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The consequences to being non-compliant? demo quote

  1. Standards are not met.
  2. People do things their way; not the right way.
  3. The government steps in.
  4. Accidents happen.
  5. Great people leave.
  6. Operational costs increase.
  7. Everyone loses money.

 

Why Compliance Matters

  1. We believe compliance means adhering to Compliance Guidelines, our clients’ standards and our own company standards.
  2. We believe it is critical to be consistently compliant all the time.
  3. We believe that problems come from people who:
    1. Lack the skills to perform efficiently;
    2. Do not follow the rules;
    3. Are disengaged from their work;
    4. Act out their frustrations in ways they shouldn’t;
    5. Are not consistently reliable;
    6. Use illegal drugs and/or abuse alcohol;
    7. Do not respect the rights of the other people around them.
  4. We believe that by hiring great people who live our culture of service and compliance, our customers will experience results unmatched in our industry.

What does it take to be Complaint?

  1. Define all standards clearly.
  2. Get people to do things the right way the first time; all the time.
    1. Hire the right people based on both skills and behavior.
    2. Train them the right way so they know exactly what to do.
    3. Reward the right performance and not just their effort.
    4. Evaluate them so they stay on track using the same hiring and training standards.
    5. Build a management team that knows how to lead.
    6. Manage the transactional parts of the HR system so that everything is done the right way and so nothing is missed.
  3. Build a human system to assure that each employee is always compliant.


This is what we do to be correctly and consistently compliant.

Each of our people are TalentValue HR Certified.

                                      

What are the consequences to being non-compliant?

  1. Standards are not met.
  2. People do things their way; not the right way.
  3. The government steps in.
  4. Accidents happen.
  5. Great people leave.
  6. Operational costs increase.
  7. Everyone loses money.

Why Compliance Matters

  1. We believe compliance means adhering to Compliance Guidelines, our clients’ standards and our own company standards.
  2. We believe it is critical to be consistently compliant all the time.
  3. We believe that problems come from people who:
    1. Lack the skills to perform efficiently;
    2. Do not follow the rules;
    3. Are disengaged from their work;
    4. Act out their frustrations in ways they shouldn’t;
    5. Are not consistently reliable;
    6. Use illegal drugs and/or abuse alcohol;
    7. Do not respect the rights of the other people around them.
  4. We believe that by hiring great people who live our culture of service and compliance, our customers will experience results unmatched in our industry.

What does it take to be Complaint?

  1. Define all standards clearly.
  2. 2.Get people to do things the right way the first time; all the time.
    1. Hire the right people based on both skills and behavior.
    2. Train them the right way so they know exactly what to do.
    3. Reward the right performance and not just their effort.
    4. Evaluate them so they stay on track using the same hiring and training standards.
    5. Build a management team that knows how to lead.
    6. Manage the transactional parts of the HR system so that everything is done the right way and so nothing is missed.
  3. Build a human system to assure that each employee is always compliant.


This is what we do to be correctly and consistently compliant.

Each of our people are TalentValue HR Certified.

