out of life? A job? A career? Where are you going? Do you know how to get there? Have you been happy in your work/career/profession? What would you like to change? An inventory such as this is the best job hunting method ever devised because it focuses your view of your skills and talents as well as your inner desires. You begin your job hunt by first identifying your transferable, functional, skills. In fact, you are identifying the basic building blocks of your work.

Apply directly to an employer. Pick out the employers that interest you the most from any source available (web listings, yellow pages, newspaper ads, etc.), and obtain their address. Appear on their doorstep at your first opportunity with resume in hand. Even if you don’t know anyone there, this job hunting method works almost half the time, if you are diligent and continue your pursuit over several weeks or months.

Ask relatives and friends about jobs where they work. Ask every relative and friend you have now or have ever had about vacancies they may know about where they work, or where anyone else works. It may take a village to raise a child, but it takes an entire network to find a new job! If you tell everyone you know or meet that you are job hunting and that you would appreciate their help, you more than quadruple your chances of success.

Search hidden job markets. Networking is the “Hidden Job Market.” Because every time you make contact with a person who is in direct line with your career interest, you set up the possibility that he or she will lead you to more people, or to the job you are seeking. People are connected to one another by an infinite number of pathways. Many of these pathways are available to you, but you must activate them to make them work to your advantage. Most of the available jobs are in the hidden job market. They aren’t listed in the classifieds or placed with a headhunter. Find them through your network of contacts. This is your most valuable resource!

Ask a professor or old teacher for job-leads. No one knows your capabilities, dedication, and discipline better than a teacher or professor who had the opportunity to work with you in school. Since more people find their work through direct referral by other people than by any other way, this is a target audience you don’t want to miss

Spend more hours each week on your job hunt. Finding a job is a job! Treat your job hunting just as you would a normal job and work a normal number of hours per week, at least 35, preferably 40 in the process. This will cut down dramatically on the length of time it takes you to find work. Did you know that the average person in the job market only spends 5 hours or less per week looking for work? With that statistic, it isn’t surprising that it can be a long, tedious process. Improve your chances and demonstrate your discipline and determination. Devote Sundays to answering ads and planning your strategy for the next week. Don’t spend precious weekday hours behind a computer. You need to be out there researching leads, networking, and interviewing. Work smarter for yourself!

Concentrate your job hunt on smaller companies. Most new jobs will come from smaller, growing companies, typically with fewer than 500 employees, not large, restructuring companies. Although larger employers are more visible, well known and aggressive in their search for employees, it is with the smaller companies that you may have the best chance of success in finding work. Pay particular attention to those companies that are expanding and on their way to prosperous growth…they are easier to approach, easier to contact important personnel, and less likely to screen you out.

See more employers each week. If you only visit six or seven employers a month in your job search (which is the average, by the way), you will prolong your search and delay your successful outcome. This is one reason why job hunting takes so long. If you need to see 45 employers to find a job, it only makes sense to see as many employers a week as possible. Determine to see no fewer than two employers per week at a minimum! Do this for as many months as your job-hunt lasts. Keep going until you find the kind of employer who wants to hire you! Looking for a job is a numbers game. The more contacts you make, the more interviews you’ll get. The more interviews you have, the more offers you’ll get.

Be prepared for phone interviews. Would you believe that over 50% of prospective candidates are disqualified after the first phone contact is made with them by an employer? In today’s world, employers don’t have time anymore to interview every possible applicant and are using phone calls as a less expensive, less time consuming way to weed out potentially unqualified candidates. The phone interview catches many people off guard. You might receive more than just one phone interview, and you have to pass them all. The interviewer usually makes up his or her mind within the first five minutes. The remainder of the time is spent just confirming first impressions.

Create a support group. It is easy to get discouraged, depressed and despondent (the three D’s) in the job-hunt process. This can be one of the toughest and loneliest experiences in the world and the rejection you may have to face can be brutal, but it doesn’t have to be. The key is in understanding that you are not alone. There are literally hundreds of thousands of people looking for work, and you can team up with one if you choose. Many job-hunting groups already exist, such as the local Chambers of Commerce and online support groups through the Internet. Find a partner, or a larger group, and support and encourage each other. The path to success is literally a phone call away.

