The Skinny on Pre-Employment Background Checks

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Congratulations! You’ve reached the end of a tough interview process and are on the cusp of a job offer. Now only one step remains – a background check. And yes, you should expect it – according to GoodHire.com, 72% of employers run a background check for every person they hire.

To most people the background check is just that – something that happens in the background of the job interview process with little to no transparency beyond a disclaimer and box to check consenting to such an investigation. Yet companies who go to the trouble and expense of running background checks tie job offers to the successful completion this final step.

What happens after you check the box giving a potential employer permission to run your background check? They typically go back seven to ten years, and may include any of the following:

• Criminal record. There is much contention around these types of checks, and laws vary state to state on how a person’s criminal history can affect them during the hiring process.

• Credit score and history. Regardless of the circumstances, poor credit makes it seem you will be a bad steward of company resources, is an obvious red flag for people applying for financial jobs, and even creates the impression you are more likely to steal from the company.

• Employment verification. They’re not checking to find out what you did day-in-and-day-out at an old job. They’re checking to see if you told the truth.

• Education verification. Same as above (yes, it matters – if you’d like to see a real-life example, check out the story of George O’Leary’s short tenure as head football coach of Notre Dame)

• License/Certification verification. Same as above, especially if the role requires specific licenses and/or certifications (for example, if you’re a truck driver and need a CDL) and the applicant claims to have them.

• Driving record. Employers do not want an accident-prone driver making deliveries, or someone with two speeding tickets a month driving around clients.

• Reference check. Be smart about references; if you put someone down as a reference, 1) be sure to tell the person you have listed them as a reference, 2) make sure you know what your reference is going to say about you, and 3) provide up-to-date contact information.

• Drug screening. Even though many people find it intrusive, several employers still drug test applicants to whom they are prepared to make an offer. Even if you live where marijuana is legal, it is still federally prohibited and you could be denied a job if you test positive for it. Research the laws in your state.

• Social Media. Everything lives forever on the Internet, and while it may not be fair to be judged for some silly picture you posted eight years ago at somebody’s wedding, you may be.

In exchange, employers are required to adhere to an array of state and federal restrictions on background checks, that may include:

• How they can use information gained in a background check when weighing candidates for a job.

• Consent from the applicant to run a background check.

• The number of years a background check can cover.

• Reporting requirements that may include, but is not limited to, providing the applicant with the name of the agency doing the check and a free copy of the report.

• Applicant salary histories. In a few states, employers can’t ask you what you’ve earned, only what you’re looking to make.

• Ban-the-Box Laws (which restrict questioning/use of criminal history).

Your rights:

• Employers must adhere to the Fair Credit Reporting Act (FCRA).

• It is illegal to run a pre-employment background check on the basis of an applicant’s race, color, sex, nationality, religion, disability, or age.

• Employers must get written permission from applicants to run a background check.

• Employers must let applicants know how they intend to use the information in their credit report.

• It is your right to know what is in your credit and other background check reports, and you have the right to dispute information in said reports.

• If an applicant is denied employment due to something discovered during a background check, employers may have to inform the applicant in writing as to what exactly what was used from the investigation and provide a copy of any relevant documentation (e.g. credit report).

• Needless to say, employers are not allowed to misuse your personal information in any way.

• You have the right to withhold consent from an employer to run a background check, but they have the right to refuse your application if you do.

What is and is not allowed in a pre-employment background checks varies from state. Here is a great resource that will let you know the law in your state: Background Check Laws for Every State. And if you need legal advice, check with an attorney (disclosure - we’re not lawyers).

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Philip Roufail contributed to this article.

Scott Singer is the President and Founder of Insider Career Strategies Resume Writing & Career Coaching, a firm dedicated to guiding job seekers and companies through the job search and hiring process. Insider Career Strategies provides resume writing, LinkedIn profile development, career coaching services, and outplacement services. You can email Scott Singer at scott.singer@insidercs.com, or via the website, www.insidercareerstrategies.com.

How to Write A Great Cover Letter

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Letter writing is a dying art, which is unfortunate. However, it is not unreasonable for people to question the importance of the cover letter in the seemingly impersonal modern job application process. Unless you know exactly to whom you are sending a cover letter, is there even a point?

