Sentences with phrase «better background screening program»

To build a better background screening program for your organization, request a meeting with our background screening experts or open an account today.

In the meantime, to discuss your employment risks or to build a better background screening program, request a meeting with our background screening experts.

We incorporate statutory and regulatory considerations, benchmarking, best practices, company culture, and hiring risk levels to ensure the best background screening program in the industry.

Not exact matches

- the game's shading mechanism has changed, which allows for increased gear texture quality - all graphical aspects and programming mechanisms have been built up from scratch for this sequel - maximum resolution is 1080p in TV mode - a bigger focus for Nintendo was the 60 frames per second - occasionally the resolution will be scaled down when there is too much ink displaying on the screen - Nintendo reduced the CPU load and refined the way to use CPU power effectively to maintain 60 fps in all matches - weapons were tweaked to let players be more creative by thinking about unique weapon characteristics and their best uses - weapons are designed to be effective when they are used during the right occasion - Special weapons are stronger than the original ones when used in the right situation, but weaker otherwise - the damage and effect of slowing down your movement when you step in the opponent's ink are reduced from original - you can jump up in rank if you're good enough, but only up until S - you can't jump up from C, B or A to S + - when you win battles in Ranked mode, the Ranked meter fills and your rank goes up when its fully filled - when you lose a battle, the gauge does not decrease, but the meter starts to crack - once the meter reaches its limit, it breaks - when the meter breaks, you have to start over again from the beginning or from a lower rank - highest rank is still S +, but if you fill up the Ranked meter, you get numbers after the alphabet such as «S +1», «S +2» and so on - maximum number is «S +50», but this number will not be displayed to your opponent - you are the only one to see it, and you can check it on your own status screen - Ranked Power is calculated by an algorithm to measure how strong each player is with minuteness - this will determine if a player's rank is worthy of receiving a big jump (like from «C» to «A»)- Ranked Power has no relation to your splat rate, and is more tied into to how well you lead your team to victory - you won't drop off more than one rank even if you play poorly - stage rotation time was changed to two hours - this was done because the devs expected people to play for an hour or so, but they found people play much longer - with Salmon Run, Nintendo considered how to implement a co-op oriented mode in a player - versus - player type of game - the devs will monitor how users are playing this mode to see if there's some tweaks they can throw in - more Salmon Run maps will be added in the future, but Nintendo wouldn't comment on adding more enemy types to the mode - rewards are changed each time Salmon Run is played - you can obtain rewards when playing locally, but not gear - originally Nintendo had an idea for this mode, but had no background setting, enemy designs, etc. - Inoue suggested that it should be salmon - themed - when Nintendo hosted the Splatfest that pit Callie against Marie, the development of Splatoon 2 had started - the devs had already decided to have the result reflected in the sequel - they even had an idea to announce the Splatfest with a phrase «Your choice will change the next Splatoon» - the timing to announce a sequel wasn't right, so they decided against this - they eventually released a series of short stories about the Squid Sisters to show how the Splatfest affected the sequel's story - Nintendo wouldn't say if Marina is an Octoling, and noted that Inklings are not paying attention to this too much - Inklings don't care about appearances, as long as everyone is doing something fresh - the Squid Sisters had composers who produced their songs, but Off the Hook are composing their music by themselves - Pearl is genius artist, but she couldn't find a right partner because she's a bit too edgy - she eventually found Marina as a partner though, and their chemistry is sparkling right now - Nintendo is planning a year of content updates for Splatoon 2 - when finished, the quantity of stages will be more than the original - some of the additional stages are totally new and some will be arranged stages from the first game - not all original stages will return and they are choosing stages based on the potential for them to be improved - Brella is shotgun-esque weapon, so the ink hits your opponent more if you are closer - it can shield damage when you open it, but the amount of damage has a limit and once it reaches it, it breaks - you can shoot ink, but you can't use the shield feature when it breaks - the shield won't prevent your allies ink - there are more new weapon categories which haven't been revealed yet - there are no other ranked modes outside of the three current options - the future holds any sort of possibility, but the devs didn't get specific about adding more content like that - for the modes, they adjusted the rule designs so that players will experience the more interesting aspects

Once you look at the financial implementations of not doing employee background screening versus having a good screening program in place, you will realize that it is quite financially significant for an organization to have these policies in place.

