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A Sterling Social is an in-depth evaluation of a candidate’s public online presence, analyzing data from various platforms over the past seven years. This process combines advanced technology with human analysis to identify relevant content, ensuring accuracy and minimizing bias. By examining posts, comments, and images, it helps employers make informed hiring decisions. Nonetheless, comprehending its components and implications is essential for effective implementation. What else should you know about this screening process? Key Takeaways A Sterling Social Media Check analyzes a candidate’s publicly available online history for up to seven years. It reviews various content types including posts, likes, comments, and images across multiple platforms. The process combines automation with human analysis to ensure accuracy and reduce bias in evaluations. It flags relevant online content based on behavioral categories, helping to identify potential red flags. Reports are delivered within 1-2 days, providing timely insights for informed hiring decisions. Understanding the Sterling Social Media Check When you’re considering hiring a new candidate, grasping the Sterling Social Media Check can be crucial for making an informed decision. This social media screening analyzes up to seven years of a candidate’s publicly available online history, including posts, likes, comments, and images on various platforms. Utilizing advanced technology, the screening process automates the review of online content, ensuring consistency and reducing bias in evaluations. Reports generated from the Sterling Social Media Check flag relevant content based on behavioral categories, offering insights that may indicate potential misconduct or alignment with your organization’s values. Furthermore, this service promotes compliance with legal hiring practices, adhering to local and global regulations to minimize discrimination claims. Importance of Social Media Screening in Hiring Social media screening plays an important role in the hiring process, as it allows employers to gain insights into candidates beyond what’s presented in resumes and interviews. With nearly 60% of the world’s population active online, a social media background check becomes a crucial tool for evaluating potential hires. About 75% of employers research candidates using search engines, which highlights the need for thorough online evaluations. A sterling social media check can uncover behaviors that mightn’t surface during interviews, such as aggressive tendencies or misalignment with company values. Furthermore, 85% of employers have encountered online content that led them to reject candidates, emphasizing the risks of unmonitored online behavior. How Social Media Checks Enhance Candidate Evaluation Social media checks can reveal important patterns in a candidate’s online behavior, helping you understand how they might fit within your organization. By aligning their online presence with your company‘s values, you can make more informed hiring decisions that promote a positive culture. Furthermore, identifying potential red flags early, such as aggressive behavior or substance abuse, can safeguard your team from toxic influences. Uncover Online Behavior Patterns In today’s digital environment, comprehension of a candidate’s online behavior can greatly improve the evaluation process during hiring. Sterling social media checks analyze up to seven years of a candidate’s social media history, allowing you to uncover patterns that may indicate their suitability for a position. This process flags relevant content based on behavioral categories, identifying potential red flags like aggression or intolerance. Behavioral Category Potential Red Flags Aggressive Behavior Hostile comments, threats Intolerance Discriminatory remarks Substance Abuse Posts about substance use Unprofessionalism Inappropriate content Align With Organizational Values Comprehending a candidate’s online behavior not just helps identify potential red flags but furthermore guarantees that their values align with those of your organization. Social media checks serve as a valuable tool in evaluating cultural fit. By examining publicly available content, you can assess whether candidates resonate with your core values. Here are key elements to reflect on: Engagement in professional communities Positive interactions with diverse groups Demonstrated respect for differing opinions Commitment to shared organizational goals Evidence of ethical behavior and accountability With approximately 55% of employers using social media for cultural fit assessments, these checks promote objective evaluations, reducing biases inherent in informal hiring practices, ensuring you find the best match for your team. Identify Red Flags Early When candidates’ online behavior is scrutinized, it becomes easier to spot potential red flags early in the hiring process. Sterling social media checks analyze up to seven years of a candidate’s online history, identifying concerning behavior that might not surface in interviews. With approximately 85% of employers finding negative content affecting their decisions, these checks are pivotal. Behavior Type Example of Red Flag Impact on Hiring Decision Aggressive Posts Threatening comments Indicates poor conflict resolution skills Intolerance Discriminatory remarks Suggests potential workplace discord Harassment Inappropriate content Raises concerns about team dynamics Negative Sentiment Constant complaints Reflects a negative attitude Engaging candidates on these findings leads to informed discussions and better hiring outcomes. Key Components of a Sterling Social Media Check A Sterling Social Media Check is a thorough examination of a candidate’s online presence, tapping into up to seven years of publicly accessible content. This process utilizes advanced technology to flag relevant content based on behavioral categories, allowing you to focus on potential misconduct without bias. Here are the key components involved: Comprehensive Analysis: Reviews social media posts, likes, comments, and images. Behavioral Categorization: Identifies specific behaviors that may indicate risk. Tech-Enabled Screening: Combines automation with human analysis for accuracy. Timely Reports: Delivers insights within 1-2 days, streamlining the hiring process. Informed Decision-Making: Helps employers align candidates with organizational values. Compliance and Privacy Considerations When you conduct social media screenings, it’s essential to understand the legal regulations that protect candidate privacy. Implementing effective privacy protection measures not only guarantees compliance but additionally nurtures trust in the hiring process. Legal Regulations Overview Conducting Sterling Social Media Checks involves maneuvering a complex environment of legal regulations that are critical for maintaining compliance and respecting candidates’ privacy rights. Comprehending these regulations is vital. Here are key points to take into account: Always obtain candidate consent before conducting social media screenings. Guarantee compliance with federal and provincial privacy laws to protect candidates’ rights. Use third-party providers to help filter irrelevant data and minimize risks. Assess the risk level of any red flags found online to make informed hiring decisions. Engage with legal counsel and internal stakeholders for appropriate responses to concerning content. Privacy Protection Measures Comprehension of privacy protection measures is essential for organizations conducting social media checks, as these practices not solely guarantee compliance with legal standards but furthermore uphold candidates’ rights. Sterling’s social media checks strictly adhere to federal and provincial privacy regulations, ensuring you obtain candidate consent before reviewing any online activity. By utilizing third-party providers, you can filter out irrelevant data, focusing solely on information relevant to candidates’ professional conduct. Compliance experts at Sterling continuously monitor regulations, adapting screening programs to meet evolving legal requirements. Engaging in informal online searches without consent raises ethical risks, highlighting the necessity for structured processes. A well-implemented social media screening program not only safeguards candidate privacy but likewise strengthens your organization’s integrity through fair evaluation practices. Benefits of Tech-Enabled Screening Tech-enabled screening offers significant advantages in the hiring process, primarily through its ability to automate and standardize candidate evaluations. By leveraging advanced technology, you can improve your hiring process in several key ways: Promotes greater consistency by scanning extensive online media sources for relevant content. Reduces potential exposure to protected class information, minimizing discrimination risks. Flags content based on sentiment and intensity, ensuring fair and objective evaluations. Increases matching accuracy through careful authentication of flagged information. Utilizes artificial intelligence to improve screening, employing language processing and image recognition to identify risky behaviors. These benefits not only streamline the evaluation process but also empower you to make more informed hiring decisions based on reliable data. Addressing Potential Risks in Hiring Decisions When you’re hiring, it’s vital to identify any potential misconduct in candidates that could impact your workplace. By using social media checks, you improve hiring objectivity and reduce bias, as these screenings rely on consistent criteria rather than personal impressions. Furthermore, engaging with third-party providers can help mitigate discrimination risks and guarantee compliance with privacy regulations, making your hiring process fairer and more thorough. Identifying Candidate Misconduct Identifying candidate misconduct is essential for employers aiming to make informed hiring decisions that align with their organizational values. Sterling social media checks help you uncover potential risks by analyzing up to seven years of a candidate’s online history. This includes scrutinizing posts, comments, and images. Here are key aspects to reflect on: Approximately 85% of employers have found online content that negatively impacted their hiring decisions. Advanced technology scans public content across social media and online sources. You can flag aggressive or confrontational behavior patterns. These checks help prevent toxic hires, enhancing workplace safety. Maintaining a positive employee experience is critical for long-term success. Enhancing Hiring Objectivity Enhancing hiring objectivity is crucial for organizations endeavoring to make fair and informed decisions. Sterling social media checks provide a structured approach by evaluating candidates based on their publicly available online behavior. This reduces biases often influenced by personal impressions during interviews. Aspect Benefit Objective Evaluation Focus on factual online content Consistent Criteria Standardizes hiring decisions Risk Mitigation Flags potential misconduct from past behavior Value Alignment Guarantees new hires reflect company values Bias Reduction Minimizes informal biases in decision-making Mitigating Discrimination Risks Mitigating discrimination risks in hiring decisions is essential for promoting a fair and inclusive workplace. Utilizing sterling social media checks can help you achieve this by ensuring that your hiring process remains objective and compliant with legal standards. Here are some key benefits: Focus on relevant online behavior rather than personal characteristics Reduce potential bias inherent in traditional in-house searches Provide consistent criteria for evaluating candidates Identify potential misconduct without introducing bias Encourage a more equitable hiring process The Process of Conducting a Social Media Check When you conduct a social media check, the process begins with advanced technology that scans publicly available online content about the candidate across multiple social media platforms and websites. This tech-enabled automation reviews up to seven years of the candidate’s online history, including posts, likes, comments, and images. Discovered content is then authenticated through a combination of automated systems and human analysis, ensuring accuracy and relevance in the screening results. Within 1-2 days, you’ll receive a report highlighting flagged content categorized by behavioral intensity and sentiment for easy interpretation. This thorough examination provides extensive insights into the candidate’s online behavior. The process is designed to promote compliance with legal hiring practices as well as reducing the risk of discrimination, as it focuses solely on publicly available information, free from personal biases. Aligning Candidates With Organizational Values Aligning candidates with organizational values is vital for nurturing a cohesive workplace culture. By conducting social media checks, you can analyze candidates’ online behavior and assess their fit with your company’s values. With nearly 60% of the global population engaging online, evaluating digital footprints becomes important for identifying shared values. Consider these key aspects when aligning candidates with your organization’s values: Cultural resonance: Look for evidence of shared beliefs and principles. Positive contributions: Assess how their public persona can improve workplace culture. Red flags: Identify signs of intolerance or misconduct that could disrupt team harmony. Digital engagement: Evaluate their participation in discussions that reflect your values. Hiring influence: Keep in mind that 85% of employers have reconsidered candidates based on their online content. Getting Started With Social Media Screening Conducting social media screening can greatly improve your hiring process by providing insights that align candidates with your organizational values. A Sterling social media check analyzes up to seven years of a candidate’s publicly available online history. This includes their posts, likes, comments, and images, which help assess their suitability for the role. The process employs advanced automation paired with human analysis to guarantee that flagged content is both authenticated and relevant to job responsibilities. Reports from social media screenings are typically delivered within 1-2 days, offering timely insights for hiring managers. Nevertheless, compliance with federal and provincial privacy regulations is essential, requiring candidate consent for the review of their online activities. Third-party providers, like Sterling, assist employers in effectively maneuvering these intricacies during the hiring process, minimizing bias and discrimination in hiring practices, and guaranteeing a fair and thorough review process for all candidates. Frequently Asked Questions Are Social Media Background Checks Real? Yes, social media background checks are real and increasingly common among employers. They provide insights into a candidate’s online presence, often revealing behaviors or attitudes that may not surface in traditional evaluations. Employers utilize these checks to assess potential risks and guarantee alignment with their organizational values. Third-party providers can help manage the process, guaranteeing compliance with privacy laws as they analyze up to seven years of a candidate’s online history for relevant content. What Shows up in a Sterling Background Check? In a Sterling background check, you’ll find an analysis of your social media presence, including posts, comments, and interactions from the past seven years. The check flags content related to aggression, intolerance, or substance abuse. It examines publicly available information across various platforms and news sources, ensuring a thorough assessment. This process helps employers make informed hiring decisions during adherence to privacy regulations, reducing discrimination risks by focusing on relevant job-related content. Can I Fail a Sterling Background Check? Yes, you can fail a Sterling background check. Employers often review your social media presence to identify any concerning behaviors or misconduct that might contradict their values. If they find aggressive or inappropriate content online, it could negatively influence their hiring decision. About 85% of employers report discovering content that led them to reconsider a candidate. Therefore, maintaining a professional digital footprint is essential for your job prospects. Who Uses Sterling for Background Checks? Employers across various industries, including healthcare, retail, finance, and technology, use Sterling for background checks. They rely on Sterling to screen potential employees effectively, evaluating candidates’ qualifications and minimizing hiring risks. With approximately 75% of employers conducting online research about candidates, Sterling’s services improve hiring processes. Furthermore, Sterling’s compliance experts guarantee that screening programs stay updated with regulations, providing organizations with tech-enabled solutions for a more objective hiring approach. Conclusion In conclusion, a Sterling Social is an essential tool for employers looking to make informed hiring decisions. By analyzing a candidate’s online presence across various platforms, it provides valuable insights into their behavior and compatibility with organizational values. Ensuring compliance with privacy laws is important during this process, as it helps mitigate risks associated with biased hiring practices. By incorporating social media screening, you can improve your candidate evaluation process and promote a more objective hiring approach. Image via Google Gemini and ArtSmart This article, "What Is a Sterling Social Media Check?" was first published on Small Business Trends View the full article