The short answer: In many cases, yes, there is a point. Even though in this age of applicant tracking systems (employer recruitment systems) cover letters have diminished in value and usage, a well placed, well written cover letter can help you get an interview for a job you want.

So, how and when does a cover letter matter?

• Your resume may have to conquer an automatic tracking application system but there are real people on the other end of the process, and if you know exactly who that is and how to reach them, you owe it to them to demonstrate that you really want – and are qualified for – the job.

• Some job postings request a cover letter to apply. In this case, you have no choice; interpret this requirement as your first test from the hiring manager. A poor cover letter (or lack of one altogether) may eliminate you as a viable candidate.

• If a cover letter is not requested, submitting one that is professional in tone and format shows you’ve put in extra effort and can create a strong first impression.

• When you take advantage of the extra opportunity to detail your reasons for applying for a job and talk up your qualifications, you gain a competitive edge over those who skip this step or send a generic going-through-the-motions type of cover letter.

Now that you are convinced to write a cover letter for every application, required or not, you have to write it. Here are quick step-by-step instructions to write an effective and professional cover letter:

Step One: Format your cover letter like a professional business letter, incorporating the date, addressee’s name and title, the address to where it’s being sent, and salutation. For those of you raised exclusively on electronic communications, here’s a sample and guide from the kind folks at Purdue University.

Step Two: Format your cover letter and resume with consistency between the two documents, namely use the same fonts and headers. Deviating from this will come across as careless.

Step Three: If possible, find out the name of the recruiter or hiring manager and address your cover letter to that individual; mining LinkedIn can often help you deduce this information. If you do not know to whom you are sending the cover letter, the salutation should be, “Dear Hiring Manager:”

Step Four: Keep it concise and professional, without sounding personal in nature.

Step Five: Don’t exceed four or five paragraphs, or one page. Less is more.

Here’s a sample format:

• Paragraph One: Lead with your reasons why you are excited about the company and to apply for the job.

• Paragraph Two: Tell the story of your relevant professional background, how it applies to the job position requirements, and how you will add value to the company’s mission. This is your opportunity to market yourself with some sizzle.

• Paragraph Three: List two or three of your biggest accomplishments that tie into the job’s criteria.

• Paragraph Four: Thank the person for reading your resume, tell them you appreciate their consideration, and finish with an action item (e.g. I will follow up with a phone call on Friday).

While a great cover letter can help you, a poor one can hurt you. Bear in mind that you’ll actually hurt your chances of getting the job if your cover letter (or resume, for that matter) shows a lack of effort, is poorly formatted, or contains typos or misspelled words. Your cover letter is the first thing an employer will see, and they’ll make judgments about you from this.

Proofread your letter several times. Then ask someone else to proofread it as well to root out any typos you missed.

Lastly, if you get stuck, there are many online sites and books with great templates and examples of dynamic cover letters. You wish to invest your time and money in these tools to learn best practices.

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Philip Roufail contributed to this article.

Scott Singer is the President and Founder of Insider Career Strategies Resume Writing & Career Coaching, a firm dedicated to guiding job seekers and companies through the job search and hiring process. Insider Career Strategies provides resume writing, LinkedIn profile development, career coaching services, and outplacement services. You can email Scott Singer at scott.singer@insidercs.com, or via the website, www.insidercareerstrategies.com.

My Position Is Being Eliminated and I’m Going To Be Laid Off… Now What?

iStockphoto.com | AndreyPopov

You’ve been notified that through no fault of your own, your job is slated to be unexpectedly eliminated and you have a few weeks until your end date.

The chances of this happening to you at some point in your career are pretty high – according to the U.S. Bureau of Labor Statistics, about one in ten employees is laid off every year. And it can occur for a variety of reasons:

• Your company decides to move its corporate office halfway across the country, and you must decide to move or take a severance package.

• Your company merges with or is acquired by another company, and duplicative job positions are eliminated.

• There is an economic downturn, or other unexpected financial pressure (e.g. trade war with China) that forces your company to reduce its staff as part of an organizational restructuring.

