If you're like most background screening providers in the industry, you're concerned about winning more new business. It goes without saying that signing new accounts and generating additional revenue is truly the lifeblood of any organization.
How can I stand out and truly distinguish myself from an increasingly congested field of competitors? What are some innovative ways that I can put my company on the radar screen of more HR professionals? Why am I not reaching my goals when it comes to increasing market share and what can I do about it? These are some of the questions everyone seems to be asking. Unfortunately sometimes, answers seem to be in short supply.
What a great couple days in Arlington! If you didn't have the opportunity to attend the NAPBS (National Association of Professional Background Screeners) last week, I highly recommend trying to make the Annual meeting in September (Scottsdale, AZ is lovely that time of year). The educational sessions were well-presented, and the feed-back I heard was very positive.
In a recent article published at SHRM.ORG entitled Know Before You Hire: 2015 Employment Screening Trends, the author cited six different expectations regarding the screening industry that will evolve in 2015. One of those predictions discussed was "Post-Hire Screenings to Protect Against Insider Threats Will Grow". The author mentions the 2013 Navy Yard Shootings as well as the Morgan Stanley insider hack as support of this prediction. There are many other similar cases known in our industry that point to the need for continued monitoring of the criminal and other records of employees during their employment even after the initial pre-hire background check has been conducted.