A Sterling Social is an in-depth evaluation of a candidate’s public online presence, analyzing data from various platforms over the past seven years. This process combines advanced technology with human analysis to identify relevant content, ensuring accuracy and minimizing bias. By examining posts, comments, and images, it helps employers make informed hiring decisions. Nonetheless, comprehending its components and implications is essential for effective implementation. What else should you know about this screening process? Key Takeaways A Sterling Social Media Check analyzes a candidate’s publicly available online history for up to seven years. It reviews various content types including posts, likes, comments, and images across multiple platforms. The process combines automation with human analysis to ensure accuracy and reduce bias in evaluations. It flags relevant online content based on behavioral categories, helping to identify potential red flags. Reports are delivered within 1-2 days, providing timely insights for informed hiring decisions. Understanding the Sterling Social Media Check When you’re considering hiring a new candidate, grasping the Sterling Social Media Check can be crucial for making an informed decision. This social media screening analyzes up to seven years of a candidate’s publicly available online history, including posts, likes, comments, and images on various platforms. Utilizing advanced technology, the screening process automates the review of online content, ensuring consistency and reducing bias in evaluations. Reports generated from the Sterling Social Media Check flag relevant content based on behavioral categories, offering insights that may indicate potential misconduct or alignment with your organization’s values. Furthermore, this service promotes compliance with legal hiring practices, adhering to local and global regulations to minimize discrimination claims. Importance of Social Media Screening in Hiring Social media screening plays an important role in the hiring process, as it allows employers to gain insights into candidates beyond what’s presented in resumes and interviews. With nearly 60% of the world’s population active online, a social media background check becomes a crucial tool for evaluating potential hires. About 75% of employers research candidates using search engines, which highlights the need for thorough online evaluations. A sterling social media check can uncover behaviors that mightn’t surface during interviews, such as aggressive tendencies or misalignment with company values. Furthermore, 85% of employers have encountered online content that led them to reject candidates, emphasizing the risks of unmonitored online behavior. How Social Media Checks Enhance Candidate Evaluation Social media checks can reveal important patterns in a candidate’s online behavior, helping you understand how they might fit within your organization. By aligning their online presence with your company‘s values, you can make more informed hiring decisions that promote a positive culture. Furthermore, identifying potential red flags early, such as aggressive behavior or substance abuse, can safeguard your team from toxic influences. Uncover Online Behavior Patterns In today’s digital environment, comprehension of a candidate’s online behavior can greatly improve the evaluation process during hiring. Sterling social media checks analyze up to seven years of a candidate’s social media history, allowing you to uncover patterns that may indicate their suitability for a position. This process flags relevant content based on behavioral categories, identifying potential red flags like aggression or intolerance. Behavioral Category Potential Red Flags Aggressive Behavior Hostile comments, threats Intolerance Discriminatory remarks Substance Abuse Posts about substance use Unprofessionalism Inappropriate content Align With Organizational Values Comprehending a candidate’s online behavior not just helps identify potential red flags but furthermore guarantees that their values align with those of your organization. Social media checks serve as a valuable tool in evaluating cultural fit. By examining publicly available content, you can assess whether candidates resonate with your core values. Here are key elements to reflect on: Engagement in professional communities Positive interactions with diverse groups Demonstrated respect for differing opinions Commitment to shared organizational goals Evidence of ethical behavior and accountability With approximately 55% of employers using social media for cultural fit assessments, these checks promote objective evaluations, reducing biases inherent in informal hiring practices, ensuring you find the best match for your team. Identify Red Flags Early When candidates’ online behavior is scrutinized, it becomes easier to spot potential red flags early in the hiring process. Sterling social media checks analyze up to seven years of a candidate’s online history, identifying concerning behavior that might not surface in interviews. With approximately 85% of employers finding negative content affecting their decisions, these checks are pivotal. Behavior Type Example of Red Flag Impact on Hiring Decision Aggressive Posts Threatening comments Indicates poor conflict resolution skills Intolerance Discriminatory remarks Suggests potential workplace discord Harassment Inappropriate content Raises concerns about team dynamics Negative Sentiment Constant complaints Reflects a negative attitude Engaging candidates on these findings leads to informed discussions and better hiring outcomes. Key Components of a Sterling Social Media Check A Sterling Social Media Check is a thorough examination of a candidate’s online presence, tapping into up to seven years of publicly accessible content. This process utilizes advanced technology to flag relevant content based on behavioral categories, allowing you to focus on potential misconduct without bias. Here are the key components involved: Comprehensive Analysis: Reviews social media posts, likes, comments, and images. Behavioral Categorization: Identifies specific behaviors that may indicate risk. Tech-Enabled Screening: Combines automation with human analysis for accuracy. Timely Reports: Delivers insights within 1-2 days, streamlining the hiring process. Informed Decision-Making: Helps employers align candidates with organizational values. Compliance and Privacy Considerations When you conduct social media screenings, it’s essential to understand the legal regulations that protect candidate privacy. Implementing effective privacy protection measures not only guarantees compliance but additionally nurtures trust in the hiring process. Legal Regulations Overview Conducting Sterling Social Media Checks involves maneuvering a complex environment of legal regulations that are critical for maintaining compliance and respecting candidates’ privacy rights. Comprehending these regulations is vital. Here are key points to take into account: Always obtain candidate consent before conducting social media screenings. Guarantee compliance with federal and provincial privacy laws to protect candidates’ rights. Use third-party providers to help filter irrelevant data and minimize risks. Assess the risk level of any red flags found online to make informed hiring decisions. Engage with legal counsel and internal stakeholders for appropriate responses to concerning content. Privacy Protection Measures Comprehension of privacy protection measures is essential for organizations conducting social media checks, as these practices not solely guarantee compliance with legal standards but furthermore uphold candidates’ rights. Sterling’s social media checks strictly adhere to federal and provincial privacy regulations, ensuring you obtain candidate consent before reviewing any online activity. By utilizing third-party providers, you can filter out irrelevant data, focusing solely on information relevant to candidates’ professional conduct. Compliance experts at Sterling continuously monitor regulations, adapting screening programs to meet evolving legal requirements. Engaging in informal online searches without consent raises ethical risks, highlighting the necessity for structured processes. A well-implemented social media screening program not only safeguards candidate privacy but likewise strengthens your organization’s integrity through fair evaluation practices. Benefits of Tech-Enabled Screening Tech-enabled screening offers significant advantages in the hiring process, primarily through its ability to automate and standardize candidate evaluations. By leveraging advanced technology, you can improve your hiring process in several key ways: Promotes greater consistency by scanning extensive online media sources for relevant content. Reduces potential exposure to protected class information, minimizing discrimination risks. Flags content based on sentiment and intensity, ensuring fair and objective evaluations. Increases matching accuracy through careful authentication of flagged information. Utilizes artificial intelligence to improve screening, employing language processing and image recognition to identify risky behaviors. These benefits not only streamline the evaluation process but also empower you to make more informed hiring decisions based on reliable data. Addressing Potential Risks in Hiring Decisions When you’re hiring, it’s vital to identify any potential misconduct in candidates that could impact your workplace. By using social media checks, you improve hiring objectivity and reduce bias, as these screenings rely on consistent criteria rather than personal impressions. Furthermore, engaging with third-party providers can help mitigate discrimination risks and guarantee compliance with privacy regulations, making your hiring process fairer and more thorough. Identifying Candidate Misconduct Identifying candidate misconduct is essential for employers aiming to make informed hiring decisions that align with their organizational values. Sterling social media checks help you uncover potential risks by analyzing up to seven years of a candidate’s online history. This includes scrutinizing posts, comments, and images. Here are key aspects to reflect on: Approximately 85% of employers have found online content that negatively impacted their hiring decisions. Advanced technology scans public content across social media and online sources. You can flag aggressive or confrontational behavior patterns. These checks help prevent toxic hires, enhancing workplace safety. Maintaining a positive employee experience is critical for long-term success. Enhancing Hiring Objectivity Enhancing hiring objectivity is crucial for organizations endeavoring to make fair and informed decisions. Sterling social media checks provide a structured approach by evaluating candidates based on their publicly available online behavior. This reduces biases often influenced by personal impressions during interviews. Aspect Benefit Objective Evaluation Focus on factual online content Consistent Criteria Standardizes hiring decisions Risk Mitigation Flags potential misconduct from past behavior Value Alignment Guarantees new hires reflect company values Bias Reduction Minimizes informal biases in decision-making Mitigating Discrimination Risks Mitigating discrimination risks in hiring decisions is essential for promoting a fair and inclusive workplace. Utilizing sterling social media checks can help you achieve this by ensuring that your hiring process remains objective and compliant with legal standards. Here are some key benefits: Focus on relevant online behavior rather than personal characteristics Reduce potential bias inherent in traditional in-house searches Provide consistent criteria for evaluating candidates Identify potential misconduct without introducing bias Encourage a more equitable hiring process The Process of Conducting a Social Media Check When you conduct a social media check, the process begins with advanced technology that scans publicly available online content about the candidate across multiple social media platforms and websites. This tech-enabled automation reviews up to seven years of the candidate’s online history, including posts, likes, comments, and images. Discovered content is then authenticated through a combination of automated systems and human analysis, ensuring accuracy and relevance in the screening results. Within 1-2 days, you’ll receive a report highlighting flagged content categorized by behavioral intensity and sentiment for easy interpretation. This thorough examination provides extensive insights into the candidate’s online behavior. The process is designed to promote compliance with legal hiring practices as well as reducing the risk of discrimination, as it focuses solely on publicly available information, free from personal biases. Aligning Candidates With Organizational Values Aligning candidates with organizational values is vital for nurturing a cohesive workplace culture. By conducting social media checks, you can analyze candidates’ online behavior and assess their fit with your company’s values. With nearly 60% of the global population engaging online, evaluating digital footprints becomes important for identifying shared values. Consider these key aspects when aligning candidates with your organization’s values: Cultural resonance: Look for evidence of shared beliefs and principles. Positive contributions: Assess how their public persona can improve workplace culture. Red flags: Identify signs of intolerance or misconduct that could disrupt team harmony. Digital engagement: Evaluate their participation in discussions that reflect your values. Hiring influence: Keep in mind that 85% of employers have reconsidered candidates based on their online content. Getting Started With Social Media Screening Conducting social media screening can greatly improve your hiring process by providing insights that align candidates with your organizational values. A Sterling social media check analyzes up to seven years of a candidate’s publicly available online history. This includes their posts, likes, comments, and images, which help assess their suitability for the role. The process employs advanced automation paired with human analysis to guarantee that flagged content is both authenticated and relevant to job responsibilities. Reports from social media screenings are typically delivered within 1-2 days, offering timely insights for hiring managers. Nevertheless, compliance with federal and provincial privacy regulations is essential, requiring candidate consent for the review of their online activities. Third-party providers, like Sterling, assist employers in effectively maneuvering these intricacies during the hiring process, minimizing bias and discrimination in hiring practices, and guaranteeing a fair and thorough review process for all candidates. Frequently Asked Questions Are Social Media Background Checks Real? Yes, social media background checks are real and increasingly common among employers. They provide insights into a candidate’s online presence, often revealing behaviors or attitudes that may not surface in traditional evaluations. Employers utilize these checks to assess potential risks and guarantee alignment with their organizational values. Third-party providers can help manage the process, guaranteeing compliance with privacy laws as they analyze up to seven years of a candidate’s online history for relevant content. What Shows up in a Sterling Background Check? In a Sterling background check, you’ll find an analysis of your social media presence, including posts, comments, and interactions from the past seven years. The check flags content related to aggression, intolerance, or substance abuse. It examines publicly available information across various platforms and news sources, ensuring a thorough assessment. This process helps employers make informed hiring decisions during adherence to privacy regulations, reducing discrimination risks by focusing on relevant job-related content. Can I Fail a Sterling Background Check? Yes, you can fail a Sterling background check. Employers often review your social media presence to identify any concerning behaviors or misconduct that might contradict their values. If they find aggressive or inappropriate content online, it could negatively influence their hiring decision. About 85% of employers report discovering content that led them to reconsider a candidate. Therefore, maintaining a professional digital footprint is essential for your job prospects. Who Uses Sterling for Background Checks? Employers across various industries, including healthcare, retail, finance, and technology, use Sterling for background checks. They rely on Sterling to screen potential employees effectively, evaluating candidates’ qualifications and minimizing hiring risks. With approximately 75% of employers conducting online research about candidates, Sterling’s services improve hiring processes. Furthermore, Sterling’s compliance experts guarantee that screening programs stay updated with regulations, providing organizations with tech-enabled solutions for a more objective hiring approach. Conclusion In conclusion, a Sterling Social is an essential tool for employers looking to make informed hiring decisions. By analyzing a candidate’s online presence across various platforms, it provides valuable insights into their behavior and compatibility with organizational values. Ensuring compliance with privacy laws is important during this process, as it helps mitigate risks associated with biased hiring practices. By incorporating social media screening, you can improve your candidate evaluation process and promote a more objective hiring approach. Image via Google Gemini and ArtSmart This article, "What Is a Sterling Social Media Check?" was first published on Small Business Trends View the full article

