What we do
TruBackgrounds.com develops and delivers integrated, customized, Web-enabled solutions designed to aid in the background verification, applicant management and human resource collaboration processes. The company serves large and small businesses with legal, factual, up-to-date, systems and information enabling intelligent decisions and reduced costs via automation.

TruBackgrounds.com empowers its clients to reduce risk, cost and workload while improving productivity by delivering accurate, timely nationwide information services and Web-based information management applications. Designed from the ground up to utilize the latest Internet technologies, our products are easy-to-use, secure, reliable, scalable and industry standards compliant. The goal of our designs is to replace archaic manual processes with state-of-the-art, innovative online solutions.
Genuine Market Leadership Through Technological Innovation

TruBackgrounds.com significant scale in technical ability, system automation, and experienced staff allows the company to provide robust, high-quality, and expandable service platforms to meet customers' needs. TruBackgrounds.com intends to further enhance the value of these platforms by developing, both internally and through strategic vendor relationships, enhanced-value product and service offerings to continue to address ever-changing customer demands.

Simplicity at its Best
We actively insulate our customers and partners from the complexities of the underlying solutions. Our designs are simple, yet elegant. With performance and ease of use in mind, we ignore "fatty" technologies that degrade the use of an online system. Users benefit from a system that zips along, regardless of Internet connection speed.

Open Source Architecture
To best understand the benefits of open source architecture, the following is quoted from opensource.org:

The open-source model has a lot to offer the business world. It's a way to build open standards as actual software, rather than paper documents. It's a way that many companies and individuals can collaborate on a product that none of them could achieve alone. It's the rapid bug-fixes and the changes that the user asks for, done to the user's own schedule.

The open-source model also means increased security; because code is in the public view it will be exposed to extreme scrutiny, with problems being found and fixed instead of being kept secret until the wrong person discovers them. And last but not least, it's a way that the little guys can get together and have a good chance at beating a monopoly.

Of all these benefits, the most fundamental is increased reliability. And if that's too abstract for you, you should think about how closed sources made the Year 2000 problem worse and why they might very well of killed your business.

Benefits of Doing Business with TruBackgrounds

•  Redundant systems ensure 99.9% uptime and 24/7 access
  
•  Easily create and manage customized background checks with our unique Tru-Profiler
  
•  Integrated applicant tracking, Internet employment applications, and document imaging
  
•  Automated FCRA compliance tools
  
•  Competitive prices, superior service -- powered by leading automation technologies

Reasons to use pre-employment assessments

•  Two of three new hires will disappoint in the first year
  
•  Two of three employees would rather work somewhere else
  
•  Ninety-five of 100 applicants will "exaggerate" to get a job
  
•  Most hiring decisions are made in haste - during the first five minutes of an interview
  
•  One of three businesses will be sued this year over an employment issue
  
•  Turnover costs thousands of dollars for every departing employee
  
•  Eighty percent of employee turnover is avoidable

AND...

You want employees who are dependable
In 1998, absenteeism cost employers $757 per employee, according to a report in USA TODAY. This was the direct cost reported by a survey of human resource professionals and does not include the cost of hiring others or paying overtime to perform the work of absent employees.

You can be held liable for employees' behavior on and off the job
You must know the nature of the people you hire because their criminal behavior could cost your business millions of dollars. Every time you hire without practicing due diligence, you may be accepting liability for their actions - even when they are "off the clock."

You can be sued for illegal discrimination
In the absence of objective data, how can you demonstrate a hiring/promotion decision was made objectively, without discrimination because of gender, race, religion, etc.

Résumé writers write great fiction
In a survey of recent college graduates, 95% said they would be willing to make a false statement in their résumés in order to get a job. Forty-one percent admitted they had already done so, according to a report in Nation's Business (May, 1999).

Testing is acceptable, even expected
As reported in Molding Systems (May, 1999, v57 i5 p56(1)), a survey found that 92% of job applicants accept testing as part of the job qualification process. Only 3% resent it, while 5% were neutral.

Assessments offer a solution
Historically, employers depend upon résumés, references and interviews as sources of information for making hiring decisions. In practice, these sources have proved inadequate for consistently selecting good employees.

When training employees, a "one size fits all" approach has failed to provide the desired results.

When selecting people for promotion, otherwise excellent employees have too often been miscast into roles they could not perform satisfactorily.

Clearly, an essential ingredient for making "people decisions" has been missing from the formula.

The use of assessments has become essential to employers who

•  want to put the right people into jobs;
  
•  provide employees with effective training;
  
•  help their managers to become more effective; and
  
•  promote people into positions where they will succeed.

The use of assessments has resulted in extraordinary increases in productivity while reducing employee relations problems, employee turnover, stress, tension, conflict and overall human resources expenses.

Several factors contribute to the failure of traditional hiring methods. Résumés often contain false claims of education and experience while omitting information that would help employers make better hiring decisions.

Business references are of little value because most past-employers will tell you nothing but "name, rank and serial number."

These realities are the reason interviews have become the most influential factor in hiring and promotion decisions. However, experience shows only a coincidental correlation between the ability to deliver well in an interview and to deliver well on the job. Studies peg this correlation at 14% -- one good employee in every seven hires. Even background checks don't help much. The success rate becomes 26%, but that's only one good hire in every four. Unfortunately, many employers have accepted these poor results and the high cost of excessive turnover as a business reality. They have flown the white flag of surrender.

Don't Surrender! Assessments do help significantly
Assessing behavioral traits improved the hiring success rate to 38%.

When both thinking abilities and behavioral traits are assessed, the right people are hired 54% of the time.

When an assessment of occupational interests is added, successful results improve to 66%.

The most impressive results are achieved, however, when an integrated assessment is used - one that measures behavioral traits, thinking, occupational interests, plus "Job Match."

These integrated assessments employ cutting-edge technology and empirical data to assess the qualities of "The Total Person." In doing so, the individual qualities of candidates are compared to the qualities of employees who performing their duties in a superior manner. These 21st Century assessments successfully identify potentially excellent employees better than 75% of the time.

Job Match outranks all other factors

A well-documented study, published in Harvard Business Review concludes that "Job Match" is by far the most reliable predictor of effectiveness on the job. The study considered many factors including the age, sex, race, education and experience of approximately 300,000 subjects. It evaluated their job performance and found no significant statistical differences, except in the area of "Job Match." The conclusion: "It's not experience that counts or college degrees or other accepted factors; success hinges on a fit with the job."

The only reliable method for evaluating "Job Match" is with a properly designed assessment instrument, capable of measuring the essential job-related characteristics particular to each specific job. Trubackgrounds has assessments designed for this purpose, please call for further information.