Contact potential employers directly through professional associations.Professional associations provide excellent networks for your benefit. Almost all committed professionals are members of at least one or two professional networks. Usually membership includes a directory, which provides you with a direct networking resource for verbal contact and mail campaigns. Additionally, most professional associations hold regularly scheduled meetings, which provide further opportunities to mingle with your professional peers on an informal basis. Finally, professional associations all have newsletters that are a valuable resource for other trade publications, associations, and help wanted sections.

Post your resume online. In today’s world there are numerous resume databases on the web. Job hunters can now tap into giant online databases when launching a search prior to interviewing. There are three primary ways to job search electronically or online: Joblines, Bulletin Board Systems (BBS), and the Internet. Many employers today have their employment opportunities accessible through a simple phone call. You can also use the advanced Resume Caster feature in ResumeMaker to post your resume to all of the top career centers on the web for thousands of hiring employers to review. You can also use the Job Finder feature to search from among more than 1 million online-listed job openings for a specific job title in the state you specify. The data is all there, waiting for you.

Promote yourself in unique ways. Promotion is creating an audience of potential employers and making them aware of your qualifications. There are many nontraditional ways to accomplish this task. For example, use electronic resume services to broadcast your resume. List yourself in appropriate trade association newsletters. Prepare 3 x 5 Rolodex cards that contain your name, address, and phone number on the front and your objective and skills from your resume on the back. Leave them behind wherever you go and give them to anyone who has reason to contact you later about a job.

Accept a temporary position or volunteer work. Be your own working advertisement by accepting a temporary position. This provides you with valuable experience, contacts, and references. Volunteer for organizations and activities with business sponsors and relationships that increases your visibility and personal contacts. Explore your possibilities and leave all options open. You never know which method may ultimately land you your ideal job.

Make cold-calls. Next to face-to-face meetings, the telephone is the most effective method available to find a job. Every call you make is an opportunity to sell yourself to a prospective employer, to pursue a new job opening, or to obtain a referral. Your technique in the initial telephone call can have a categorical impact on your chances to obtain what you want from the call. Complete at least 15 calls per day. You will be astonished at the results. Always be agreeable, gentle, and positive. Smile when you speak; the listener will hear it. Prepare a brief outline for each call and rehearse it. Create brief statements that outline how you can help your prospective employer accomplish their goals. Always, always, always ask for referrals.

Re-define your job hunt in terms of alternative possibilities. Successful job hunters always have alternative plans ready in the background and implement them at the first sign of difficulty. Prepare alternative ways of describing what you do, alternative avenues of job hunting, alternative leads and contact lists, alternative target organizations and employers to contact, alternative ways to approach prospective companies, and alternative plans to continue your job hunt through its successful completion. The jobs are out there-you just need to be sure you are using the right methods to look for them.

Seek career counseling or job hunting help online. Many service providers, through the Internet, are offering career counseling services, job hunting advice, and reference tools that you can turn to in your job hunt. Some of the best of these services are free, and the number is growing astronomically each year. Your first approach would be to visit the online career centers integrated with ResumeMaker and visit each site to determine what services they have to offer. There is a virtual community just waiting to hear from you.

Consider federal and local government sources. The federal government is a huge resource of potential job search information, available to you at little or no cost. Several Department of Labor publications, for example, can take you through your job search from beginning to end, and help with career counseling and industry research. Call your local employment office and take advantage of the services they offer.

Make sure you can survive financially between jobs. Budget for the time you will be looking for a job. It is always helpful if you can get an overall view of how your money will carry you through any work search or training you may need to take on. You will have enough worries and issues to deal with and do not want to have to be concerned about your finances.

Set and prioritize goals while job-hunting. You need to know what you want, or else you can’t ask for it. There are literally thousands of jobs open around you. Determine what it is that you want, set your goals for achieving this, and prioritize the steps that you will ultimately need to take. The more specific you are about your goal, the better your chances of getting the job you want.

Zero in on a career position and research the market. Before you start meeting people, you need to know something about the industry or field you want to work in. The more you know, the better your conversations with prospective employers will be-and the more impressed they will be with you.

Interview others for information. Interview people whose occupations interest you. You can always find someone who has done something that at least approximates what you want to do. Find the names of such persons, and go see, phone, or write them. You will learn a great deal that is relevant to your dream.