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In terms of rewarding shopping experiences, certain stores lead the pack with their impressive rewards programs. Best Buy, JCPenney, and Kohl’s offer tiered memberships and cash-back incentives, whereas fast food giants like Burger King and McDonald’s provide point systems for loyal customers. GameStop and Starbucks likewise deliver valuable perks, enhancing customer satisfaction. If you’re a pet owner, Petco’s loyalty programs are customized to meet your needs. Discover which stores truly excel in maximizing your savings. Key Takeaways Best Buy offers tiered rewards with free shipping and tech support, appealing to tech shoppers. JCPenney provides cash rewards and exclusive promotions, enhancing customer loyalty for clothing purchases. Kohl’s rewards program gives back 5-7.5% on purchases and offers redeemable cash for future shopping. Starbucks leads in coffee rewards, allowing members to redeem stars for free drinks and exclusive offers. Petco’s dual loyalty programs cater to different needs, from basic discounts to premium healthcare services for pets. Best Buy Best Buy stands out as a retailer with a robust loyalty program aimed at improving the shopping experience for its customers. They offer three tiers: My Best Buy (free), My Best Buy Plus ($49.99/year), and My Best Buy Total ($179.99/year). Each tier provides varying benefits customized to different shopping needs. For instance, with My Best Buy, you get free standard shipping with no minimum purchase, whereas My Best Buy Plus includes free 2-day shipping and exclusive member prices. If you opt for My Best Buy Total, you’ll enjoy additional perks like protection plans, 24/7 tech support, and discounts on repair services. This program is accessible to residents in all 50 states, D.C., and Puerto Rico, targeting individuals aged 13 and older with parental permission. Compared to grocery store loyalty programs and grocery store rewards programs, Best Buy’s offerings make it one of the leading stores with rewards programs in the retail sector. Burger King Burger King’s Royal Perks program lets you earn 10 crowns for every dollar spent on eligible menu items, which can be redeemed for free food. During your birthday month, you’ll enjoy double crowns, making it a great time to treat yourself. Plus, by using the app, you gain access to exclusive deals and free drink upsizes, enhancing both your savings and dining experience. Earning Crowns System The Earning Crowns System, part of the Royal Perks program, offers a straightforward way for customers to accumulate rewards at Burger King. You earn 10 crowns for every dollar spent on eligible menu items, making it easy to gather points. Unlike grocery loyalty programs, the crowns can be redeemed for various food items, giving you flexibility in how you use your rewards. Moreover, members enjoy free upsizes on orders, enhancing the overall value of each purchase. The Burger King app further enriches your experience by providing access to exclusive deals and promotions, ensuring you get the most out of your loyalty. This system encourages frequent visits and rewards you for dining at Burger King. Birthday Month Bonuses If you’re a member of the Royal Perks program, you can take advantage of exciting birthday month bonuses that greatly improve your rewards experience at Burger King. During your birthday month, you earn double crowns on eligible purchases, maximizing your rewards. With every dollar spent, you earn 10 crowns, which can be redeemed for delicious menu items. Here’s a quick overview of the benefits: Benefit Details Double Crowns Earn 20 crowns per dollar spent Special Promotions Access to exclusive birthday offers Free Upsizes Enjoy complimentary upsizes on orders Improved Rewards Experience Encourage repeat visits throughout the month These bonuses not only enrich your special month but additionally incentivize you to visit more often. Exclusive App Deals Wondering how to maximize your savings at fast-food chains? Burger King’s Royal Perks program offers exclusive app deals that can greatly improve your dining experience. When you join, you earn 10 crowns for every dollar spent on eligible menu items, which you can redeem for free food. Plus, during your birthday month, you can double your crowns, allowing you to enjoy even more rewards. Members in addition benefit from free upsizes on drinks and fries, further increasing the value of your orders. GameStop GameStop offers a rewards program designed specifically for gamers, making it an attractive option for those who frequently shop for video games and related products. The GameStop Pro membership costs $25 per year and comes with several benefits, including a $5 welcome reward upon sign-up and 12 monthly Pro Rewards of $5 each. Members earn 2% back in rewards on purchases, and a points system allows you to accumulate points for future rewards. Here’s a quick overview of the program benefits: Benefit Details Notes Membership Cost $25/year Includes various perks Welcome Reward $5 upon sign-up Additional $5 for auto-renewal Free Shipping On orders over $54 Improves shopping experience This program emphasizes value for gamers, providing exclusive promotions and rewards customized to the gaming community. JCPenney JCPenney’s rewards program offers a structured way for customers to earn points and enjoy benefits during shopping. Members earn 1 point for every dollar spent, whereas those using a JCPenney credit card receive 1.5 points per dollar. Upon signing up, you’ll get a $10 CashPass Reward, plus another $10 reward for your birthday, enhancing the program’s appeal. As you accumulate points, you’ll earn a $10 reward certificate for every 200 points, which can be redeemed on future purchases. The program aims to promote customer loyalty and encourage repeat business through its point system and rewards structure. Furthermore, members gain access to exclusive offers and promotions, further enhancing their shopping experience. JCPenney‘s rewards program is designed to guarantee that you receive value with every transaction, making your shopping trips more rewarding and enjoyable. This structured approach supports both casual shoppers and loyal customers alike. Kohl’s When you shop at Kohl’s, earning rewards is straightforward, as you receive 5% in Kohl’s Rewards on every purchase, and this increases to 7.5% if you use a Kohl’s credit card. For every $50 you spend, you’ll gain $10 in Kohl’s Cash, which you can redeem during specific periods for extra savings. Furthermore, being a member opens the door to exclusive offers and promotions throughout the year, enhancing your shopping experience and encouraging loyalty. Earn Kohl’s Rewards Easily Kohl’s Rewards offers a straightforward way to earn benefits during shopping, making it easy for customers to maximize their purchases. By joining the program, you earn 5% back on every purchase, and if you use a Kohl’s credit card, that increases to 7.5%. For every $50 spent, you receive $10 in Kohl’s Cash, which you can redeem during promotional periods. Tracking your rewards is simple through the Kohl’s app or website, allowing you to manage your earnings efficiently. Moreover, Kohl’s Rewards members enjoy exclusive offers and coupons, enhancing the overall shopping experience. Best of all, signing up is free and available to everyone, ensuring that all customers can benefit from their purchases effortlessly. Kohl’s Cash Redemption Periods After earning Kohl’s Cash during promotional periods, it’s important to understand how and when you can redeem it. You earn $10 for every $50 spent during these promotional periods, which occur several times a year. Redeem your Kohl’s Cash during designated redemption periods, typically lasting one week after the earning period. This allows you to lower your purchase totals on eligible items, enhancing your shopping experience. Nevertheless, keep in mind that Kohl’s Cash can’t be used at Sephora in-store locations within Kohl’s. For your convenience, you can check your Kohl’s Cash balance and the details of your redemption period through the Kohl’s website or mobile app, ensuring you never miss an opportunity to save. Exclusive Offers for Members How can you make the most of your shopping experience at Kohl’s? By joining Kohl’s Rewards, you access exclusive offers that improve your savings. As a member, you earn 5% back on each purchase, rising to 7.5% if you hold a Kohl’s credit card. For every $50 spent, you receive $10 in Kohl’s Cash, redeemable during specific periods. Members likewise gain access to special promotions and discounts not available to non-members, ensuring you maximize your savings potential. Furthermore, Kohl’s frequently issues coupons customized for members, providing further opportunities for discounts. You can easily track your rewards and Kohl’s Cash through the Kohl’s app or website, streamlining the redemption process for your exclusive offers. McDonald’s McDonald’s offers a robust rewards program called MyMcDonald’s Rewards, allowing customers to accumulate points with every purchase. You earn 100 points for every $1 spent on food, and once you reach 1,500 points, you can redeem them for items like a hash brown or a cheeseburger. Upon joining the program, you receive a free quarter pounder with cheese after spending just $1, providing a quick incentive to enroll. Here are some key features of the program: Points aren’t awarded for purchases made with gift cards, ensuring rewards are tied to direct spending. Members can enjoy birthday rewards, adding a personal touch. Exclusive deals are available to app users, enhancing engagement. You can easily track your points and redeem rewards through the McDonald’s app, streamlining your experience. This rewards program makes dining at McDonald’s more rewarding and enjoyable. Petco For pet owners looking to maximize their spending, Petco offers two loyalty programs designed to accommodate different needs: Essential Care Core and Essential Care Premier. The Essential Care Core program is free and provides members with coupons and deals similar to traditional loyalty programs. Conversely, the Essential Care Premier program, costing $239.88 per year or $24.99 per month, includes unlimited routine exams at participating vets and 20% off grooming services. Additionally, Rover members receive two $30 coupons annually for Rover services, which cover dog walking and pet sitting. To encourage regular visits, the program features a monthly $15 Essential Care Reward particularly for pet healthcare. Nonetheless, members must engage with their account at least once every 90 days to maintain their points. This structure guarantees that you can enjoy benefits customized to your needs as you keep your pet’s health and wellness a priority. Pizza Hut Pizza Hut‘s Hut Rewards program offers a straightforward way for pizza lovers to earn rewards on their purchases. When you join, you earn 1 point for every dollar you spend, and once you hit 150 points, you can redeem them for a free pizza. This program not only boosts your loyalty but additionally improves your overall experience with exclusive offers and promotions. Here’s what you can look forward to: Earn Points: Gain 1 point for every dollar spent. Free Pizza: Redeem 150 points for a complimentary pizza. Birthday Rewards: Enjoy special rewards on your birthday. Track Easily: Monitor your points effortlessly via the Pizza Hut app or website. The Hut Rewards program is designed to encourage repeat purchases by rewarding your loyalty with tangible benefits, making it a great choice for frequent pizza enthusiasts. Starbucks When you join the Starbucks Rewards program, you can start earning stars that quickly add up to free drinks and exclusive perks. For every dollar you spend, you earn 2 stars, and once you reach 150 stars, you can redeem them for a complimentary drink. The program improves your experience with personalized offers and special birthday rewards, increasing your engagement and loyalty. In addition, members enjoy access to exclusive promotions and early releases of new products, adding further value to your membership. The user-friendly Starbucks mobile app integrates payment with the rewards system, making transactions seamless and convenient. As of Q1 2025, Starbucks Rewards has over 34.6 million active members, establishing itself as one of the largest loyalty programs in the food and beverage sector. Frequently Asked Questions Which Stores Have the Best Rewards Programs? When considering which stores have the best rewards programs, you should look for features like earning points or cashback on purchases, exclusive discounts, and customized offers. Programs such as Starbucks Rewards and Sephora Beauty Insider stand out for their engaging structures. Moreover, Amazon Prime offers extensive benefits, whereas CVS ExtraCare provides personalized savings for health-conscious shoppers. IKEA Family nurtures customer retention through family-friendly perks and discounts, enhancing the overall shopping experience. What Is the Most Successful Rewards Program? The most successful rewards program is often considered Amazon Prime owing to its extensive membership benefits. With over 200 million global members, it offers free shipping, access to streaming services, and exclusive deals. This combination of convenience and value has set new standards in e-commerce loyalty. Other notable programs include Starbucks Rewards and Sephora Beauty Insider, which effectively engage customers through points and tiered rewards, enhancing brand loyalty and satisfaction. What Is the World’s Most Generous Rewards Program? The world’s most generous rewards program is often considered to be Amazon Prime. For a nominal annual fee, you get benefits like free shipping, access to streaming services, and exclusive deals. This extensive offering makes it appealing to many users. Furthermore, programs like Starbucks Rewards and Sephora’s Beauty Insider provide valuable perks, but Amazon’s combination of convenience and diverse benefits typically places it at the top of the list for many consumers. Which Supermarket Has the Best Rewards Scheme? When considering which supermarket has the best rewards scheme, you should evaluate the benefits offered by each program. For instance, Kroger allows you to earn points for discounts, whereas Safeway’s Just for U offers personalized deals. Albertsons incentivizes regular shopping with gas discounts, and Publix rewards you with exclusive coupons and birthday perks. Walmart’s Savings Catcher matches competitor prices, providing potential savings. Each program varies, so it’s crucial to choose one that aligns with your shopping habits. Conclusion In summary, the stores highlighted offer some of the best rewards programs available today. By taking advantage of these programs, you can maximize your savings and enjoy various perks, from cash-back opportunities to exclusive offers. Whether you’re shopping for electronics at Best Buy or grabbing a quick meal at Burger King, these rewards can improve your overall experience. Consider joining these loyalty programs to make the most of your purchases and enjoy the benefits they provide. Image via Google Gemini This article, "Top 10 Stores With Best Rewards Programs" was first published on Small Business Trends View the full article