Having a process in place to request, receive and evaluate background checks will allow you to better defend your screening program.

Sterling Talent Solutions is hosting a webinar entitled, «How to Choose the Right Criminal Record Check for Your Organization» at 2 pm on Thursday, February 22nd that will give attendees a better understanding of the differences between the various types of criminal record checks available and what to consider when identifying an appropriate combination for an organization's background screening program.

Join this webinar to better understand the differences between the various types of criminal record checks available and what to consider when identifying an appropriate combination for your organization's background screening program.

The webinar gave attendees a better understanding of the differences between the various types of criminal record checks available and what to consider when identifying an appropriate combination for an organization's background screening program.

We can help you make better hiring decisions through a quality, cost - effective background screening program.

With a quality background screening program in place you can try to avoid being the subject of these lawsuits which can be damaging to an organization's reputation, as well as costly to defend.

Of course all of these numbers are reliant on having a background screening program that is run properly; meaning, it adheres to best practices at all levels.

This article was our # 1 most - read in 2010 and 2011 and for good reason: employers today must understand that a holistic background screening approach is vital to the success and overall compliance of your program.

HireRight's network of in - house and on - the - ground researchers gives us an expansive geographic reach to jurisdictions even outside of the United States, and HireRight offers a wide range of search options to enable you to implement a criminal history background screening program that best meets your specific requirements.

Customizable management reports, team status notifications, and e-mail alerts help you better manage your entire background screening program.

Features best practice background checking and drug testing packages to help you achieve your background screening program objectives.

It is advisable to develop a robust social media screening policy as part of a company's overall employee background screening program as well as inform candidates that you intend to use social media to collect information on them.

Find out how your organization can benefit from a well - planned and expertly - implemented employment background screening program.

Employers Choice Screening offers an extensive range of search options and «Package Options» to enable you to implement a criminal history background screening program that best meets your individual requScreening offers an extensive range of search options and «Package Options» to enable you to implement a criminal history background screening program that best meets your individual requscreening program that best meets your individual requirements.

What's really sad about these events is that they likely could have been prevented by using a well - designed background screening program.

«It can be a good addition to a well - reasoned and consistently applied screening program,» says Gregg Freeman, associate general counsel at HireRight, a background screening service based in Irvine, California.

The NAPBS provides relevant programs and training aimed at empowering members to better serve clients and maintain standards of excellence in the background screening industry, and presents a unified voice in the development of national, state, and local regulations.

Searching additional names can certainly add to the expense of your background screening program but by knowing that most criminal record searches are based largely on the name it should lead you to the conclusion that searching all of the names associated with your applicant is the way to get the best results.

Members of the BSCC are responsible for managing the business and affairs of NAPBS» Background Screening Agency Accreditation Program (BSAAP), which advances professionalism in the employment screening industry through the promotion of best practices, awareness of legal compliance and development of standards that protect cScreening Agency Accreditation Program (BSAAP), which advances professionalism in the employment screening industry through the promotion of best practices, awareness of legal compliance and development of standards that protect cscreening industry through the promotion of best practices, awareness of legal compliance and development of standards that protect consumers.

Sterling Talent Solutions» Background Screening Practices & Trends Report 2015 provides employers and human resources professionals with essential insight into current trends, best practices, compliance concerns and emerging threats that impact hiring programs.

Hire a qualified Consumer Reporting Agency to help your organization develop a compliant background screening program, procure compliant Federal and State background checks, and make a well - informed hiring decision.

«Coupled with the primary reason for conducting background checks — safety — we can all feel better that employers are taking workplace and public safety seriously and that the vast majority of employers have a background screening program in place,» Standerwick added.