Organize a job search campaign. Organize your job search campaign. Failing to do so is a common flaw in many people’s job search strategy. Make a plan for your job search. This entails: planning and organizing your job strategy, setting up a base or operations center for your job hunt, preparing materials, and carrying out job search tactics.

Update your resume and be prepared. Update that resume! A resume is what nearly everyone you approach in your job search is going to ask for. Get your resume in top shape. Use a professional service or ResumeMaker to prepare a show-stopping resume!

Keep yourself dedicated, strong, positioned, and consistent. Job-hunting can certainly be one of life’s most stressful experiences. You have more power to keep the pressures of job hunting under control, however, than you may think. The key is to focus your job search and stay strong, dedicated and consistent. One of the curious things about the human brain is that it focuses on only one thing at a time. So keep it focused on you-and finding a job!

Seek out other Networking Groups at Churches, Civic and Community Centers and be a regular attender.

Set and Keep Regular Job Search Hours everyday.

Use Social Media like Linkediin, Jigsaw, Pipl and Plaxo to find contact information for key people inside the companies to which you apply, and follow up your applications with a direct call or email whether you have heard from the company or not.

Follow up on every lead given you to every company. Even if you do not have the interest or skill for the position, it is possible you can refer a more qualified person, AND you will have gained a new hiring contact.

Keep Track of all your job search expenses. This will earn you a larger return on next year's taxes.

*most of these leads came from this linkedin article by Jox Medalla  The Editdor has added some of His own.

What is an ERP ?

ERP, or Enterprise Resource Planning is an integrated computer system designed to manage all the existing resources inside a company including but not limited to financial resources, human resources, inventory and assets, etc. Usually an ERP system uses a centralized database, but recently, with the increased popularity of cloud services, the systems tend to become distributed.
Introduction:
As companies increased in size, and started to manipulate an increase number of entities (human, financial, inventory) it was obvious that a system was needed in place to manage them. Beside management, a complex decisional system was also needed that would manage various administrative workflows that are part of day to day operations.
Design:
ERP Providers usually implement standard business processes based on best operating practices. Depending on the company size, the company itself has to adhere to the business processes already modeled in the existing ERP packages, or, in the case of big corporations, it is usually the other way around, with new ERP packages build from scratch or adapted to adhere to the business processes already in use.
The main components that are part of a standard ERP package are:
Customer Relationship Management (CRM)
Human Resources Management
Project Management
Finance and Accounting
Manufacturing Production, Service and Delivery management
Supply Chain and Vendor Management
Warehouse and Inventory Management
Not all the possible modules are listed here and no ERP deployment is the same. A company does not necessarily needs Manufacturing Management Module, if it is in the Service business, etc.
Pros:
Unified system tracking various corporate entities from creation to consumption (ex. order tracking from acceptance through fulfillment, product manufacturing from design to shipment, project management from definition to completion and release or ever human resource from hiring campaign through hiring, promotion/demotion and termination)
data centralization – eliminates redundancies and facilitate backup and data mining procedures
structured data shaping, access and visualization – allow data access based on roles and offers views limited by scope
optimizes inventory by providing sales analysis
optimizes marketing campaigns by tracking customers and sales
Cons:
Cost – ERP packages tend to be expensive and, due to the inherent complexity of both the software itself and the multitude of existing business processes already existent in a company, the time to deployment can take years
When a company replaces its internal process with the ones modeled by the ERP package, it may result in a loss of performance
additional time is needed to familiarize all employee with the new system and the end results might not be optimal
insufficient initial funding might result in transition failure
April 15th, 2010 | Tags: advantages, benefits, cons, disadvantages, ERp System, implementation,pro, What is | Category: Editorials | Leave a comment
ERP Vendors


You can find most well known ERP Providers in the following list. Help us to keep the list updated by sending us information about related companies currently not listed.
Company Name
Package Name
Comments
SAP
SAP Business Suite, SAP Business ByDesignb, SAP Business One, SAP Business All-in-One
Oracle
JD Edwards EnterpriseOne, Oracle e-Business Suite, PeopleSoft
Microsoft
Microsoft Dynamics (AX, NAV, GP, SL)
NetSuite
NetSuite
CDC Software
Epicor
Epicor Enterprise
Syspro
SYSPRO
Plex Systems
Plex Online
Infor Global Solutions
ERP Adage, ERP LN, ERP LX, ERP SL, ERP Swan, ERP SX.Enterprise, ERP VE, ERP XA
The Sage Group
Sage ACCPPAC, Sage Pro ERP, Sage ERP X3
Lawson Software
Lawson M3, Lawson S3
IBM
Maximo (MRO)
QAD
QAD Enterprise Applications
Comarch
Comarch Altum
COA Solutions Ltd
Smart Business Suite
ABAS Software
ABAS ERP
PointHR
PointHR ATS, NEON

