Business.com named Sterling among its exclusive line-up of the best background check companies of 2019 for the SterlingNOW self-service background screening solution. The accolade coincides with SterlingNOW’s first birthday celebrations last week.

Optimized for Trust

For businesses that need a convenient and cost-efficient way to run up to 100 top-quality background screens per year, SterlingNOW delivers a superior level of protection built on a foundation of trust, integrity, and industry expertise. SterlingNOW offers the Sterling screening trusted by clients for over 40 years, including Fortune 500 companies, now tailored to the needs of small businesses.

Scope of Services

Says Business.com correspondent Skye Schooley, “SterlingNOW, by Sterling, offers an easy-to-use platform for small businesses to order self-service background checks with quick turnaround times. A variety of businesses in the financial services, healthcare, hospitality, manufacturing and transportation industries, to name just a few, can benefit from SterlingNOW’s self-service opportunities. Businesses that benefit the most from SterlingNOW are those that need quick, self-service background checks and typically require fewer than 100 checks per year.”

Key Features

Three key features of SterlingNOW are highlighted in the Business.com article featuring the winners:

• Helpful video demo
• Convenient online portal
• Variety of screenings

For the complete review, read the original article on Business.com.

This publication is for informational purposes only and nothing contained in it should be construed as legal advice. We expressly disclaim any warranty or responsibility for damages arising out this information. We encourage you to consult with legal counsel regarding your specific needs. We do not undertake any duty to update previously posted materials.

As a HR professional, brand protection might seem like the work of the marketing department with reinforcement from the external client facing departments. However, there is an increasing need for HR to take on an active role in brand protection by (1) putting in place a robust social media screening policy, and (2) the inclusion of social media screening atop their current suite of background checks during the recruitment process.

Why the focus on Social Media?

Social Media is a public two-way window for both personal and business users. Companies have also increasingly engaged proactively with potential and existing clients through business profiles and employees through social media content.

The current 2.8 billon social network users worldwide continue to grow and has been projected to hit 3.1 billion in 2021, based on data from Statista.  As the number of social media platforms grows in tandem, we see that social media has becoming an inseparable part of our lives, both inside and outside the workplace. And today, the lines between personal and professional have become increasingly blurred.

According to Riia O’Donnell from HRDive, some employees may believe that social media accounts are personal and that they can post indiscriminately or display unfavourable online behaviour such as:

• Racist and sexually explicit comments
• Offensive articles and imagery
• Harassing and degrading comment
• Bullying behaviour

Is having a social media policy enough?

Not many companies have a robust social media policy in place. Those that do, tend not to enforce them. Riia O’Donnell highlights that only 32% of companies tell their employees how they should be behaving on social media.

A clear, concise and updated social media policy is a good start to ensure that clear guidelines and parameters are communicated to employees. However additional steps need to be taken, and HR professionals are recommended to take a two-prong approach by screening new hires should be for inappropriate social media behaviour in the recruitment process and taking on social media screening in annual employee rescreening process.

The introduction of these screening processes can filter and reinforce the company’s social media policy to lower the risk of a bad hire and /or damaging employee behaviours.

How does social media screening work?

Social media screening is “the process of capturing any activity on the internet relating to your candidate that is potentially incriminating.” Vetting social media profiles can provide unique insight into a candidate and may reveal potentially unlawful, violent, racist, intolerant and sexually explicit behaviors that would not show up during the interview process.

Should I DIY or outsource social media screening?

By taking on a DIY approach to social media screening, it may increase the liability of the company, as personal unconscious bias can be introduced into the process through accidental exposure to personal and protected information.  Additionally, in some countries, such as USA, there have been new laws created preventing employers from asking a candidate for social media passwords or to “friend” them to see their profiles.

The engagement of a third-party provider such as Sterling RISQ will help companies navigate geographical regulations and provide an in-depth objective social media screening of the candidate’s social media posts for an unbiased, complete picture of your candidates.

Based on Career Builder’s 2016 press release, the number of employers using social media to screen candidates has increased 500 Percent over the last decade. Social media screening is simple a component of an evolving screening process that evolves as we as a society evolves, and as HR take on a bigger role in brand protection.

Sources:

https://www.hrdive.com/news/your-brand-your-employees-and-their-social-media/445741/

https://www.cnbc.com/2018/08/10/background-checks-are-evolving-fast-here-is-how-you-should-prepare.html

https://www.careerbuilder.com/share/aboutus/pressreleasesdetail.aspx?ed=12/31/2016&id=pr945&sd=4/28/2016

https://www.shrm.org/hr-today/news/hr-magazine/Pages/0914-social-media-hiring.aspx

https://www.bbc.com/news/technology-47135058

This publication is for informational purposes only and nothing contained in it should be construed as legal advice. We expressly disclaim any warranty or responsibility for damages arising out this information. We encourage you to consult with legal counsel regarding your specific needs. We do not undertake any duty to update previously posted materials.

There are many places online where you can go to look for a new job, but if social media is not one of the places you’re going, you may be missing out on good leads and opportunities to connect with potential employers. Companies are not just using their own platforms to connect with customers. They often turn to social media to look for job candidates and post information on why they’re a great place to work. However, to impress these prospective employers on social media, you must put your best foot forward.