In terms of rewarding shopping experiences, certain stores lead the pack with their impressive rewards programs. Best Buy, JCPenney, and Kohl’s offer tiered memberships and cash-back incentives, whereas fast food giants like Burger King and McDonald’s provide point systems for loyal customers. GameStop and Starbucks likewise deliver valuable perks, enhancing customer satisfaction. If you’re a pet owner, Petco’s loyalty programs are customized to meet your needs. Discover which stores truly excel in maximizing your savings. Key Takeaways Best Buy offers tiered rewards with free shipping and tech support, appealing to tech shoppers. JCPenney provides cash rewards and exclusive promotions, enhancing customer loyalty for clothing purchases. Kohl’s rewards program gives back 5-7.5% on purchases and offers redeemable cash for future shopping. Starbucks leads in coffee rewards, allowing members to redeem stars for free drinks and exclusive offers. Petco’s dual loyalty programs cater to different needs, from basic discounts to premium healthcare services for pets. Best Buy Best Buy stands out as a retailer with a robust loyalty program aimed at improving the shopping experience for its customers. They offer three tiers: My Best Buy (free), My Best Buy Plus ($49.99/year), and My Best Buy Total ($179.99/year). Each tier provides varying benefits customized to different shopping needs. For instance, with My Best Buy, you get free standard shipping with no minimum purchase, whereas My Best Buy Plus includes free 2-day shipping and exclusive member prices. If you opt for My Best Buy Total, you’ll enjoy additional perks like protection plans, 24/7 tech support, and discounts on repair services. This program is accessible to residents in all 50 states, D.C., and Puerto Rico, targeting individuals aged 13 and older with parental permission. Compared to grocery store loyalty programs and grocery store rewards programs, Best Buy’s offerings make it one of the leading stores with rewards programs in the retail sector. Burger King Burger King’s Royal Perks program lets you earn 10 crowns for every dollar spent on eligible menu items, which can be redeemed for free food. During your birthday month, you’ll enjoy double crowns, making it a great time to treat yourself. Plus, by using the app, you gain access to exclusive deals and free drink upsizes, enhancing both your savings and dining experience. Earning Crowns System The Earning Crowns System, part of the Royal Perks program, offers a straightforward way for customers to accumulate rewards at Burger King. You earn 10 crowns for every dollar spent on eligible menu items, making it easy to gather points. Unlike grocery loyalty programs, the crowns can be redeemed for various food items, giving you flexibility in how you use your rewards. Moreover, members enjoy free upsizes on orders, enhancing the overall value of each purchase. The Burger King app further enriches your experience by providing access to exclusive deals and promotions, ensuring you get the most out of your loyalty. This system encourages frequent visits and rewards you for dining at Burger King. Birthday Month Bonuses If you’re a member of the Royal Perks program, you can take advantage of exciting birthday month bonuses that greatly improve your rewards experience at Burger King. During your birthday month, you earn double crowns on eligible purchases, maximizing your rewards. With every dollar spent, you earn 10 crowns, which can be redeemed for delicious menu items. Here’s a quick overview of the benefits: Benefit Details Double Crowns Earn 20 crowns per dollar spent Special Promotions Access to exclusive birthday offers Free Upsizes Enjoy complimentary upsizes on orders Improved Rewards Experience Encourage repeat visits throughout the month These bonuses not only enrich your special month but additionally incentivize you to visit more often. Exclusive App Deals Wondering how to maximize your savings at fast-food chains? Burger King’s Royal Perks program offers exclusive app deals that can greatly improve your dining experience. When you join, you earn 10 crowns for every dollar spent on eligible menu items, which you can redeem for free food. Plus, during your birthday month, you can double your crowns, allowing you to enjoy even more rewards. Members in addition benefit from free upsizes on drinks and fries, further increasing the value of your orders. GameStop GameStop offers a rewards program designed specifically for gamers, making it an attractive option for those who frequently shop for video games and related products. The GameStop Pro membership costs $25 per year and comes with several benefits, including a $5 welcome reward upon sign-up and 12 monthly Pro Rewards of $5 each. Members earn 2% back in rewards on purchases, and a points system allows you to accumulate points for future rewards. Here’s a quick overview of the program benefits: Benefit Details Notes Membership Cost $25/year Includes various perks Welcome Reward $5 upon sign-up Additional $5 for auto-renewal Free Shipping On orders over $54 Improves shopping experience This program emphasizes value for gamers, providing exclusive promotions and rewards customized to the gaming community. JCPenney JCPenney’s rewards program offers a structured way for customers to earn points and enjoy benefits during shopping. Members earn 1 point for every dollar spent, whereas those using a JCPenney credit card receive 1.5 points per dollar. Upon signing up, you’ll get a $10 CashPass Reward, plus another $10 reward for your birthday, enhancing the program’s appeal. As you accumulate points, you’ll earn a $10 reward certificate for every 200 points, which can be redeemed on future purchases. The program aims to promote customer loyalty and encourage repeat business through its point system and rewards structure. Furthermore, members gain access to exclusive offers and promotions, further enhancing their shopping experience. JCPenney‘s rewards program is designed to guarantee that you receive value with every transaction, making your shopping trips more rewarding and enjoyable. This structured approach supports both casual shoppers and loyal customers alike. Kohl’s When you shop at Kohl’s, earning rewards is straightforward, as you receive 5% in Kohl’s Rewards on every purchase, and this increases to 7.5% if you use a Kohl’s credit card. For every $50 you spend, you’ll gain $10 in Kohl’s Cash, which you can redeem during specific periods for extra savings. Furthermore, being a member opens the door to exclusive offers and promotions throughout the year, enhancing your shopping experience and encouraging loyalty. Earn Kohl’s Rewards Easily Kohl’s Rewards offers a straightforward way to earn benefits during shopping, making it easy for customers to maximize their purchases. By joining the program, you earn 5% back on every purchase, and if you use a Kohl’s credit card, that increases to 7.5%. For every $50 spent, you receive $10 in Kohl’s Cash, which you can redeem during promotional periods. Tracking your rewards is simple through the Kohl’s app or website, allowing you to manage your earnings efficiently. Moreover, Kohl’s Rewards members enjoy exclusive offers and coupons, enhancing the overall shopping experience. Best of all, signing up is free and available to everyone, ensuring that all customers can benefit from their purchases effortlessly. Kohl’s Cash Redemption Periods After earning Kohl’s Cash during promotional periods, it’s important to understand how and when you can redeem it. You earn $10 for every $50 spent during these promotional periods, which occur several times a year. Redeem your Kohl’s Cash during designated redemption periods, typically lasting one week after the earning period. This allows you to lower your purchase totals on eligible items, enhancing your shopping experience. Nevertheless, keep in mind that Kohl’s Cash can’t be used at Sephora in-store locations within Kohl’s. For your convenience, you can check your Kohl’s Cash balance and the details of your redemption period through the Kohl’s website or mobile app, ensuring you never miss an opportunity to save. Exclusive Offers for Members How can you make the most of your shopping experience at Kohl’s? By joining Kohl’s Rewards, you access exclusive offers that improve your savings. As a member, you earn 5% back on each purchase, rising to 7.5% if you hold a Kohl’s credit card. For every $50 spent, you receive $10 in Kohl’s Cash, redeemable during specific periods. Members likewise gain access to special promotions and discounts not available to non-members, ensuring you maximize your savings potential. Furthermore, Kohl’s frequently issues coupons customized for members, providing further opportunities for discounts. You can easily track your rewards and Kohl’s Cash through the Kohl’s app or website, streamlining the redemption process for your exclusive offers. McDonald’s McDonald’s offers a robust rewards program called MyMcDonald’s Rewards, allowing customers to accumulate points with every purchase. You earn 100 points for every $1 spent on food, and once you reach 1,500 points, you can redeem them for items like a hash brown or a cheeseburger. Upon joining the program, you receive a free quarter pounder with cheese after spending just $1, providing a quick incentive to enroll. Here are some key features of the program: Points aren’t awarded for purchases made with gift cards, ensuring rewards are tied to direct spending. Members can enjoy birthday rewards, adding a personal touch. Exclusive deals are available to app users, enhancing engagement. You can easily track your points and redeem rewards through the McDonald’s app, streamlining your experience. This rewards program makes dining at McDonald’s more rewarding and enjoyable. Petco For pet owners looking to maximize their spending, Petco offers two loyalty programs designed to accommodate different needs: Essential Care Core and Essential Care Premier. The Essential Care Core program is free and provides members with coupons and deals similar to traditional loyalty programs. Conversely, the Essential Care Premier program, costing $239.88 per year or $24.99 per month, includes unlimited routine exams at participating vets and 20% off grooming services. Additionally, Rover members receive two $30 coupons annually for Rover services, which cover dog walking and pet sitting. To encourage regular visits, the program features a monthly $15 Essential Care Reward particularly for pet healthcare. Nonetheless, members must engage with their account at least once every 90 days to maintain their points. This structure guarantees that you can enjoy benefits customized to your needs as you keep your pet’s health and wellness a priority. Pizza Hut Pizza Hut‘s Hut Rewards program offers a straightforward way for pizza lovers to earn rewards on their purchases. When you join, you earn 1 point for every dollar you spend, and once you hit 150 points, you can redeem them for a free pizza. This program not only boosts your loyalty but additionally improves your overall experience with exclusive offers and promotions. Here’s what you can look forward to: Earn Points: Gain 1 point for every dollar spent. Free Pizza: Redeem 150 points for a complimentary pizza. Birthday Rewards: Enjoy special rewards on your birthday. Track Easily: Monitor your points effortlessly via the Pizza Hut app or website. The Hut Rewards program is designed to encourage repeat purchases by rewarding your loyalty with tangible benefits, making it a great choice for frequent pizza enthusiasts. Starbucks When you join the Starbucks Rewards program, you can start earning stars that quickly add up to free drinks and exclusive perks. For every dollar you spend, you earn 2 stars, and once you reach 150 stars, you can redeem them for a complimentary drink. The program improves your experience with personalized offers and special birthday rewards, increasing your engagement and loyalty. In addition, members enjoy access to exclusive promotions and early releases of new products, adding further value to your membership. The user-friendly Starbucks mobile app integrates payment with the rewards system, making transactions seamless and convenient. As of Q1 2025, Starbucks Rewards has over 34.6 million active members, establishing itself as one of the largest loyalty programs in the food and beverage sector. Frequently Asked Questions Which Stores Have the Best Rewards Programs? When considering which stores have the best rewards programs, you should look for features like earning points or cashback on purchases, exclusive discounts, and customized offers. Programs such as Starbucks Rewards and Sephora Beauty Insider stand out for their engaging structures. Moreover, Amazon Prime offers extensive benefits, whereas CVS ExtraCare provides personalized savings for health-conscious shoppers. IKEA Family nurtures customer retention through family-friendly perks and discounts, enhancing the overall shopping experience. What Is the Most Successful Rewards Program? The most successful rewards program is often considered Amazon Prime owing to its extensive membership benefits. With over 200 million global members, it offers free shipping, access to streaming services, and exclusive deals. This combination of convenience and value has set new standards in e-commerce loyalty. Other notable programs include Starbucks Rewards and Sephora Beauty Insider, which effectively engage customers through points and tiered rewards, enhancing brand loyalty and satisfaction. What Is the World’s Most Generous Rewards Program? The world’s most generous rewards program is often considered to be Amazon Prime. For a nominal annual fee, you get benefits like free shipping, access to streaming services, and exclusive deals. This extensive offering makes it appealing to many users. Furthermore, programs like Starbucks Rewards and Sephora’s Beauty Insider provide valuable perks, but Amazon’s combination of convenience and diverse benefits typically places it at the top of the list for many consumers. Which Supermarket Has the Best Rewards Scheme? When considering which supermarket has the best rewards scheme, you should evaluate the benefits offered by each program. For instance, Kroger allows you to earn points for discounts, whereas Safeway’s Just for U offers personalized deals. Albertsons incentivizes regular shopping with gas discounts, and Publix rewards you with exclusive coupons and birthday perks. Walmart’s Savings Catcher matches competitor prices, providing potential savings. Each program varies, so it’s crucial to choose one that aligns with your shopping habits. Conclusion In summary, the stores highlighted offer some of the best rewards programs available today. By taking advantage of these programs, you can maximize your savings and enjoy various perks, from cash-back opportunities to exclusive offers. Whether you’re shopping for electronics at Best Buy or grabbing a quick meal at Burger King, these rewards can improve your overall experience. Consider joining these loyalty programs to make the most of your purchases and enjoy the benefits they provide. Image via Google Gemini This article, "Top 10 Stores With Best Rewards Programs" was first published on Small Business Trends View the full article