ERP, or Enterprise Resource Planning is an integrated computer system designed to manage all the existing resources inside a company including but not limited to financial resources, human resources, inventory and assets, etc. Usually an ERP system uses a centralized database, but recently, with the increased popularity of cloud services, the systems tend to become distributed.

Introduction:

As companies increased in size, and started to manipulate an increase number of entities (human, financial, inventory) it was obvious that a system was needed in place to manage them. Beside management, a complex decisional system was also needed that would manage various administrative workflows that are part of day to day operations.

Design:

ERP Providers usually implement standard business processes based on best operating practices. Depending on the company size, the company itself has to adhere to the business processes already modeled in the existing ERP packages, or, in the case of big corporations, it is usually the other way around, with new ERP packages build from scratch or adapted to adhere to the business processes already in use.

The main components that are part of a standard ERP package are:

• Customer Relationship Management (CRM)
• Human Resources Management
• Project Management
• Finance and Accounting
• Manufacturing Production, Service and Delivery management
• Supply Chain and Vendor Management
• Warehouse and Inventory Management

Not all the possible modules are listed here and no ERP deployment is the same. A company does not necessarily needs Manufacturing Management Module, if it is in the Service business, etc.

Pros:

• Unified system tracking various corporate entities from  creation to consumption (ex. order tracking from acceptance through fulfillment, product manufacturing from design to shipment, project management from definition to completion and release or ever human resource from hiring campaign through hiring, promotion/demotion and termination)

• data centralization – eliminates redundancies and facilitate backup and data mining procedures

• structured data shaping, access and visualization – allow data access based on roles and offers views limited by scope

• optimizes inventory by providing sales analysis

• optimizes marketing campaigns by tracking customers and sales

Cons:

• Cost – ERP packages tend to be expensive and, due to the inherent complexity of both the software itself and the multitude of existing business processes already existent in a company, the time to deployment can take years

• When a company replaces its internal process with the ones modeled by the ERP package, it may result in a loss of performance

• additional time is needed to familiarize all employee with the new system and the end results might not be optimal

• insufficient initial funding might result in transition failure

ERP Vendors

You can find most well known ERP Providers in the following list. Help us to keep the list updated by sending us information about related companies currently not listed.

Company Name	Package Name	Comments
SAP	SAP Business Suite, SAP Business ByDesignb, SAP Business One, SAP Business All-in-One
Oracle	JD Edwards EnterpriseOne, Oracle e-Business Suite, PeopleSoft
Microsoft	Microsoft Dynamics (AX, NAV, GP, SL)
NetSuite	NetSuite
CDC Software
Epicor	Epicor Enterprise
Syspro	SYSPRO
Plex Systems	Plex Online
Infor Global Solutions	ERP Adage, ERP LN, ERP LX, ERP SL, ERP Swan, ERP SX.Enterprise, ERP VE, ERP XA
The Sage Group	Sage ACCPPAC, Sage Pro ERP, Sage ERP X3
Lawson Software	Lawson M3, Lawson S3
IBM	Maximo (MRO)
QAD	QAD Enterprise Applications
Comarch	Comarch Altum
COA Solutions Ltd	Smart Business Suite
ABAS Software	ABAS ERP
PointHR	PointHR ATS, NEON

Look Out, The I-9 Audits Are Here

In June 2010, ICE issued a strategic plan for worksite enforcement to be implemented
through fiscal year 2014.. The plan is well underway, and 1000 audit notices were send out earlier this year. professional conulstats at the tip of the spear of his plan tell us that employers who completely ignored them earlier in the year are calling back asking for help.

This the ICE plan:

• A key feature of this plan was to be enforcement of immi‐gration‐related employment laws, including enforcement against employers who knowingly violate the law. 
• In the intervening months, ICE has conducted education,Form I‐9 investigations and audits, and has  imposed criminal and civil sanctions.
• In its strategic plan, ICE indicated its belief that its actions would create a ʺculture of compliance.ʺ  Certain industries, including agriculture, construction, hospitality, and food processing, have been the main targets of these actions.

