Background Checking

Statistics reveal that nearly 40% of employment application information from applicants is falsified. A few more statistics from 2005 Annual Applicant Statistics as reported by InfoLink Screening Services:

•  8.5% have a criminal record

• 41% have motor vehicle violations including DUI's and possession of drugs

• 41.2% of credit reports have negative information

• 36.5% of past employment verifications had inconsistencies

• 14.1% provided false or inconsistent information about their education.

• 8.5% provided false or inconsistent information about professional license certifications

• 25.2% provided false or inconsistent military service

TG & Associates utilizes RHR Background Services Inc. for standard background checking. It normally includes a person's criminal history, arrest warrants/felony convictions, driving record and credit information.

More in depth searches such as employment record and education checks can be checked at an additional cost. The turn-a-around time is 24-48 but does vary depending on how many times the person has moved.

Depending on the state of application's residency additional forms may be required. 

Please fax us back the signed release form to complete the background check.

It may be of interest that the National Football League began using cognitive assessments to determine if the recruits that they were bringing into the league had the necessary intelligence. Although there were some rare exceptions, it was generally consistent that the best players had high IQ levels, particularly quarterbacks. They had the ability to learn the plays and know how to execute them and adapt as necessary on a volatile ball field. Players in other positions did not score as well, but overall there was a definite correlation between level and performance on the fields.

Other industries have no exception to that rule. There is a strong correlation between intelligence and the ability to learn the intricacies of the position, processes and the company and to be able to adapt to changing conditions. TG & Associates utilizes a combination of online and written pre-employment tests to measure cognitive ability. Research has proven that cognitive ability or general intelligence is the single greatest predictor of job success for any position as it gives you the objective information you need to make the right hiring decision.

Cognitive tests are administered via an online assessment during prescreening of applicants and via hard copy proctored tests for consulting and final interviews.

The BarOn EQ-i (Emotional Quotient Inventory) assesses the dimensions of intelligence responsible for recognizing our own feelings and those of others, for motivating ourselves, and for managing emotions in us and in our relationships. This is recommended for those hired and/or seeking management positions, sales or customer service, but it definitely recommended for anyone wanting to improve.

We are moving into an area where the call for people to mutually understand each other in the workplace has never been so essential. Studies have shown that emotional intelligence accounts for 27-45% of job performance. This means that those who perform well are effectively putting their emotional intelligence to work. The lack of emotional intelligence is the key factor that causes people to fail in their relationships and in their role of the company. Emotional Intelligence is the one area that can be learned through appropriate coaching and training.

The BarOn EQ-i assessments takes approximately 30 minutes to complete. It results in a 9-page report that provides an overall EQ-i score, as well as scores for five realms and 15 subsections as well as information on interpreting the results and guidance on training to overcome any shortfalls.

Studies have shown that the nation's most successful Fortune 500 CEOs have an average IQ but well above average Emotional Intelligence. Now that's saying a lot. You don't have to have the smartest people on your team; you need ones that are bright and have the willingness and motivation to learn.

This report identifies behaviors, knowledge, motivators for business to business relationship sales and it also rates the probability of success. $ales Max was developed and designed to help sales managers make better, better informed hiring decisions. The goal of $alesMax is to increase the potential of hiring top performers more often than underperformers. It provides interview questions and reference probes for use during the selection process.

The $alesMax Development Report is designed to be used once you have hired the individual. The report uses the strengths and weaknesses from the selection report to design a personalized development program based on information provided by the American Management Association and other notable resources. The report includes recommended corrective actions including behavioral suggestions, training and recommended reading

$ales Max Select & Development