Homebase
JUNE 26, 2023
That’s why we’ve broken our comparison down based on the best use case for each platform: 1. Pro — Job costing, pre-employment screening, and paycheck previews for $89 per month and $3 per person per month. Homebase: Best all-in-one solution 2. Deputy: Best for unique compliance features 3.
ExactHire
JANUARY 16, 2015
But that simple comparison–and the countless, more nuanced ones–will mean nothing come Sunday. Our HireCentric ATS includes background check integration and, when paired with other pre-employment screening programs like reference checking and behavioral assessments, supports smart hiring based on job fit.
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Cisive
JULY 12, 2022
The MVR will also alert employers to accidents, violations, suspensions, vehicular crimes, DUIs (driving under the influence), or driving record points if applicable. An MVR must also be requested annually as part of an employer’s annual review, to determine if the driver still meets the employer’s requirements.
Cisive
MAY 10, 2022
In transportation, there are four reports that most employers will request when reviewing applicants for driving positions at their company. These are: MVR: Motor Vehicle Records ; CDLIS: Commercial Driver’s License Information System ; PRE: Previous Record of Employment; and. PSP: Pre-employment Screening Program.
Analytics in HR
JUNE 27, 2024
They facilitate an informed decision-making process: This is particularly important during debriefing sessions, as it enables a thorough comparison of candidates. Create a comparison matrix to visualize each candidate’s strengths and weaknesses. Use weighted criteria to prioritize the most critical skills and attributes.
Analytics in HR
FEBRUARY 28, 2024
These screening questions examples are designed to elicit responses that provide a well-rounded view of the candidate’s abilities, work ethic, and how they might contribute to your team and organization. This ensures fairness and efficiency, allowing for an objective comparison between candidates.
Aurico
DECEMBER 18, 2014
The report provided to the employer contained felony and misdemeanor convictions not associated with the job applicant. In this case, a name match only search was performed, neglecting to use an SSN trace or address history comparison. As a result, an offer for employment as a doorman in New York City was rescinded.
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