The following ten tips can help you show your best self:

1. Screen Everything About You That’s Out There

The first thing you should do when creating a social media strategy for your job hunt is to find out what employers may see about you. Run a search on yourself and think from an employer’s perspective about what you find:

• Do you have unflattering pictures out there?
• Posts with offensive language?
• Conversations that may turn off hiring managers?

Figure out what’s out there that puts you in a bad light and get rid of it. Next, to change your online image, replace the negative posts with more appropriate content. The more positive information you put out there, the less likely it will be that people will find your past negative posts. Be proactive, with many employers routinely requesting their background screening company to run social media searches, you need to project your best online persona.

2. Separate Personal from Professional

People go on social media to have a good time, but it’s best to keep your personal life separate from your job search. Make one page to communicate with your friends and family, and a separate page related to your professional activities and achievements. However, keep in mind that even with a separate page, companies can still see what you’re posting, so be sure to tighten up your privacy settings so that your personal activities are not public. Also, be careful of who you allow to get a glimpse into your personal life online. Privacy settings don’t count if you accept every friend request you receive.

3. Be Careful with Names

Clever nicknames are fine for your personal social media pages, but when it comes to your job-hunting activities, it’s best to keep it professional. Any social media page that’s dedicated to your work life should have your real name, rather than a nickname. In addition, any email address you use for your job search should also be your name. Hiring managers can and do notice if your email address is less than professional, and it can raise a red flag on your application.

4. Create a Complete LinkedIn Profile

LinkedIn gives users a lot of real estate to describe what makes them a great job candidate. Be sure to use all of it. Leaving areas blank is only wasting opportunities for you to impress employers—and for them to find your profile in the first place. You can also “follow” the companies where you are applying to learn about their latest activities and company focus. If you are called for an interview, your knowledge of the company’s activities on social media and ideas you present will help you score brownie points.

5. Keep Information Up to Date

Have you earned a certification? Learned a new skill? Attended an industry event that deepened your knowledge? Be sure to keep your social media pages up to date with what you are doing. This further solidifies you as a right fit and provides more opportunities for hiring managers to find you when they search industry keywords.

6. Demonstrate Your Expertise

You have special knowledge about your profession? Then be sure to share it on your social media pages. Writing blogs that showcase your expertise, sharing industry news, and giving people advice where relevant, goes a long way toward establishing yourself as a good candidate for a job. Read industry updates and news, pepper your posts with relevant and updated information that will grab the attention of hiring manager.

7. Follow Job Search Hashtags

There are several hashtags that job seekers should follow to find job posts from companies easily, these include: #employment, #careers, #JobSearch, #NowHiring, and more. In addition, it’s a good idea to follow hashtags that are relevant to your industry. There are several groups online that are relevant to your industry, engage in conversations to connect with others in your field. You never know who is following a discussion, and an insightful post in an industry-related hashtag can get the attention of someone who may be able to hire or even recommend you.

8. Avoid Hot-Button Topics

Everyone has their own beliefs about hot-button issues like religion, sex and politics; but your professional social media account is not the appropriate place for you to talk about them. Since you can run the risk of offending someone in a position to hire you, even if you are expressing your thoughts in a respectful manner, it’s best to keep those types of conversations on your private page. If you would like to, share sensitive posts in a sensitive, respectful and non-judgmental tone.

9. Choose Photographs Wisely

The popular adage, a picture is worth a thousand words, holds true for your photographs too, and you want to ensure those thousand words are telling a story that organizations want to hear. Although it’s okay to share some personal photos—like pictures of you engaging in your hobbies or spending time with your pets—you should make sure they convey a positive message about you.

10. Show Your Personality

Just because you don’t want to air all your dirty laundry on your professional platforms doesn’t mean you can’t show your personality at all. It’s good to talk about the things you enjoy from time to time in order to show who you really are as a person. Providing this well-rounded information is a good way to further connect with hiring managers online—and that’s what social media is all about.

Sterling’s mission is to provide a foundation of trust and safety our clients need to create great environments for their most essential resource, people. We believe everyone has the right to feel safe. Click here to learn more about us. Do you have questions on background checks?

Sources:

https://collegegrad.com/blog/5-tips-for-using-social-media-in-your-job-search
https://www.forbes.com/sites/andrewarnold/2018/04/26/6-ways-to-leverage-your-social-network-while-job-hunting/
https://www.businessnewsdaily.com/7728-social-media-job-seeker-guide.html
https://www.themuse.com/advice/6-basic-social-media-tips-job-searchers-still-need-to-read-because-mistakes-are-still-happening
https://www.monster.com/career-advice/article/social-media-tips-job-search

This publication is for informational purposes only and nothing contained in it should be construed as legal advice. We expressly disclaim any warranty or responsibility for damages arising out this information. We encourage you to consult with legal counsel regarding your specific needs. We do not undertake any duty to update previously posted materials.

Unconscious bias is as much a part of our personal lives as it is a part of our professional lives.  While eliminating our biases is impossible, learning how to control them is not.

