Berks & Beyond Blog

Hiring decisions are critical to your company’s success.  Logically, you should do everything in your power to make sure your candidates are upstanding, law-abiding citizens with spotless criminal records, right?

Maybe, maybe not.

While it may be reasonable for you to not want to hire an axe murderer, you need to be careful about your company’s criminal background policies.  They could cost you dearly.  In fact, Pepsi Beverages recently agreed to pay $3.13 million to settle a lawsuit brought by the Equal Employment Opportunity Commission over alleged discriminatory background screening practices.

The case centered around Pepsi’s policy to not hire applicants on a permanent basis whose background checks revealed an arrest that did not lead to conviction for positions at their factory.  The EEOC said that 300 black applicants were denied permanent employment due to arrests that did not lead to convictions.

The policy was deemed discriminatory because there was “reasonable cause to believe that the criminal background check policy formerly used by Pepsi discriminated against African Americans in violation of Title VII of the Civil Rights Act of 1964.”

Some experts predict that these types of enforcement actions will only increase with time.  So what’s a responsible employer to do?

In some cases, criminal background checks are a necessary part of business.  Too often, candidates give incomplete – or downright false – information, because they know that certain facts about past actions may disqualify them from consideration.  If you do choose to conduct a background check to get more information about an applicant, use these common-sense tips:

• Get the applicant’s consent in writing – before you check anything.  Explain clearly what you plan to check and how you will gather information.  This gives candidates the opportunity to remove themselves from consideration before embarrassing details are discovered, and it prevents applicants from later claiming that their privacy has been violated.
• Make sure your inquiries are relevant to the job in question.  If you are hiring a security guard who will carry a weapon, it’s reasonable to want to check for past criminal convictions.  If you’re hiring an administrative assistant, however, a criminal background check may be unwarranted.  As a reminder, Pennsylvania only allows employers to consider felony and misdemeanor convictions to the extent that they relate to the applicant’s suitability for a specific position.
• Apply your policies consistently.  Conduct the same checks for every candidate who makes the “final cut” and is being considered for a certain job.
• When in doubt, consult with your attorney.  It’s smartest and safest to work with an attorney when reviewing and/or changing your criminal background check policy.

Minimize Your Employment Risks with Berks & Beyond. 

As our temporary and contract employees’ employer of record, we assume all employment-related risks.  When we send you temporary employees, rest assured they are thoroughly screened and authorized to work for your organization.

To make staffing safer and simpler for you, Berks & Beyond chooses to participate in E-Verify.  Since 2007, every employee we’ve placed has been screened with this system.  Want to learn more?  Contact Berks & Beyond today.

Have you ever wondered what it’s really like to work as a temporary employee for Berks & Beyond?  If so, read on.  Here’s what our employees have to say about their experiences with us:

Berks & Beyond’s Reading Office

“My experience with Berks & Beyond was great because it allowed me to establish a contact with a recruiter and she was great in getting back to me in a timely manner – which is CRITICAL when you are dealing with a temp agency because otherwise you can get lost in the shuffle.  My recruiter gave me confidence she was on top of things and that IF/WHEN something came up, she would get back to me.  If anyone is looking for work, please make sure you contact Berks & Beyond.”

–Francis Delauretis

Berks & Beyond’s On-Site Godiva Location

“In the changing workplace, Berks & Beyond opens the door of opportunity to businesses otherwise unapproachable.  The service educates one about areas open to use one’s skills and abilities.  I personally experienced the professionalism of (Berks & Beyond’s) staff for their job, coupled with concern and empathy for their client in these difficult economic times.  This conduct was evident starting with the owner (Chris Garner), continuing through the office staff to the on-site manager.  Thank you, Berks & Beyond, for giving me the opportunity to serve and be productive.”

–Cheryl Bortz

Berks & Beyond’s York Office

“First of all, I would like to thank you for considering my qualifications.  It was a pleasure meeting you.  I really appreciated your work of helping me (in particular), and the others in a professional manner, and making an immediate positive impact on our careers.  What you are doing is truly impressive.”

–Son Duong, H.

Put your success story here.

Before you click the “Submit” button to upload your next job posting, consider the following:

1. Make sure the title accurately describes the position.  Consider including common keywords qualified applicants are likely to use when searching for an opening.
2. Provide a comprehensive list of skills and qualifications.  Differentiate between those that are required, as opposed to desirable.
3. To reduce the submission of unwanted résumés, be clear about:  salary range; start date; years and type of experience necessary; essential certifications; and required tests and/or background checks.
4. The Internet has created a global workforce.  Make sure you supply details about where the job is located, and whether or not telecommuting is possible.
5. Provide clear instructions for application.  Give candidates multiple methods of applying.  Be sure to list e-mail address, fax number, mailing address and the contact person’s name and job title.
6. Include preferences or equal opportunity statements.
7. When posting to multiple sites, assign unique job codes for tracking leads.  This step will help you monitor the quantity and quality of leads coming from each site.
8. Keep in mind that if you send an announcement to an e-mail list or newsgroup, it will likely be picked up by any number of websites and forwarded, re-forwarded, etc. – and you will have no ability to control the accuracy or content of these listings.
9. Don’t use all caps in your posting online.  It is the printed equivalent of YELLING. (See?)
10. Copy and paste from a simple text editor, and avoid special codes or characters used in word processing software.
11. Always, always proofread for content and check your spelling.