Written By ESR News Blog Editor Thomas Ahearn The third edition of «The Safe Hiring Manual» (Facts On Demand Press / 826 Pages)-- an «exceptionally well organized and presented» guide to background checks written by Employment Screening Resources (ESR) founder and CEO Attorney Lester Rosen — is «a comprehensive blueprint for developing a safe hiring program for employers,...

NAPBS provides programs and training aimed at empowering members to better serve clients and maintain standards of excellence in the background screening profession.

In 2010, the NAPBS — a non-profit trade association representing the screening industry — launched the Background Screening Agency Accreditation Program (BSAAP) to promote consumer protection, best practices, and legal coscreening industry — launched the Background Screening Agency Accreditation Program (BSAAP) to promote consumer protection, best practices, and legal coScreening Agency Accreditation Program (BSAAP) to promote consumer protection, best practices, and legal compliance.

In 2010, the National Association of Professional Background Screeners (NAPBS ®) launched the Background Screening Agency Accreditation Program (BSAAP) to promote best practices, consumer protection, and legal compliance.

It will also review the mechanics of how a background screening program should work, as well as frequently asked questions by employers.

Back in 2010, the NAPBS launched the Background Screening Agency Accreditation Program (BSAAP) to promote best practices, legal compliance, and standards that protect consumers in the employment screening Screening Agency Accreditation Program (BSAAP) to promote best practices, legal compliance, and standards that protect consumers in the employment screening screening industry.

In 2010, the NAPBS launched the Background Screening Agency Accreditation Program (BSAAP) to promote best practices, legal compliance, and standards that protect consumers in the employment screening Screening Agency Accreditation Program (BSAAP) to promote best practices, legal compliance, and standards that protect consumers in the employment screening screening industry.

Employment Screening Resource (ESR)-- a leading global background check firm — has provided engaging and informative speakers as part of the upcoming «ESR Speaks» program for conferences, seminars, and webinars nationwide for over a decade to help employers better understand background checks.

In 2010, the NAPBS launched the Background Screening Agency Accreditation Program (BSAAP) to promote best practices, legal compliance, and the development of standards that protect consumers in the employment screening Screening Agency Accreditation Program (BSAAP) to promote best practices, legal compliance, and the development of standards that protect consumers in the employment screening screening industry.

The NAPBS provides educational programs aimed at empowering members to better serve their clients, while adhering to standards of excellence in the background screening profession.

«This webcast will help HR professionals avoid bad hires in the first place by keeping current on trends, best practices, and legal developments affecting background screening and due diligence in their hiring programs.»

The benchmark study «provides insight from nearly 4,000 human resource professionals about employment screening best practices» and «explores key issues, trends, and underlying business drivers affecting background check programs of U.S. organizations,» explained Whyte.

Having a well thought out and purposed background screening program will pay large dividends.

AIS» investigative professionals welcome the opportunity to work with organizations of all sizes to help define and establish for them the pre-employment background screening programs that best meet their organizational needs and goals.

Human Resource Manager — Duties & Responsibilities Direct human resource operations and support staff ensuring efficient and effective operations Responsible for benefit administration including employee leave, 401 (k)'s, and insurance Oversee payroll, departmental budget, accounts payable, and accounts receivable Recruit, interview, screen, and hire new employees with input from senior leadership Conduct staff orientation regarding acceptable attire, company brand, policies, and employment law Implement professional development program to enhance team skill sets and employee value Oversee employee recognition program to highlight notable achievements and boost team morale Review employee performance and recommend promotion or disciplinary action as appropriate Resolve disputes between staff members in a fair, professional, and timely manner Ensure company compliance will all applicable employment law and industry best practices Build and strengthen long term relationships with supervisors, peers, and community leaders Provide additional administrative support including data entry, phones, and customer service Utilize proficiencies in English, Hindi, and Malayalam to effectively serve clients of varied backgrounds Perform all duties in a positive, professional, and courteous manner