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Simon to provide update on Walmart U.S. at retail conference

BY Staff Writer

Bentonville, Ark. — Walmart U.S. CEO Bill Simon will provide an update on the company’s U.S. business at the Morgan Stanley Retail and Restaurants Conference in Boston on Wednesday, May 23.

The presentation will be webcast live through links at Walmartstores.com/investors and a transcript will be available later in the week. The materials will be archived for one year on the company’s website.

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john says:
Sep-17-2013 04:50 am

Transcription
Hi Ark, your Simon to provide update on Walmart U.S. at retail conference is very useful to me and i get a some ideas,Further Vanan transcription also provide audio file is convert to text from bengali transcription. If u want some ideas? click here

john says:
Sep-17-2013 04:50 am

Hi Ark, your Simon to provide update on Walmart U.S. at retail conference is very useful to me and i get a some ideas,Further Vanan transcription also provide audio file is convert to text from bengali transcription. If u want some ideas? click here

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Understanding Turn Around Times for Background Screening

BY CSA STAFF

By Jon Cano, [email protected]

When hiring to fill a position where education, experience, credibility and even liability are critical, you have every right to know where each candidate stands with regard to the reliability of an application, making background checks critically important. International and domestic background checks can identify applicants and employees who have demonstrated unacceptable behavior for the workplace or falsified their credentials. The background check process can include county, state or national criminal record searches, motor vehicle record, drug testing, prior employment and education verification, license verifications, and other investigations that can reveal potential warning signs.

While most background checks can be completed within three days, there are sometimes extraneous factors that can delay the timely completion of a comprehensive screening. As a veteran employment screening professional, I know that in our business you are only as good as your last screening and that time is of the essence. Companies are always looking for speed in the hiring and on-boarding process, and understand the comprehensive background screening process can exasperate some hiring managers who are befuddled by divergent local county and country regulations, laws and delays.

However, when you look at background investigations that require more time, the reason is likely not a slow moving background screening professional, but rather a variety of extenuating issues that can extend the completion of a search from a few days to several weeks. Background checks require either on-site or online processes depending on the investigation and the location and availability of local records. The primary factors that can delay a background check include:

Inaccurate or incomplete applications: An inaccurate social security number, date of birth, or name in a job application will delay a background screening. For example, candidate may be known as Jon but their legal first name is Jonathan. In their job application, they list their first name as Jon which is run through social verification systems and does not produce a match. At this point, the investigator must reach out to the client and make sure that they have all the right information, i.e., identifiers, in the application, to ensure that only information tied to that candidate is reported.

U.S. states and counties playing by unique rules: While some states and counties are well-staffed and utilize state-of-the-art computerized records, some are plagued by under-staffing and archaic record keeping. If the screening includes a criminal search in one of these areas, it can be further delayed.

Weather delays: Although the weather where you are may be mild and sunny, the local court house near an applicant’s former residence may be experiencing inclement weather. Flooding, blizzards or power outages that close court houses can also delay searches. A quality background screening company will keep you informed of any delays so that you understand the status of your search in the background screening process.

Tardy education and employment sources: Employers and educators are not obligated to get back to a screening professional in a timely manner. If an employer or college or university administrator fails to return phone calls, emails or written correspondence about a candidate, the screening is stuck in slow motion.

International challenges: International background screenings are pertinent to organizations in all industries with operations that reach across country borders or with workforces comprised of individuals who may have resided outside of the U.S. at some point. These companies may need to ensure that the employment or educational credentials provided by new hires from other countries are valid and other times they may want to check on a person’s criminal history.

Industry advances have moved international screening result times from 45-90 days, to generally about 8-16 days. Of course, there are exceptions, but typically a status report can be given two to three times a week during the screening process with results soon to follow.

Additional identifiers: As was widely reported in the news media, Samuel Jackson, a law-abiding 26-year-old man was applying for a job when he was identified as a felon through a background screen. His pre-employment screening report suggested he was a sex offender who had been incarcerated. To avoid this type of mishap that can delay a law abiding person from securing employment, it is important that the background screening company disseminate a broad a net which they then should refine with as many identifiers as possible, including date of birth, address history, etc. This practice of researching court dockets and applying additional identifiers takes time; however it strengthens the research so only information related to the candidate being searched is reported. Further, responsible screening professionals should never tell clients they have a ‘possible felony or misdemeanor hit’ before they are 100% sure they have the right candidate identified.

Required sensitive information: A date of birth, for example, is a critical additional identifier when researching court dockets pertaining to a similar name of a particular candidate. However, some companies, concerned about the risk around perceived discrimination, are hesitant to collect dates of birth for their candidates. Often times, the clients of background screening companies ask their screeners to obtain such information directly from the candidate. It is not uncommon for an applicant to be suspicious and wary of a background screening professional who calls to ask about their date of birth, which can delay the background while the candidate determines the validity of the request.

