Good news on the job front has laid-off workers updating their resumes and throwing caution to the wind.
The U.S. Bureau of Labor announced that national unemployment went from 9 percent to 8.6 percent in November, and that 120,000 jobs were added to the labor force. That gives renewed hope for job-seekers, especially those who have had little luck when applying within their former industry for several months. Millions of workers are eager to earn a chance, but, unfortunately, some are giving up hope.
A promising lead perks the spirits and a subsequent interview is often the deciding factor in landing the desired position. Strong references and a well-written cover letter can get a foot in the door. Flashy attire and a confident demeanor can also make a job candidate stand out. But a record absent of any negative marks can go a long way in making sure you’re not immediately disqualified from the running.
TruDiligence, based out of Lakewood, Colo. , is a Better Business Bureau-approved company that has been satisfying clients for 18 years and has screened thousands of applicants for indiscretions, from driving infractions to felony acts. It has helped the likes of Robert Half International, a leading recruiter, and major firms throughout America with drug screenings and education verification. TruDiligence promotes the interests of public protection by providing fast, accurate, comprehensive background screening services.
To get the unemployment rate to 6 percent in the next three years, the country will need to add 13.1 million jobs. Rest assured, there will be plenty of people vying for the few jobs that are open.
The rush of resumes that flood in for each job vacancy can be dizzying for a human resources specialist, but the standard background check can instantly narrow down the field. TruDiligence processes dozens of background screenings within a short time and helps FRCA-compliant companies avert negligent hiring claims by performing due diligence. An increasing number of employers are being held responsible for the misconduct of their employees. Since the early 1980s, negligent hiring and retention lawsuits have been on the rise.
What an applicant does not tell you can end up costing the company a hefty sum and deliver an unnecessary blow to an otherwise strong public image. Rooting out the bad apples is easy if you know where to look.