This comment section is open for any non-work-related discussion you’d like to have with other readers, by popular demand. Here are the rules for the weekend posts. Book recommendation of the week: The End of Romance, by Lily Meyer. After an abusive marriage, a grad student vows to avoid romance, then promptly meets two men who challenge that resolve. I struggled with whether to recommend this because by the last 20% of the book, I was supremely frustrated by the protagonist’s choices, but I really liked the first 80%. (Amazon, Bookshop) * I earn a commission if you use those links. The post weekend open thread – March 14-15, 2026 appeared first on Ask a Manager. View the full article

Headlines this week signaled that a major boycott against Target had come to an end. The retail giant has been under fire since winding back many of its commitments to diversity, equity, and inclusion a year ago, which sparked widespread criticism from the Black community and consumer boycotts that had a tangible impact on the business. Over the course of 2025, Target’s already sluggish sales dropped further, and its share price fell by over 30%; by August, the company had announced that CEO Brian Cornell would be stepping down. One of those boycotts, which originally started as a 40-day “Target Fast” led by Atlanta-based pastor Jamal Harrison Bryant, has now been called off, following what he has described as “productive” conversations with company leaders. But that boycott reportedly did not result in any meaningful changes to Target’s DEI policies—and the Minnesota civil rights activists behind another major boycott have made clear that they don’t plan to back down anytime soon. “Let’s be clear: the Target boycott is not over,” Nekima Levy Armstrong, one of the boycott cofounders, said in a statement. “This is a grassroots movement led by communities demanding corporate accountability, and we will not stop until Target reverses its retreat from diversity, equity, and inclusion.” Another cofounder, Jaylani Hussein, emphasized that Target had “not met the demands of the boycott, and therefore the boycott continues.” (When reached by Fast Company, Target was not immediately available for comment.) Bryant suggested in a press conference this week that the company had reassured him of its continued commitment to DEI and in particular the Black community, which—until last year—Target had long supported through both internal DEI programs and efforts to boost supplier diversity and Black-owned brands. “They have a program called Belonging, which gives access to everybody, not just for entry-level positions, but to be able to ascend into C-suites,” he elaborated in an interview with USA Today. “It is essentially DEI as I read it. It is the exact same thing.” In conversations with Bryant and other activists, Target also reportedly acknowledged that the company had lost the trust of Black consumers and employees, according to the Wall Street Journal. Target has not, however, walked back its reversal on DEI or reinstated any of its previous policies in response to the boycotts. (Bryant told USA Today that Target had addressed some boycott demands—namely that the company would continue investing in Black-owned businesses.) While the company did sign onto a letter penned by a group of prominent CEOs in Minnesota, Target has also not spoken forcefully about the immigration crackdown and violence in its home state—even as its stores and workers were directly affected. Target is, of course, not alone in distancing itself from DEI. The company is just one of many corporate employers that have taken pains to disavow DEI—at least publicly—over the last few years. While this shift started with the Supreme Court ruling that overturned affirmative action in 2023, it has accelerated in the past year, as the The President administration has explicitly targeted DEI programs across the federal government and in the private sector. Some companies have opted to rebrand their DEI programs to mitigate legal risk without abandoning them outright. Like many other employers, Target took steps to shield itself from legal liability due to the “evolving external landscape,” concluding many of its DEI initiatives. But Target has been particularly vulnerable to blowback because of its reputation as a company that has historically supported the Black community. In the aftermath of George Floyd’s murder in 2020—which happened just miles from company headquarters—Target made significant commitments to promote racial equity, pledging to increase its share of Black workers by 20% over the next three years and invest $2 billion in Black-owned businesses by 2025. Amid the political environment, it’s not clear whether the ongoing boycott will move Target to reevaluate its approach to DEI, especially as the company continues to navigate broader business woes and falling sales. The Equal Employment Opportunity Commission recently embarked on a major investigation into Nike’s DEI practices, which could eventually have significant consequences for corporate DEI efforts—and, in the meantime, discourage employers from engaging in entirely legal forms of diversity work. At the moment, it seems companies like Target have little incentive to openly support DEI or draw attention to their DEI work. View the full article