So how do these I‐9 audits usually go?

• An NOI (Notice of Inspection) gives a targeted employer three days to prepare for a meeting with ICE officials. 
• At that meeting, the employer’s Form I‐9 records are reviewed.
• In addition to properly completed Forms I‐9 for all current and recent ex‐employees, the employer is told to turn over payroll and other employee‐related documentation, and any documentation (such as  ʺno‐matchʺ  letters) received from the Social Security Administration, and information about the business owners.
• ICE investigators audit this information. At the audit’s conclusion, ICE notifies the employer of the results.
• If no violations are found, ICE issues a letter advising that there is no basis for further investigation.
• If violations are found, ICE may issue a  ʺNotice of Technical or Procedural Failuresʺ and give the employer 10 days to make corrections on Forms I‐9. 
• If corrections are not done or not done on time, ICE may issue a  ʺNotice of Intent to Fineʺ  (NIF) and assess fines of from $110 to $1,100 per form.

For Each Incorrect form:

• If ICE determines that information on a Form I‐9 for a certain employee is incorrect or invalid, it will issue a  ʺNotice of Suspect Documentsʺ  and require the employer to obtain new documentation from those identified employees to prove their identity and employment eligibility. 
• The employer must discharge an employee who cannot produce the required documentation. Continuing to employ identified employees without valid documentation could result in fines ranging from $375 to $3,200 per unauthorized employee for the first violation.  

If fines are assessed, ICE will issue a Notice of Intent to Fine (NIF.) The NIF lists the violations, includes details about how the fine was calculated, and specifies the total of all fines .

Within 30 days of receipt of the NIF, the employer may contest the fine by requesting a hearing before an administrative law judge.

PointhHR Partners with Hirebridge

PointHR announces partnership with Hirebridge. For more than 17 years, PointHR has been providing unmatched screening services to thousands of companies nationwide in virtually every industry.  PointHR is fully integrated with Hirebridge Recruiter, and  has firmly established itself as the logical Background Screening choice for forward thinking companies. PointHR provides all background screen services, including: Criminal Records, Drug Screening, Electronic Offer Letter and Biometric Form I-9, Digitized Personnel Files, Automated Instant Employment Confirmation, Anonymous Employee Hotline, and More. By selecting PointHR as your Total HR Services partner you will save time and money by ensuring that you hire the best candidates, with the least risk, in a fast efficient manner. Streamline your screening now. Explore how easy it is at http://HireBridge.PointHR.com. Hirebridge helps organizations maximize their HR resources and expand their opportunities with an affordable web-based recruiting platform. We understand that every business is unique, which is why we provide a range of on-demand services to meet the unique needs of your business. No matter the industry you are in or the size of your company, Hirebridge has a solution to meet your specific needs and can help reduce the time and cost to hire and fill your open positions.

Point HR I-9 Services

PointhR was the first Designated agent for the Department of Homeland Security.
Between then and now we have learned everything abount the I9 process.
We have provided I9 audits and solutions for some of the largest companies in the
nation. An electronic I-9 form, complete with an automated and instant E-Verify check,
should be part of every employer’s I-9 management program.

As the I-9 processes and regulations evolve, the requirements are becoming
increasingly complex. Stakes are only growing higher as the government continues
to step up its enforcement of immigration employment law. Implementing a complete
electronic I-9 management system and automated E-Verify checks today,
more than ever, is vital to staying compliant.

I9Review Paperless I-9 Compliance Solution...

Electronically complete, sign and store the Form I-9.

Validation of data entered into the Form I-9.

Optional E-Verify integration.

Expiration Alert – Notifications of an employee's expiring work 

    authorization.

No servers or software to install or maintain.

Easy Access – Electronic I9's forms accessible in PDF format.

Audit Log – All actions relating to creation of the I9 are 

   captured in the audit log.

Now what?
If being a I9Review Agency sounds like the right fit for you, Let's Talk.