In a recent webinar facilitated by Sterling, Wyle Baoween, CEO, HRx Technology, broke down the meaning of unconscious bias and other related terms in the current global context while showcasing its adverse effects on organisations and individuals. He also introduced participants to some tools that go a long way in interrupting unconscious bias.

Diversity and Inclusion

Diversity is a combination of inherent and acquired diversity, the former covers the aspects of gender, age, race, disability, sexual orientation or socio-economic background; while the latter encompasses differences brought about by various experiences, functions, cultures, and language. The culmination of inherent and acquired diversity leads to diversity in thought. On the other hand, inclusion is a feeling that people experience when they are treated fairly, their differences are respected, and their voices are heard.

In a 2016 study by Juliet Bourke, titled, ‘How Diverse Teams Create Breakthrough Ideas and Make Smarter Decision’, the value of thought diversity when translated into numerical terms equates to a staggering 20% increase in innovation and a 30% reduction in risk! While these numbers in themselves speak volumes, the study goes into greater detail with figures revealing an unarguable business case for diversity and inclusion. The study show organisations with inclusive cultures are:

• 2X times likely to meet or exceed financial targets,
• 3X times likely to outperform competition, and,
• 6X times likely to be innovative and agile!

This study follows a line of publications and expert insights, such as Sylvia Ann Hewlett, Melinda Marshall, and Laura Sherbin’s December 2013 article for Harvard Business Review that talks about “How Diversity Can Drive Innovation”.  The Scientific American published an article “How diversity Makes Us Smarter” wherein the writer explains that being around people who are different from us makes us more creative, more diligent, and harder working. In similar vein, a McKinsey & Company report proclaims gender diversity as a corporate performance driver.

Our Unconscious Bias

Unconscious biases are a sum of the negative stereotypes we hold outside of our conscious awareness against a certain social group (such as women, LGBTQ, Asians, Muslims, engineers, doctors, etc.). These unconscious biases are shaped by our experience and environment, and can influence our perceptions, attitudes, and behaviours without conscious intention.

Unconscious Bias in our Workplace

Unconscious bias is often in contradiction to our values, and when this is transferred to the workplace, we hear it in the form of an unfair treatment in some form or the other. For example, we may experience that some job applicants are experiencing biased treatment, or that a manager is favouring certain people on the team, and so on.

A study by Stanford Business showed that how technology companies alienate women during recruitment. On the contrary, being aware of our biases and addressing them objectively can have better outcomes for organisations and people. Here’s how biases impact recruitment:

• The Halo Effect (or confirmation bias): our tendency to accept information that confirms what we already believe. In such cases we tend to undervalue or dismiss facts altogether and go on to select only those facts that strengthen our pre-existing belief system.
• In-Group Bias (or affinity bias): our tendency to like people we automatically relate to and favouring people that belong to our group. While hiring a candidate, we often hear the word “culture fit” or lack thereof, to dismiss the possibility of a hire that does not fulfil this bias.
• Performance Bias: our tendency to judge members of the dominant group by their expected potential, while judging others by their proven accomplishments.

Tips and Tools to Mitigate Biases

If we examine each bias, we may believe that we do not relate to any of these biases. The fact is that we all have biases. Eliminating our biases is impossible, mitigating their impact is not. Here are some steps that you can take starting now:

Start with Yourself: be aware of your own biases and use tools to mitigate them by suspending judgement where ambiguity and pressure intensify the impact of our biases. Shore this up by constantly seeking feedback from people around us, as our biases are more visible to them. Here are some handy tips to start with yourself:

• Watch out for when you are tired, stressed or under time pressure
• Pay attention to decisions made with not enough information or no process
• Ask for feedback from others (what should I keep doing, start doing and stop doing?)

Reach Beyond Yourself:  help others mitigate their biases. Use the following 4Ds framework to reach out to others:

• 1. Direction Action: Call out negative behaviour. Let the person know the impact of their behaviour.
• 2. Distract: Interrupt the negative behaviour. Find a way to distract from the situation.
• 3. Delegate: If it is hard for you to speak out, get someone else to step up.
• 4 Delay: If it is not possible for you to intervene, let it go and do something later.

Address Systems:  Systematic biases are the inherent tendency of the procedures and practices of an institution to support specific outcomes. Organisations need to be on the constant lookout for systemic biases and consistently address them. A key deliverable is the review of HR processes.
Each step of the hiring cycle needs to be examined under the eye of diversity and inclusion, from recruitment to onboarding, from performance management to promotions, and from learning and development to succession planning; each step can translate to a champion of inclusivity.

Sources:

https://www.gsb.stanford.edu/insights/how-technology-companies-alienate-women-during-recruitment

http://www.unwired.eu.com/WORKTECH16/sydney/_review/Which_Two_Heads_are_Better_than_One-Juliet_Bourke_and_Robbie_Robertson.pdf

This publication is for informational purposes only and nothing contained in it should be construed as legal advice. We expressly disclaim any warranty or responsibility for damages arising out this information. We encourage you to consult with legal counsel regarding your specific needs. We do not undertake any duty to update previously posted materials.