The sudden wind-down of Anthropic technology within the U.S. government is raising concerns about whether federal officials, without access to Claude, might fall behind in the quest to guard against the threat of AI-generated or AI-assisted nuclear and chemical weapons. Though the rollout has been messy—and Claude remains in use in some parts of the government—the The President administration’s anti-Anthropic posture could have a chilling effect on collaborations between AI companies and federal agencies, including partnerships focused on critical national security questions related to these kinds of futuristic threats, several sources tell Fast Company. The worry is that severing ties with the company could both limit government researchers’ understanding of how, in the future, bad actors could use AI to generate new types of nuclear and biological weapons, and hold back scientific progress more broadly. Since at least February 2024, Anthropic has participated in a formal partnership with the National Nuclear Security Administration, the federal agency charged with monitoring the country’s nuclear stockpile. The point of that work, the company has previously said, is to “evaluate our AI models for potential nuclear and radiological risks.” The concern, here, is that developing nuclear weapons requires specialized knowledge, but that AI, as it continues to advance, could eventually become adept at developing this expertise on its own. Eventually, a large language model might be able to help someone figure out how to design an incredibly dangerous weapon—or even come up with a novel one itself. Now, in the wake of President Donald The President’s Truth Social post demanding that federal workers stop using Anthropic tech, it’s not clear what might happen to Anthropic’s efforts to guard against these future threats. Some federal agencies appear to still be weighing how to approach the Claude use cases they already have, while others are cutting off access to the tool entirely. “As directed by President The President, the Department of Energy is reviewing all existing contracts and uses of Anthropic technology,” a spokesperson for the NNSA tells Fast Company. “The Department remains firmly committed to ensuring that the technology we employ serves the public interest, protects America’s energy and national security, and advances our mission.” Anthropic declined to comment. Safety concerns at the Energy Department For the past few years, Anthropic has been collaborating with or providing technology to the myriad agencies and national labs that fall under the Department of Energy. For instance, the Lawrence Livermore National Laboratory began using Claude for Enterprise in 2025, and, at the time, made the tool available to about 10,000 scientists. That technology, the lab said last year, was supposed to help the lab “accelerate its research efforts in the domains of nuclear deterrence, energy security, materials science,” as well as in other areas. Anthropic has also worked with the National Nuclear Security Agency on evaluating potential AI-related nuclear safety risks. For example, the agency has provided Anthropic with “high-level” metrics and guidance that have helped the company analyze the threat of its own technology. Anthropic has also worked with the NNSA on developing technology that can scan and categorize AI chatbot conversations and search for signs that someone might be using an LLM to discuss building a nuclear weapon. An inventory for 2025 for the Department of Energy disclosed that the agency was using Claude at the Pacific Northwest National Laboratory, the Lawrence Livermore National Lab, and the Idaho National Laboratory in pilots. Anthropic is also one of several partners in the agency’s Genesis mission, which aims to accelerate scientific development by leveraging artificial intelligence. Those collaborations may now be in jeopardy. Claude is “everywhere” in the Energy Department’s labs, including at the NNSA, Ann Dunkin, the former chief information officer for the Energy Department, tells Fast Company. If labs, or the NNSA, “are working on projects using Anthropic as their AI tool, they are going to have to, at the very least, stop work and start with a new vendor,” she says. “This will cost time and money. More than likely, there will be [new] work as they will have to train a new model.” To conduct simulations that involve studying various AI risks, it’s important to understand how all AI models might behave, she adds. In regard to nuclear weapons, there’s worry that AI could be used to gather enough information to build one such weapon—or be jailbroken so that it could provide that information, Dunkin said. Another former Department of Homeland Security official who focused on AI safety issues echoes those concerns. Anthropic, the person tells Fast Company, was a leader on evaluating how AI models, including their own, might create serious safety risks related to chemical and nuclear weapons. Pressure to remove Anthropic risks wasting peoples’ time and may not be successful anyway, they said. It also puts federal officials behind on trying to understand the full risks related to artificial intelligence, or to fully benefit from its efficiencies, given that Anthropic is still the leading provider of some AI capabilities. “There’s no ban on Claude for the bad guys,” they add. Overall, the government’s sudden turn against Anthropic risks scarring off other companies that might want to work with them on serious issues, including those related to nuclear security. “Anthropic learned that once you’re serving the U.S. government, you might not have the right to say no, at least now without retaliation. Naturally that will deter others from working for the government, especially on sensitive topics,” explains Steven Adler, an ex-OpenAI employee who focuses on AI safety issues. “There’s a bitter irony here: the administration is simultaneously demanding AI companies help with national security and making it harder for responsible actors to do exactly that,” Alex Bores, who is running for a House seat in New York on a platform focused on AI regulation, tells Fast Company in a statement. “AI companies working with NNSA to evaluate risk isn’t a liability—it’s a model. Punishing it sends exactly the wrong signal at exactly the wrong time.” An incomplete exit plan It’s not immediately clear how federal agencies are supposed to approach Anthropic technology right now. President Donald The President issued a post, via Truth Social, declaring that federal agencies should “immediately cease all use of Anthropic’s technology,” though these instructions are often communicated through another office: the Federal Chief Information Officer. The The President administration is reportedly working on an executive order related to Anthropic, while Anthropic has filed a lawsuit challenging its designation as a “supply chain risk.” The General Services Administration, according to one post, seems to be interpreting the Truth Social post as a national security directive. The agency’s GitHub repository shows that Claude was recently removed for its interagency AI resource, and a person within the agency confirmed that employees could no longer access Claude internally. Still, another person at the agency tells Fast Company that no official instructions about how to actually enforce removing Claude from federal use cases have actually been sent to employees. One major challenge with stripping Anthropic’s technology from the federal government is that the technology can be delivered in many ways. In Claude’s case, this includes products directly sold by Anthropic, but also integrations with popular—and controversial—government contractors like Palantir and Amazon Web Services. Notably, Claude for Government is still listed as one of the features offered within Palantir Federal Cloud Service, and several agencies have authorized the use of this package, including the Brookhaven National Lab and the Environmental Management Consolidated Business Center, as well as the State Department and the Treasury. The product describes Claude as “purpose built” to meet high government security requirements. Palantir also has a longstanding relationship with the NNSA that predates LLMs. The NNSA spokesperson declined to comment on how they were approaching the use of Claude and classified systems. Palantir did not respond to a request for comment by publication time. On the military side of government, much ado has been made of the fact that only Caude, and not systems like ChatGPT, has been cleared to operate in classified environments. The Pentagon has since sent a memo to employees that prioritizes removing Claude from any systems that involve nuclear security. Classified environments are also important to civilian agencies. Though the Treasury Secretary Scott Bessent has said his agency will be “terminating” use of Anthropic products and Claude, there was at least some grumbling at a recent meeting focused on AI use within the agency that other AI tools weren’t similarly available for classified information. View the full article

For decades, the relationship between a fan and a content franchise was defined by scarcity: You watched a movie or binged a season, then had to wait months or years for the next installment. Fans were spectators, limited to going to the concert, game, or movie, buying merch, and tweeting about their favorite moments. Scarcity trained audiences to wait. Abundance taught them not to. The greatest challenge facing intellectual property (IP) owners today is staying connected and culturally relevant in a world where content is everywhere, all the time, and limitless. While these players historically have been limited by the time and budget required to create premium content, the audience’s appetite to relate to their favorite brands has only grown. With the rise of generative AI, media companies can now leverage technology to bridge this gap, transforming how audiences engage with IP and creating opportunities for fan experiences that operate 24/7. Fandom as creation Over the past 10 years, the demographics of fandom have shifted dramatically. According to Ogilvy’s Fandom Flux study, 86% of Gen Z identify as fans. But for this group of fans, consuming their favorite story doesn’t cut it; they want to step inside it, remix it, and co-author the worlds they love. Younger audiences are already making this shift. Gen Alpha is the first generation to experience fandom as an act of creation rather than consumption, according to Ogilvy. As a testament to this trend, 66% of Gen Z and Gen Alpha report spending more time with fan-created content than with official content. Generative AI can solve this discrepancy. By collaborating across industries, IP owners can meet this need, using AI to scale fan engagement in ways that traditional production pipelines can’t. Disney’s agreement with OpenAI allows fans to generate scenes featuring hundreds of characters within brand-safe parameters. This turns casual Disney fans into active creators. By enabling canon-adjacent storytelling, studios can transform viewers into stakeholders. And when fans can contribute to a world, the franchise grows with its community, and engagement becomes shared rather than one-sided. Gaming already provides a blueprint for what’s possible. Fortnite Creative 2.0 has evolved beyond a “battle royale” into a social ecosystem where brands like Star Wars inhabit “living maps,” where players can roam, complete challenges, and interact with characters in real time. Now, AI brings that interactive agency to pure storytelling, removing technical barriers so that engaging with a character is as natural as texting a friend. Infinite worlds, infinite engagement As more fans expect this level of immersion with the brands they love, we see a future where AI-powered characters live anywhere, engaging consumers wherever they are. Instead of waiting for the next film or episode, these characters will be available around the clock. Fans can create new moments with their favorite characters, rather than re-watching the same story on repeat. For media companies, AI characters serve as more than just engagement and monetization tools; they are a powerful feedback loop. By partnering with AI platforms, studios can test character dynamics, gauge reactions to new lore, and understand what resonates with their most highly engaged users before greenlighting expensive productions. The business case is undeniable: Platforms that integrate AI-driven personalization are already seeing an average 35% increase in engagement rates, with streaming leaders leveraging these tools as the backbone of their fan retention strategies for younger audiences. Design for participation The future of entertainment is no longer one-way. AI is enabling experiences that are persistent, co-created, and reciprocal. Instead of measuring success by how many people buy a ticket for the latest movie premiere, it will be measured by how deeply audiences engage with the franchise. The next generation of IP will be built by designing immersive experiences, not just content. By embracing partner-driven AI solutions, media leaders can transform viewers into stakeholders. As these fans become true stakeholders, franchises will continue to grow and evolve with their communities, ensuring that today’s favorite characters remain culturally resonant for the next generation of audiences. Karandeep Anand is CEO of Character.AI. View the full article

A White House executive order issued Friday afternoon directing regulators to ease Dodd-Frank compliance burdens comes as a bipartisan housing bill advances on Capitol Hill. View the full article

