Two of the biggest hiring challenges many large, well-known businesses are facing is handling consent for background checks and disclosing reasons related to background check results why someone may not be hired for a position. Considering their size, and we’re assuming, human resources departments, it’s surprising that so many of these big names keep finding
Three Key Elements to a Screening Policy
If you don’t already have an employee/volunteer screening policy, you need one. It’s non-negotiable. A thorough screening policy will not only help protect your religious organization and the people within it from psychopaths, it will safeguard your church against any legal action that might be taken should a predator/thief/fraudster/etc. slip through your ranks. But not
Can An Employer Require Candidates to Pay for Their Own Background Check?
When budgets get tight, employers often have to do a lot of soul-searching to find out where to best spend their dollars. One of the most expensive aspects of running any business, including ministries, vacation bible schools, and other faith-based organizations, is hiring new people. From generating and placing job openings to gathering applications and