When people know that a company stands behind comprehensive background screening, they know that the company cares about their welfare. Applicants who have dubious backgrounds that include reckless acts may ‘self-select’ out of the interviewing process. Applicants and existing employees with clean backgrounds are typically not bothered by the screening process as they appreciate the organization’s commitment to a safe workplace.

Additionally, it is critical to re-screen employees – and contractors – each year. Employees who keep their personal lives private may be involved in activities that could negatively impact your workplace. For example, an employee who joined the company with a clean record five years ago may have been involved in domestic disputes over the past few years. This new information is crucial for an employer as domestic disputes sometimes travel into the workplace. The same applies for contractors.

Background screening is a vital part of this pre-employment foundation. When background screenings are performed, companies see lower employee turnover, less employer liability, higher productivity and a well-qualified workforce. When you are trying to secure the best candidate and protect your organization and its brand, it is critical to screen all applicants, regardless of where the search is conducted. There are challenges to any process, but an experienced and knowledgeable provider can help you receive timely and thorough information about your candidates.

Jon Cano serves as the VP operations & finance for HR Plus, a leading provider of comprehensive solutions for employment and background screening. Cano, who oversees the core function operations of HR Plus and the financial initiatives of the organization, can be reached at [email protected].


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D.Spencer says:
Mar-20-2013 01:59 pm

The most admiring thing about
The most admiring thing about the international job market is that it manages to find the necessary resources in a tough economy and it still preserves performance criteria of ascending towards higher professional positions. After all, performance is everything when we talk about moving forward to a better future and networking for a new job. We must do what we know, what we prove to be best at, in a constantly challenged environment.

D.Spencer says:
Mar-20-2013 01:59 pm

The most admiring thing about the international job market is that it manages to find the necessary resources in a tough economy and it still preserves performance criteria of ascending towards higher professional positions. After all, performance is everything when we talk about moving forward to a better future and networking for a new job. We must do what we know, what we prove to be best at, in a constantly challenged environment.

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Survey: Consumers still cutting back, just not on gas, pharmacy or grocery

BY Michael Johnsen

Toronto — That trip to the local restaurant is off the menu for consumers today, as are furnishings and electronics, Empathica reported on Thursday, citing its latest Consumer Insights Panel survey of more than 6,500 U.S. consumers. One-out-of-3 shoppers surveyed reported that the economy is still very much top of mind for them. But "need" items — gas, pharmacy and grocery — are not seeing declines in purchase intent compared to findings from this time the previous year, the report noted.

“The economy is affecting American consumers just as we expected with specific segments continuing to be challenged,” stated Gary Edwards, chief customer officer at Empathica. “The economy as a whole is still on the mend, and although we are starting to see an uptick in the job market, it doesn’t necessarily mean consumers are eager to spend. Uncertainty still remains among consumers with continued caution around spending on nonessentials.”


Survey results show that consumers are cutting the least on gas with nearly 9-out-of-10 consumers spending the same or more. When it comes to grocery, only 1-in-5 consumers reported a spending reduction versus 25% who expect to spend more. The survey also found that 1-in-4 consumers are cutting spending on pharmaceuticals, with 60% spending the same and 15% actually spending more.

Top segments where U.S. consumers are cutting spending include:

  • Fine dining (71%);
  • Furnishing (69%);
  • Electronics (65%);
  • Bars (64%);
  • Airlines (62%);
  • Hotels (61%);
  • Clothing (58%);
  • Department stores (55%);
  • Casual dining (50%);
  • Home improvement (49%);
  • Convenience stores (45%);
  • Quick service/fast food (42%);
  • Pharmacy (25%);
  • Supermarket/grocery (18%); and
  • Gas stations (16%).

The survey revealed that the top two reasons consumers are cutting spending include concern about taking on more debt and having to pay more for basic housing and utility costs, so there is less money to spend on other things. In fact, consumers’ top three areas of concern were the economy (31%), debt (25%) and job security (19%).

Despite financial difficulty, consumers are more optimistic on their financial situation when looking ahead. Results show that 1-in-3 consumers think their financial situation will be much better or somewhat better. Nearly half of consumers between the ages of 18 and 24 years have a positive outlook on their financial situation. However, this optimism declines consistently as we look across each age range, with only 19% of those older than 65 years feeling the same as their grandchildren.

“It’s understandable that older generations are more reserved with their discretionary spending,” Edwards said. “They have experienced several bouts of economic instability throughout their lifetime, while younger generations are more optimistic, technologically savvy and interested in immediate satisfaction. These factors showcase why this generation is eager to spend more on goods that will enhance their quality of life in the short term without necessarily worrying about longer-term retirement needs.”

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