As you know, it takes substantial time and effort to post a job correctly.  And even the most carefully crafted posts don’t always yield the best candidates.  So why do it on your own? 

Berks & Beyond’s expanded direct placement services save you time, increase your focus and deliver only candidates who accurately match the available position.  We offer this service to Central and Southern Pennsylvania employers on a contingency-fee basis; in other words, you will not be charged until you hire the right person for your company.  Contact us today to learn more.

Any staffing service can claim they’re the best, or that they’ll find you the right job opportunity.  But we’re not just “any staffing service.”  So, once again we’ve gone straight to the source - to show you what our employees have to say about their experiences with Berks & Beyond:

Berks & Beyond’s Reading Office

“When I decided to go back to work after taking some time off, I was finding it difficult to gain employment again with so few jobs available in today’s economy.  The Berks & Beyond staff looked at me and my experience, not the small gap in my resume.  The Berks & Beyond staff were professional and courteous.  I am now back working with people and helping them achieve their goals.”

     –Helen Keating

Berks & Beyond’s Pottstown Office

“Thank you for all the help you have given me with my job search.  I especially appreciate the information and advice you have provided, and the contacts you have shared with me.  Your assistance has been invaluable to me during this process.  I am very confident that Remcon Plastic will make a wise decision, whether I’m part of that decision or not your staffing has fulfilled my every expectation.  Again, thank you so much.  I greatly appreciate your generosity.”

     –Rafael Ortiz-Colon

Berks & Beyond’s York Office

“I have worked with Berks and Beyond for about 4 years doing various warehouse assignments.  My experience working with the York office has been great.  They are wonderful people to work with, and I have enjoyed the various companies that I have worked with.  I have never had any complaints with the staff or had a problem getting a new assignment.  Berks and Beyond knows who I am and what I can do and they make the right match from there.  It is my pleasure to work for Berks and Beyond.  Thank you for everything!”

     –Elsa Diaz

Berks & Beyond’s Reading Office

“The benefit of working with Berks and Beyond is that they find you great jobs with great pay.  And, it’s great having an on-site coordinator for our daily issues.  They are always there when you need them.”

     –Barbara Santiago, Jessica Morte, Christian Rivera, Leticia Santiago

Put your success story here.

Are you between jobs?  Returning to the workforce?  Looking to gain experience or greater job flexibility?  Call Berks & Beyond today.  We’ll listen to your needs, match you with a great temporary, contract or direct opportunity in Central or Southern PA, and make you our next staffing success story.

It’s like a bad dream.

You’re in an interview, dressed to impress and feeling totally in control of the situation, when the unthinkable happens – the interviewer asks a question that completely stumps you: 

“If you could have dinner with anyone from history, whom would it be and why?”

“Why is a manhole cover round?”

“Which fictional character would you say best describes you?”

If just reading these questions makes beads of sweat pop out on your forehead, you’re not alone.  In an interview situation, most of us would be stopped in our tracks by off-the-wall questions like these.  But that’s the point:  interviewers ask odd questions intentionally, to see how well job candidates thinks on their feet and respond to stress.

Because unusual interview questions can be about virutally any topic, they’re nearly impossible to prepare for.  Still, here are a few quick tips to help you handle them more effectively:

• Keep your composure.  The question was meant to throw you off your game – so don’t let it rattle you.  Keep your face neutral and recognize that this is the wacky question you’ve been anticipating.
• Take your time.  Smile, take a deep breath and avoid the temptation to blurt out an answer.  Don’t panic – if you have to take a moment to gather your thoughts, it merely demonstrates that you think carefully through a situation before responding.
• Relax.  When it comes to unusual interview questions, your answer is not as important as how you handle the situation.  In fact, most don’t have right or wrong answers.  So take the pressure off yourself.  You don’t have to be brilliant, you just need to answer honestly.

If you’d like some practice answering off-the-wall questions, consider the following popular ones:

• If you could be any character in fiction, whom would you be?
• If you had only six months left to live, what would you do with the time?
• If someone wrote a biography about you, what do you think the title should be?
• If you were a _________ (insert:  car, animal, salad dressing – you get the picture), what kind would you be and why?
• If you won $50 million in the lottery, what would you do with the money?
• How would you rate me as an interviewer?

Be Prepared for Your Next Interview

Register with Berks & Beyond today.  Our team of staffing professionals will listen to your needs, match you with a perfect direct placement opportunity, and then prepare you to ace the interview.