Relationships have always been a fundamental cornerstone of business; it doesn’t matter at which aspect you look. When one business chooses to trade with another, or countries doing the same, if a consumer opts to shop from one store over another somewhere down the line a relationship is a partial cause. As consumers, we choose to buy things from one business over another who offers the same goods or services. We do this for a number of reasons; the staff is more polite, one is a local store vs. a chain, a personal history with the provider, relationships can be a determining factor in how our income is spent.
It is ironic that in the information age, where a business has never had easier access to potential partners those relationships have never been more important. A strong history or track record of success can be the determining factor in a firm winning a contract over another. In fact, that is often exactly how these things are determined, rather than the lowest or best bid. Our systems currently provide some of the most efficient, state of the art technologies allowing for compliance officers and HR to maximize their time by minimizing the necessary effort in completing background checks on potential new hires without compromising diligence or scrutiny.
A workforce of high morale performs and completes tasks with greater efficacy and efficiency. This is no secret. Safety and mutual respect among employees and managers are paramount to ensuring a high morale can be maintained. Unhappy employees are a toxic virus that a business owner or manager cannot afford. In business, your word is your bond, to break it willingly or otherwise will damage any current relationships with partners and consumers alike. Not only that, but with a scarred reputation building the foundation for strong relationships going forward will be very difficult. We’ve heard it more times than we can remember, a reputation is something that takes years to craft but can be shattered in a day. Relationships work the same way, and strong relationships create repeated business. Our systems relieve the pressure that stems from administering a thorough background check with the necessary tools to stay ahead of the industry standards, thereby ensuring that the odds of hiring a toxic personality remain at an absolute minimum keeping morale high. Good people want to work with good people, this is no secret. Attract the best in the field by offering them a place to work wherein they are ensured they will feel welcome and safe. A quick commute and bump in a salary aren’t all that it takes to land the best anymore (although it probably doesn’t hurt!)
In a time when reputations are what unlock many doors, ours speaks for itself. We currently deliver services to over 35,000 businesses who hire over 2 million employees per year combined, using 75 trusted partners. Our ability to grow and strengthen relationships is a key element in our continued track record of success and hope to share it with your business through our compliance programs.
Growing a small business is one of the biggest challenges for any budding entrepreneur. The background check industry has lots of competition and many other firms trying to win your clients’ business. With a few simple strategies, you can create a successful growth model to help your company grow this year and in the years to come.
The cost of great technology has been reduced dramatically. Where before you had to build it, now you can buy it. With all the third party platforms like deverus, Tazworks and Accio Data, with minimal up-front investment, you can have the same technology, process, automation and supply chain management capabilities as many of the top 10 background check companies. This can not be overstated. Invest in a platform and instantly in the case of deverus, you’ll have a cutting-edge platform with 12 developers, UX experts, an integration department as well as a marketing team. How can you beat that? The result will be speed to market, more check boxes completed on RFPs and a technology team that can actually help you grow.
If your background check company is only focussed on smaller customers, you miss the “big fish” opportunities in the marketplace. Large companies, NGOs, and government organizations can offer a big bump in your sales. It takes a concerted effort to write good proposals and submit your bids or RFPs (request-for-proposal), but the rewards are well worth it. Getting a big institutional client can be a big win for your business.
Take a page out of the “big-business playbook” and consider a partnership with another firm to achieve your growth goals. Acquisitions and mergers are an effective way to snap up some extra market share while eliminating some of your competition. If you can find efficiencies and “synergy” through a merger or acquisition, it’s often a good strategy to build up your business beyond what’s possible with organic growth alone. Remember to keep your transaction costs low, and be sure to use a good corporate lawyer to oversee any purchases or partnerships.
If your background check company only focuses on one or two markets, you might miss other big opportunities to grow your business. Perform a simple analysis of your potential customers and brainstorm new markets with your staff. If you only focus on the legal community, perhaps it’s time to look at HR departments (or vice-versa). It helps to learn about basic marketing strategies like “segment, target, position” to work through your potential new markets. Be creative! New markets could be different industries, different geography, or moving your business online.
One of most tried-and-true growth strategies for any business is the uses of sales incentives to drive results and grow your company. If your sales force lacks motivation and struggles to meet their goals, it might be time to look at your compensation structure. Motivated salespeople are unstoppable given the right incentives and payment structure. There are lots of free resources online to help you set up the proper sales incentives to drive results and reward hard workers.
Technology is the key to advancement in modern day business, and with that in mind, the millennial generation is about to start to enter the workforce. At this point, I am sure you have heard all of the bad things that kids these days are doing, but any negative thoughts on the millennial generation need to be stopped now. They will not have the in-depth industry knowledge that your older employees will have, but they do have it an ability to work with and on technology. The cell phone has radicalised the workplace, and without adaptations to today’s leading corporate culture, your company may be lagging behind sooner than you think. In this article, we are going to review how to recruit, manage and utilise millennials in the workforce.
Recruiting can be a tough job, but when you are interviewing someone decades younger, it can feel like an impossible task. The millennial generation is online, and you need to bring your job postings to the same place they are looking. No longer does an ad in the newspaper suffice, you will need to engage in social media postings, as well as utilise search engine optimisation techniques to move your posting to the top of Google searches. These new employers will be applying by phone or tablet, and a properly optimised site will showcase that your company knows what it is doing in the tech sphere. As well, the bonus of advertising positions online is you will receive a variety of resumes from across the country, and the millennial generation is more mobile than any generation before it.
A modern day company is no longer going to crack down on their employees for spending time on their phone, instead, a manager of millennials should be allowing their employees to leverage their technological skills in the workplace. Phones in the workplace need to be allowed, and even encouraged as this is how millennials not only communicate but how they best work. As well, these new employees are wanting to level the hierarchy within the office, and have a voice in meetings with senior leaders. Assign them to lead projects, and have them collaborate with their coworkers. You will truly be amazed at how well these young minds work together. As long as a manager is able to keep the communication flow a two-way street, managing millennials is a dream job for those who can adapt.
In today’s workforce, it is essential that your breed a culture of success, but a culture that is welcoming to all generations. Within this workplace, millennials will want to utilise technology such as phones, tablets and smart boards to showcase their ideas and communicate amongst their coworkers. An office that embraces this will be able to better leverage skills that your older workers may not possess. Millennials want a way to get ahead, and leveraging their ability to use technology with ease is a great practice within the workplace. Whether it is being able to showcase a project on a phone, or just letting them have a hand in choosing the next computer choice by the company, you will have yourself a great worker in a millennial.
The millennial and their smartphone may seem like a challenge to recruit and manage, but realistically you will be bringing on some of the hardest workers in the company when you choose a millennial. As a hiring manager, you need to be able to leverage these young people’s skills and that includes the pocket computer otherwise known as a cell phone.