I write frequently about the threat of malware and how threat actors are using it to do everything from steal personal information to fully take over users' devices or add them to botnets. These malicious programs spread through various forms of phishing, ClickFix attacks, malvertising, and even apps that have been vetted and approved by Apple and Google. However, as users (and security tools) have gotten better at identifying the signs of a malware infection and savvy enough to avoid them in the first place, some cybercriminals have changed tactics: Living Off the Land (LOTL) attacks exploit built-in system utilities and tools that may be less likely to raise red flags. How Living Off the Land attacks workAs Huntress describes, LOTL refers to using local resources instead of importing new ones from outside. Rather than sneaking custom-built malware onto a user's machine, attackers exploit tools like PowerShell, Windows Management Instrumentation (WMI), built-in utilities, and trusted applications such as Microsoft Teams for malicious purposes. Antivirus programs are unlikely to flag these tools as suspicious—in most cases, they aren't—because they blend in to normal system processes and are supposed to be there. By hijacking legitimate tools, threat actors are able to access systems and networks, execute code remotely, escalate privileges, steal data, or even install other forms of malware. The PowerShell command-line interface allows file downloads and command execution, making it a popular tool for bad actors, along with WMI, though Unix binaries and signed Windows drivers are also frequently exploited. LOTL attackers may employ exploit kits, which can spread fileless malware via phishing or other forms of social engineering, as well as stolen credentials and fileless ransomware to gain access to native tools. Malwarebytes Labs recently identified a campaign spread through fake Google Meet updates to exploit a legitimate Windows device enrollment feature—run via an attack server hosted on a reputable mobile device management platform. How to detect an LOTL attackMany tactics for identifying, addressing, and preventing LOTL attacks are targeted at organizations with large infrastructures to defend, but individual users can (and should) also be vigilant to this type of threat. As always, look out for signs of phishing and other forms of social engineering that bad actors use to steal credentials and gain access to networks and devices. Be wary of unsolicited communication containing links, notifications about software and security updates, and anything that provokes curiosity, anxiety, urgency, or fear. Install security updates as soon as they're available to keep vulnerabilities from being exploited. When it comes to detecting LOTL specifically, Huntress advises looking for unusual behavior rather than just suspicious files or programs—for example, tools running outside of their normal contexts or in unexpected patterns as well as unusual network connections from systems utilities. Monitor and log usage of commonly exploited tools, and audit any remote access tools and device enrollments. View the full article

Jensen Huang to unveil new products at GTC event next week as spending shifts from training to running AI modelsView the full article

A federal judge wrote in an opinion that a "mountain of evidence" suggests the subpoenas were an effort to push Federal Reserve Chair Jerome Powell to lower interest rates or resign. View the full article

Full text: judge says probe is attempt to ‘harass and pressure’ the central bank chief to cut ratesView the full article

Borrower equity fell $78.8 billion, or 0.5%, year over year in Q4, according to Cotality's Home Equity Report. That's an average decrease of $8,500. View the full article

Deductions are a key part of the tax preparation process for freelancers. It’s important than freelancers consider all of the potential deductions available to them, as to ensure they don’t inadvertently pay more in taxes than needed. To that end, we’ve put together some career-specific tax deductions, to help you brainstorm as you look to capture all possible expenses for your records. Keep in mind that the lists below are not necessarily meant to be exhaustive, and that many of the deductions can apply to multiple professions. WriterWebsite hosting fees Writing competition fees Lit journal submission fees Business cards Printing ActorHeadshots Printing headshots Tickets to plays and movies Acting classes Backstage and Actors Access subscriptions PodcasterRing light Editing software Podcast microphone Transcription services MusicianRehearsal space Concert tickets Recording equipment Music streamer subscriptions Meals + lodging on tour PhotographerStudio space Rolls of film Cameras + photography equipment Crafty for shoots Payment for models Graphic DesignerAdobe + Figma subscriptions Apple pencil Canva subscription Art classes Video EditorFinalCut + editing software Second desktop screen Music licensing Stock footage and photo library fees Software EngineerData storage fees Advertising fees for services Fees associated with paying subcontractors Any tax and legal fees ChefCooking equipment and supplies Uniforms Dry cleaning for uniforms Protective gear (goggles, gloves) Transportation fees to client events and meetings If you have any questions about your taxes, be sure to consult an accountant — and visit our Tax Center for more guidance. View the full article

Deductions are a key part of the tax preparation process for freelancers. It’s important than freelancers consider all of the potential deductions available to them, as to ensure they don’t inadvertently pay more in taxes than needed. To that end, we’ve put together some career-specific tax deductions, to help you brainstorm as you look to capture all possible expenses for your records. Keep in mind that the lists below are not necessarily meant to be exhaustive, and that many of the deductions can apply to multiple professions. WriterWebsite hosting fees Writing competition fees Lit journal submission fees Business cards Printing ActorHeadshots Printing headshots Tickets to plays and movies Acting classes Backstage and Actors Access subscriptions PodcasterRing light Editing software Podcast microphone Transcription services MusicianRehearsal space Concert tickets Recording equipment Music streamer subscriptions Meals + lodging on tour PhotographerStudio space Rolls of film Cameras + photography equipment Crafty for shoots Payment for models Graphic DesignerAdobe + Figma subscriptions Apple pencil Canva subscription Art classes Video EditorFinalCut + editing software Second desktop screen Music licensing Stock footage and photo library fees Software EngineerData storage fees Advertising fees for services Fees associated with paying subcontractors Any tax and legal fees ChefCooking equipment and supplies Uniforms Dry cleaning for uniforms Protective gear (goggles, gloves) Transportation fees to client events and meetings If you have any questions about your taxes, be sure to consult an accountant — and visit our Tax Center for more guidance. View the full article

The ongoing war in the Middle East continues to embroil new participants—from residential properties in Dubai to protestors in Iran getting caught in the crossfire of drones and missiles. And at the same time, global trade is slowing to a crawl, thanks to the effective shutdown of the Hormuz Strait, through which 11% of all global trade passes. Yet another sector finding itself in the firing line—literally—is data centers. A number of them in the region have been hit by enemy strikes during the two-week war, causing damage and outages. Data centers are an important part of modern economies, enabling the delivery of digital services that keep countries going. Therefore, it’s little surprise that they’ve been targeted by both sides of the war as an attempt to sow chaos and force a capitulation. Data centers are also deeply exposed to wider disruption in the region because they sit at the end of long, fragile supply chains. Many of the chips, memory modules, networking switches, and cooling systems they rely on depend on materials that transit through Middle Eastern choke points or are produced in nearby states—from helium and other specialty gases used in semiconductor manufacturing to metals and finished components moving between Asia, Europe, and North America. The near‑halt in shipping through the Strait of Hormuz has pushed up transport costs, squeezed air‑freight capacity, and driven insurers to hike war‑risk premiums, making it more expensive and slower to move everything from server racks to backup generators and fuel. At the same time, the strait is a critical artery for oil and liquefied natural gas (LNG), so any prolonged disruption feeds directly into higher global energy prices—raising the cost of the vast amounts of electricity and cooling that hyperscale data centers consume, and making new projects harder to finance. That’s less of a problem for the United States, which has its own energy supplies, is the world’s largest LNG exporter, and is insulated from Gulf disruptions by its own abundant domestic production. Data centers already face threats Beyond the immediate impact, there’s a corollary risk to the conflict for data centers beyond the Middle East. Abe Silverman, an assistant research scholar at Johns Hopkins University’s Ralph O’Connor Sustainable Energy Institute, says the Middle East conflict isn’t primarily a direct supply-chain story for data centers. “The biggest threat to data centers isn’t actually oil traffic or disruption to global supply chains,” he says. “The biggest threat to data centers today is the perception that they are raising costs of electricity for everyday consumers.” Currently, marine traffic through the Strait of Hormuz has practically stopped, including shipments of LNG from the region. If that ongoing disruption continues and pushes up natural gas and electricity prices, consumers may blame data centers for worsening already painful power bills, Silverman believes. While those physical and economic pressures will take months to fully work through supply chains and power markets, the more immediate consequence may be political: As energy prices rise, regulators and communities could increasingly scrutinize whether new data center campuses are worth the extra strain on already expensive electricity bills. “We would not anticipate a material shift in companies’ plans and a further expansion in U.S. data centers, but it is a consideration for those focused on Europe and the Middle East,” says Julien Dumoulin-Smith, managing director and senior equity analyst at Jefferies, a global investment bank. There’s also the financing of these megaprojects, particularly closer to the center of the conflict—and whether it’s possible for them to be safely insured to be built. Some $2.5 billion of deals to build data centers in the Middle East were brokered last year, according to S&P Global Market Intelligence. If the safety of that infrastructure, and the return on investment, can’t be guaranteed as tension in the region continues to ratchet up, it becomes a much harder choice to invest there. That could cause some projects to fall by the wayside—or worse, to shift investment in them to states hostile to the West. “The impact will be that they’ll be rebuilt fairly quickly, and if the Americans—and Europeans—aren’t quick off the mark, they’ll be rebuilt with Chinese investment,” says Lynette Nusbacher, a former Canadian and British army intelligence officer. But beyond that, each new attack sends a message, reckons Nusbacher. “Data centers are an important part of the post-petroleum future of the Gulf monarchies,” she says. “Attacking a data center isn’t symbolic, but it’s a way to show that the U.S. can’t guarantee any kind of security for their future.” View the full article

Court says Donald The President’s DoJ was seeking to ‘pressure’ chair Jay Powell to cut interest rates View the full article

While RSS readers are still worth using to this day, they're far from perfect. Most have a sidebar showing you your article sources and how many unread articles you have in them, leaving you feeling like you have to read everything in your list. If you're like me, you may have hundreds of unread articles at a time. Maybe you power through a bunch of news articles, hoping to make that number go down, or you send long-form essays to Instapaper so that you can (forget to) read them later. I'm exaggerating how big a deal this is, but I think anyone who uses RSS regularly has come up against something like this. That's what intrigues me about Current, a new RSS reader for iPhone, iPad, and Mac that solves for these problems like no other RSS reader I've seen. What makes Current a different kind of RSS readerCurrent is designed without these traditional RSS reader features. Instead, the app presents you with a selection of articles you can read, filtering out old content over time so there's always a reasonable amount to choose from. I've been using Current for a few days, and I think it really does solve this—and other—issues many people have with RSS readers. I can already see how it's going to change the way I read. Credit: Justin Pot The first big change: no unread counter. When you open the app, you are presented with a bunch of headlines, which Current calls "The River." Click or tap any headline to start reading. Current supports reading all articles directly in the app, even when the RSS feed doesn't have the full text. Then, when you're done reading, you actively "release" the article in order for it to disappear from your list. You can also save the article for later, if you want. Credit: Justin Pot But another key feature is that articles disappear over time without you doing anything, and you can take control over how quickly they disappear. Set a specific feed as "Breaking," and new posts will only stay in your river for three hours. Set a feed as "Evergreen," and it will stay there for seven days. This spectrum allows you to fine-tune how long articles stick around. This is crucial. It ensures that the kinds of articles that are likely to be worthwhile to read a couple days later stick around, while the kinds of articles that are meant for one specific moment fade away. How I'm using CurrentI write about software, which means I frequently try out an application, write about it, and then move on. Current, I think, is going to stick, because it solves a very real problem for me—my RSS reader was too overwhelming. Current is a less stressful way for me to stay informed, without burying the long-form reading I also want to do. Having said that, I'm not going to stop using my RSS feed of choice, NetNewsWire. I think the traditional RSS reader is very useful for keeping up with technology headlines, and that works well for my workflow. Current is a better tool for non-work reading. On my feed, I added a combination of breaking news sources and long-form essayists. I open it when I want to spend a few minutes reading. There's always something interesting and I never feel overwhelmed. Even more crucially: the River eventually runs out of articles, so I have a natural moment to change gears and do something else. It makes sense if you've tried out RSS apps but didn't stick with them. Current isn't like those apps, though, and might actually stick. You can buy Current for $9.99, which grants you access to the app on all Apple platforms. View the full article