We are PointHR
- We have over 20 years of experience
- We service some of the country's largest Fortune 500 companies
- We were the first Dept of Homeland Security designated agent
- We provide dedicated customer care centers
- We maintain a state-of-the-art research network capable of handling over 40,000 requests per day

Contact Point HR for More information

In Some States, You Cannot Request a Credit Report for Most New Employees

In their quest to hire reliable and trustworthy employees for open positions, many employers have turned to credit reporting agencies for applicant background information. Although such information may be readily available, obtaining it could lead to possible liability if the appropriate policies and procedures are not in place.

Discrimination Claims
Under Title VII, employer practices – such as basing hiring and other employment decisions on credit history information – that weigh more heavily on individuals within protected categories could lead to discrimination claims. For instance, if an employer’s use of credit reports has the effect of excluding women or minorities from certain positions, that practice could lead to liability.

In addition, a number of states have enacted or are considering enacting laws that explicitly prohibit discrimination on the basis of credit histories. For instance, Illinois’ newly enacted Employee Credit Privacy Act, which goes into effect on January 1, 2011, prohibits employers from inquiring about an applicant’s or employee’s credit history and from ordering or otherwise obtaining an applicant’s or employee’s credit history or credit report from a consumer reporting agency. Despite the potentially broad reach of Illinois’ new Act, there are several exceptions including:

• Situations where an employer can show that a satisfactory credit history is a “bona fide occupational requirement” for a position, which is further defined in the statute;
• Employers who are banks, savings and loans, or certain other financial institutions; insurance or surety businesses; state law enforcement or investigative units; state or local government agencies that otherwise require use of the employee’s or applicant’s credit history or credit report; and entities that are defined as debt collectors under federal or state statute; and
• Background investigations that do not include a credit history or report as permitted under the Fair Credit Reporting Act.

Employers that violate the Illinois Act could face damages, injunctive relief, and liability for attorneys’ fees and costs and could also face liability for any retaliatory conduct under the Act.

Along the same lines, legislation has been introduced in, among other states, Michigan and Ohio as well. In Michigan, House Bill 4528, also known as the Job Applicant Credit Privacy Act, would prohibit an employer from failing or refusing either to hire or recruit an individual because of the individual’s credit history and from inquiring about a job applicant’s or potential job applicant’s credit history. As with the Illinois Act, certain exceptions would apply for individuals who hold positions with identified types of companies including, for instance, banks or other financial institutions.

In Ohio, House Bill 340, which was introduced on October 28, 2009, would make it an unlawful discriminatory practice for an employer to use a person’s credit rating or score or consumer credit history as a factor in making decisions regarding that person’s employment. House Bill 340would allow a person to file a charge with the Ohio Civil Rights Commission and would provide similar penalties for violations.

As these examples show, a blanket policy of requiring credit reports for all employees or applicants could lead to possible discrimination claims under state or federal law or both.

The Federal Fair Credit Reporting Act
Moreover, even when employers are permitted to obtain applicant or employee credit reports, liability can still attach if the detailed procedures set forth in the federal Fair Credit Reporting Act (FCRA) are not followed. Specifically, the FCRA requires employers to inform applicants that a credit check will be performed and to obtain the applicants’ written permission in a stand-alone document that is not part of the employment application.

In addition, if an employer decides to take an adverse employment action against an employee or applicant based on the credit check, the employer must first give that individual a “pre-adverse action disclosure” that consists of a copy of the credit report and a written summary of rights under the FCRA before taking the adverse action. Presumably, this requirement is intended to allow an employee or applicant an opportunity to attempt to correct any inaccuracies on the report. Once the adverse action has been taken, the employer must provide the applicant or employee with an “adverse action notice.” This notice must alert the recipient that the employer, not the credit reporting agency, made the adverse decision; inform the recipient that he or she has a right to a free copy of the report; and provide the name, address and phone number of the agency that provided the credit report so that the recipient can dispute any inaccurate information.

Employers that fail to comply with the FCRA may face liability for actual damages, attorneys’ fees, costs and punitive damages. Criminal penalties are also possible for any employer that obtains a credit report under false pretenses.

Minimizing The Risks
Some of the ways you can minimize the risks of obtaining employee or applicant credit reports are by:

• Determining whether state laws govern your use of applicant/employee credit reports;
• Evaluating whether the benefits of obtaining credit reports for various positions outweigh the risks of doing so;
• Developing appropriate policies and procedures to govern procurement of credit reports; and
• Ensuring compliance.

The Rest @ HR Bits