• Your company adopts a new long-term strategic plan that downsizes your department to the point elimination, or outsources your job functions to third parties.

These are just a few examples and are by no means an exhaustive list, but they all have one thing in common – they are all beyond your control. Here are 10 tips to help you do that can help you adapt and overcome.

1.     Recognize that it’s not personal. It’s just business. In business, when high-level changes are made or profits are down, payroll is usually affected. And when that happens, chances are you may be one of several employees where you work impacted by forced staff reductions. You’ll be able to frame it as a layoff to future employers, which removes a great deal of stigma.

2.     Assess your timeline. Let’s assume you have some time before your job actually goes away. On one hand, you’re about to be unemployed and conventional wisdom dictates you immediately launch a new job search with the goal of transitioning into a new position before your eliminated job officially ends. On the other hand, your company needs its employees until their designated end date, so they may offer substantial retention and severance pay to key employees who remain until the sixty days are over. Understand this so that you can time your search accordingly. Which leads to…

3.     Assess what your company is offering. Talk with Human Resources to understand if and what retention pay, severance pay, and any other compensation or services the company may offer. Understand that if you get any sort of compensation to stick around until the end, you’re trading money for time – you’ll need to determine if the extra compensation is worth shutting yourself out of new job opportunities that may arise during your final weeks or months.

4.     Consider getting professional legal advice before signing any exit agreement. Usually, as part of any job elimination process the company will ask terminated employees to sign a variety of legal documents in exchange for retention and severance pay. Understand what you’re signing; good legal counsel may be beneficial to your overall exit strategy, and can help you understand what restrictions you may face in terms of potential work timelines, restrictions in accepting roles within your same industry, or other restrictions or benefits.

5.     Get good references early. Whether you stay until the end or jump ship, a stack of positive references will help you. Most people will take the time to write you a reference. Send them a thank you note.

6.     You’re in marketing now – and your product is you. You can’t start a job search without the perfect modern resume… and cover letter… and LinkedIn profile… and the list goes on. You must do it, so get started early. Don’t wait until you’re not working. An early start helps you get a jump on the search, especially if your company is also laying off several other individuals with your same skill set who will be hitting the market at the same time. (From the vault: The Essential Job Search Checklist)

7.     Launch your new job search in an open manner. When you’re the victim of some corporate whirlwind that’s public knowledge you have the benefit of job searching without any restrictions or fear your current employer will find out. Make the reason your job position was eliminated a concise and sympathetic statement in your Elevator Pitch (i.e., the response to, “Tell me about yourself”) and let recruiters on LinkedIn know you are actively searching for new opportunities. (From the vault: How to Nail the Dreaded Elevator Pitch)

8.     Aggressively leverage your professional network. Now is the time to hit up all the people whose professional relationships you have diligently nurtured over the years. Since you’re looking for a job in an open manner, canvas your contacts. People are often willing to help if you’re willing to return the gesture in the future. (From the vault: 6 Simple Ways to Take the Pain Out of Career Networking)

9.     Keep up your job performance. Back to our countdown clock toward your exit date. Whether you decided it’s better to jump ship or work until your designated end date, it’s not advisable to allow your work performance to slip when you’re asking for references and interviewing for jobs, and it’s equally unadvisable to wait until your end date to update your resume. Really think about the best way to structure your final days in order to make the transition as smooth as possible.

10.  Take advantage of any outplacement services your company offers. Many companies will offer outplacement services as part of their severance package (and if they don’t you can still ask for it). Outplacement services normally include resume/cover letter writing or coaching, help developing your story/elevator pitch, and general career counseling, among other services that can help jumpstart your job search.

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Philip Roufail contributed to this article.

Scott Singer is the President and Founder of Insider Career Strategies Resume Writing & Career Coaching, a firm dedicated to guiding job seekers and companies through the job search and hiring process. Insider Career Strategies provides resume writing, LinkedIn profile development, career coaching services, and outplacement services. You can email Scott Singer at scott.singer@insidercs.com, or via the website, www.insidercareerstrategies.com.