Construction projects rarely unfold exactly as planned. Design updates, owner requests, site conditions and regulatory requirements often force teams to rethink decisions mid-project. That’s where construction change management becomes essential, helping project managers organize changes, communicate decisions and keep construction work aligned with budgets, schedules and contractual commitments. What Is Construction Change Management? Construction change management is the structured process used to evaluate, document, approve and implement modifications to a construction project’s original plan. It ensures that scope changes, change orders and design revisions are formally reviewed for cost, schedule, resource and quality impacts before work proceeds, allowing project teams to maintain control over project scope, budget and timeline. ProjectManager is award-winning construction project management software that gives construction companies tools to ensure projects are completed on time, within budget and within scope. It allows project managers to create detailed construction schedules, estimate costs, allocate resources, set budgets, track progress and compare estimated versus actual project outcomes using real-time dashboards and reports to quickly identify delays or cost overruns. Get started with ProjectManager for free today. /wp-content/uploads/2024/04/critical-path-light-mode-gantt-construction-CTA.pngLearn more Why Is Construction Change Management Important? Even small adjustments to a construction plan ripple through the entire project. A design revision, field condition or owner request rarely affects only one task. Instead, it can alter costs, resource allocations, work sequencing and quality requirements, making construction change management critical for protecting the project’s scope, schedule and financial performance. Construction Budget: Changes to design specifications, materials or work scope almost always affect project costs. Construction change management helps teams estimate the financial impact of change orders before work proceeds, allowing contractors and owners to review cost adjustments, update construction budgets and avoid uncontrolled spending that could jeopardize project profitability. Resource Planning: When scope changes occur, labor crews, equipment and subcontractors may need to be reassigned or rescheduled. Effective construction change management helps project managers reassess workforce availability, adjust subcontractor commitments and ensure that the right resources remain aligned with updated project requirements. Quality Assurance and Control: Modifications to design documents, materials or construction methods can introduce new quality risks if they are not carefully evaluated. Through construction change management, teams review revised specifications, update inspection procedures and confirm that the modified work still meets project standards, building codes and contractual requirements. Construction Schedule: Changes to project scope frequently alter task dependencies and work sequencing. Because construction schedules often rely on a critical path—the chain of activities that determines the project’s earliest completion date—any change affecting those tasks can delay the entire project. Construction change management helps teams analyze schedule impacts before approving modifications. Construction Site Logistics: Field conditions, layout adjustments or revised work packages can disrupt established site workflows. Construction change management allows project teams to evaluate how modifications affect staging areas, equipment movement, material deliveries and crew coordination, preventing operational conflicts that could slow work or create safety risks on site. Who Is Responsible for Construction Change Management? On most projects, the project manager holds primary responsibility for construction change management. That role coordinates the evaluation, documentation and approval of scope changes while ensuring stakeholders understand the impacts. Although many participants contribute information, the project manager ultimately oversees the process and keeps change decisions aligned with project objectives. Project Manager: Leads the construction change management process by reviewing proposed changes, coordinating impact analysis and ensuring approvals are obtained before modifications affect the construction scope, schedule or budget. Owner or Client: Evaluates requested changes that affect project objectives, funding or scope expectations and provides formal approval when modifications require contractual or financial adjustments. Design Team (Architects and Engineers): Reviews design-related changes, evaluates technical feasibility and updates drawings, specifications or construction documents to reflect approved modifications. General Contractor: Assesses the practical impact of proposed changes on construction work, including cost implications, subcontractor coordination and construction schedule adjustments. Subcontractors: Provide technical input on specialized work, estimate labor or material impacts and communicate how scope revisions affect trade-specific tasks. Construction Estimator or Cost Engineer: Analyzes how scope modifications influence construction costs, prepares revised estimates and helps quantify the financial impact of change orders. Site Superintendent: Observes field conditions, identifies issues that may trigger changes and communicates practical construction constraints that influence how modifications should be implemented on site. /wp-content/uploads/2026/01/2026_construction_ebook_banner-ad.jpg Construction Change Management Process Changes rarely arrive at convenient moments during a construction project. A design clarification, unexpected site condition or owner request can surface at any stage of the build. A structured construction change management process helps teams evaluate those changes carefully, document impacts and implement modifications without losing control of the project timeline or budget. 1. Identify the Need for a Change Work in the field often reveals conditions that were not fully anticipated during planning. A subcontractor might encounter unexpected soil conditions, an owner may request a design adjustment or inspectors may require compliance revisions. Construction change management begins when these situations are formally identified, documented and communicated so the project team can determine whether a modification is necessary. 2. Submit a Change Request Once a potential modification is recognized, the next step is to formally submit a change request. This documentation explains the proposed adjustment, the reason behind it and the portion of the project affected. Within construction change management, change requests ensure that scope revisions are recorded clearly before any work proceeds. /wp-content/uploads/2020/10/Change-Request-Screenshot-600x514.jpg 3. Evaluate Project Impacts Before any change moves forward, project teams must analyze how it will affect the broader construction plan. During this stage of construction change management, project managers review impacts on the construction budget, resource allocation, procurement plans and the project schedule, especially tasks that sit on the critical path. /wp-content/uploads/2024/06/Change-impact-assessment-template-screenshot-600x445.png 4. Review and Approve the Change After impacts are assessed, the proposed modification is submitted to the appropriate decision-makers. Owners, project managers and sometimes design professionals review the cost implications, schedule adjustments and contractual considerations. Construction change management relies on formal approvals so that changes become authorized project work rather than informal field decisions. /wp-content/uploads/2021/02/Change-Order-Screenshot-600x475.jpg 5. Update Project Documentation Approved changes must be reflected in official construction documentation. Drawings, specifications, construction schedules, procurement plans and cost forecasts may all require updates. Through construction change management, these revisions ensure that every stakeholder is working from the same set of current project documents. /wp-content/uploads/2019/08/Change-Log-Screenshot-1600x528.jpg Step 6: Implement and Track the Change Once documentation is updated, the project team moves forward with executing the modification in the field. Crews adjust their work plans, subcontractors coordinate revised tasks and project managers monitor progress. Construction change management continues during implementation by tracking cost variations, schedule impacts and overall project performance. More Free Construction Project Management Templates We’ve created dozens of free construction project management templates for Excel, Word and Google Sheets. Here are some that can be useful when managing changes. Change Management Plan Template This change management plan template helps project teams organize scope changes, approvals and documentation in one structured plan. It includes stakeholder mapping, risk analysis, impact assessments, communication planning and change tracking tools. Construction Daily Report Template This construction daily report template helps site teams document daily work activities, crew hours, equipment usage, deliveries, delays, meetings and safety inspections, creating a clear record of field conditions. Construction Scope of Work Template This construction scope of work template helps define project deliverables, responsibilities, timelines, resources and costs. By clarifying tasks, acceptance criteria and exclusions, it helps teams control scope changes. ProjectManager Is Award-Winning Construction Project Management Software ProjectManager is award-winning construction project management software built to support projects from preconstruction through closeout. It includes a robust set of features such as Gantt charts, timesheets, workload management charts and real-time dashboards and reports. The platform also offers unlimited cloud-based document storage and AI-driven project insights that help teams manage construction documents and track project activities. Watch the video below to see how it works. ProjectManager is online construction project management software that empowers teams to plan, manage and track their projects in real time. We connect architects and engineers in the office with your work crew on the job site so they can share files and comments to foster better collaboration. Get started with ProjectManager today for free. The post Construction Change Management: A Quick Guide appeared first on ProjectManager. View the full article

Chloe Varnfield, a digital marketing specialist at Atelier Studios with nearly eight years in PPC, joined me to share the mistakes that shaped her career — and the lessons every advertiser should take from them. When Google sneaks settings past you Chloe’s first story centers on Google’s account-level automated assets setting — a feature so well hidden that many advertisers don’t know it exists until a client sends a screenshot asking why their headline looks completely wrong. The setting, buried behind a three-dot menu, defaults to on, meaning Google can automatically generate and serve headlines advertisers never wrote or approved. The takeaway: always audit your account-level settings, and treat every Google update as a potential default you’ll need to turn off. Why you should never make changes on a Friday A client asked Chloe to narrow their campaign’s location targeting mid-call. She made the change quickly — and accidentally excluded the UK entirely while targeting only the desired regions. Campaigns stopped delivering. It took three days of head-scratching before she audited the full campaign and found the culprit. The lesson she now swears by: never make significant changes on a Friday, and when something stops working, go straight to a full audit rather than waiting for the algorithm to “fix itself.” The time she listened to a Google rep — and tanked performance for two months Chloe’s most costly story involves a campaign that was performing at its best in years. A Google rep recommended switching bid strategy from Maximise Conversions to Maximise Conversion Value. She made the switch — and performance collapsed. For small to medium-sized businesses that already struggle to hit the conversion volume thresholds needed for smart bidding to work effectively, changing bid strategy is a high-stakes decision that shouldn’t be made on the spot. It took two months to recover, with the pressure of a major seasonal sale looming. She fixed it — but the lesson stuck: don’t let enthusiasm or a rep’s insistence override your judgment. Sit on big decisions. Trust your gut. The account mistakes that still happen in 2026 When auditing inherited accounts, Chloe consistently sees the same three problems: broken or absent conversion tracking (sometimes still pulling from Universal Analytics), broad match applied to brand campaigns — which makes it impossible to know whether results are genuinely driven by non-brand keywords — and accounts with zero negative keywords. These aren’t minor structural issues. They directly distort performance data and waste budget. On honesty, client relationships, and not spiralling Across all three of her own stories, Chloe’s client relationships survived because she communicated transparently — explaining what had gone wrong, what she was doing to fix it, and what the next step would be if that didn’t work. Her advice to anyone mid-crisis: breathe, be kind to yourself, stay calm, and remember that no one has died. The ability to fix problems under pressure is what builds expertise — and fixing something difficult often becomes your proudest professional moment. The AI mistake too many marketers are making On AI, Chloe is clear: using it to generate ad copy or proposals without reviewing or editing the output is lazy and obvious. AI should make you faster, not replace your judgment. Always put your own voice and review back into whatever it produces. View the full article

Lennar's first fiscal quarter earnings were down by more than half after three years of persistent trials which are testing consumer confidence and sentiment. View the full article

Federal bank enforcement actions have dropped sharply since the start of the second The President administration, but experts' views vary about whether less enforcement will result in a buildup of risk in the financial system. View the full article