HR Compliance Principle Why each principle is important to successful compliance.
We subscribe to industry principles that are built on the latest legal and ethical standards. The word COMPLIANCE means “adherence to standards.” Our industry has developed the most rigorous standards of excellence. The establishment of standards also must be effectively implemented in the workplace. It is critical to ensure those standards are applied correctly in the field where it really counts. We have adopted the TalentValue HR Certification process to be sure that each person knows their job and how to do it properly.
We have created job descriptions that conform to those same high standards; including both the tasks (what they do) and the behaviors (how they are to do them). If an employee doesn’t know what to do and how to do their job, then they will do what they think they have to do to get by. A properly written Job Description (JD) is the foundation for the rest of the entire compliance system because it details how those standards are to be applied each day. Each job description was created by working with one of the best repo field agents in the business and capturing exactly how to do the work right.
We have a powerful hiring process to select only the best people for the job who meet our standards; The shortage of great talent is a major concern. We have implemented a hiring process called the 12 Steps to a First Class Selection Process to find people in the marketplace. The sourcing of candidates through the ONEPOST program searches out prospective applicants on more than one hundred job boards plus thousands of other specialty niche job boards depending on where the best candidates are to be found.
Pre-qualification technical and behavioral questions are asked to determine if applicants are equipped to even start the hiring process, A powerful Applicant Tracking and Management System (ATS):   (1) asks each candidate to apply; (2) probes them with a series of technical questions and behavioral questions; (3) scores their answers; (4) stack ranks their answers; (5) stores resumes and basic candidate data; (6) contacts and informs candidates of their progress through the process; (7) organizes the rest of the selection process including assessments, background checks and HRIS data input in one place. This is legally appropriate because each candidate is treated the same without discrimination and meets the highest standards of HR compliance.
Applicants are given an Organizational Fit assessment that looks at behavioral attitudes towards our company’s culture and policies. This assessment examines if a candidate will fit with the organization and, in essence, probes if they are honest; their attitude on drugs; whether they will show up; and if they will work once they are there; as well as their general work ethic. It also includes an indication if they are candid in their responses or trying to “fake-out” the test. The report provides coaching suggestions and interviewing questions based on their answers.
We conduct a vigorous interview process with each candidate that examines how they approach work situations; The most critical aspect of a good interview is to ask exactly the same question, in precisely the same order, to everyone you meet. This ensures that technical and behavioral questions are combined in a structured method to provide a more complete understanding of the person. Through both telephone interviews and face-to-face interviews the interview screening process delivers legally compliant information that leads to better decisions.
We give final candidates a Job Fit assessment to see if they are the right behavioral fit for the job to which they will be assigned. It is essential to match the right individual with the right job to get maximum productivity. This assessment examines the person’s underlying core of behaviors to understand if they can do the job assigned. Their cognitive capabilities, their behavioral traits and their interests combine to look at the total person.
We confirm their current skills and underlying behaviors that drive motivation. The job description defines the standard. We assure that the person is capable of achieving the technical standards and requirements of the job.
We conduct background checks to discover any criminal convictions and registration as a Sexual Offender. We do appropriate drug and alcohol screening.   Trust but verify. We check that the information the person represents throughout the selection and offer process is actually fact. This is completed through a secure site through a company which provides current data with a compliance review to be sure everything is accurate.
We train each person how to perform their job properly using the same rigorous job standards we used to hire them. By using the Learning Checklist (LCL) that is derived from the job description, each new hire is taught the specific tasks, sub-tasks, behaviors, tools and knowledge necessary to be successful on the job. Each individual and the manager attests that they are proficient in each facet of the position. This allows the new hire to be compliant quickly and to meet the standards set much earlier than before. Never again can the person say they did not know how to do the job.
We have continuous education programs to keep people up to date with any changes in our process and procedures. Ongoing technical, behavioral and leadership training is available in a variety of mediums. This includes workshops, webinars, seminars, training manuals, and online courses from TalentValue, ARA, and other qualified vendors. Each lesson is targeted to keep up with the ever changing rules, laws and marketplace.
We have a strong performance evaluation process where employees take personal responsibility for maintaining their certifications. The Performance and Development Planning (PDP) process requires the employee and his/her supervisor to review and discuss their progress and identify where to improve their skills and behaviors. We make sure they stay on track using the same standards we established in the hiring and training process.
We have strong management and leadership programs to be sure that each of these standards of performance are enforced as well as enhanced. The 12 Lessons of Leadership provides us with the foundation so our managers and leaders know and apply modern leadership principles to inspire, motivate and engage our workforce to perform their job successfully.
We on-board new employees completely and accurately. It is audit ready. Compliant and efficient. I-9 forms done right every time. Handbooks reviewed and signed; Custom hiring portal; Automated workflow; Tax credit screening; All forms fillable with policy acknowledgements; Employee information; Direct deposit; Federal tax forms; Benefit enrollment; Enterprise wide connectivity.

We believe our clients deserve the best that we can provide.

We are continuously doing everything we can to meet the highest standards and levels of service possible.

It is our people who work for us that make the difference in the end. To be sure that we meet all compliance standards, each person is scrutinized to be sure they are continuously capable of performing their job. Each person is “TalentValue HR Certified” to be sure they remain compliant with our standards of excellence and meet our performance requirements. We are proud of and committed to the steps we have taken to be sure we are doing the right things; the right way; the first time; all the time.

Experience the dedication of a consistently compliant company.

Simple, Human, Smart, Affordable.