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Pfotenhauer held many positions in the mortgage and title industries in his long career, including being the chair of Merscorp, MORPAC and MISMO. View the full article

Tri-merge mandates prop up a credit bureau/FICO oligopoly, raising mortgage costs with little benefit despite risk concerns, the chairman of Whalen Global Advisors argues. View the full article

In today’s competitive environment, tracking key HR metrics is crucial for effective workforce management. By focusing on seven fundamental metrics, you can gain valuable insights into recruitment efficiency, employee retention, and overall productivity. Metrics like Time to Fill and Turnover Rate reveal trends that help improve hiring processes and employee satisfaction. Comprehending these figures can greatly influence your organization’s success, and there’s more to explore about how they can shape your HR strategy. Key Takeaways Time to Hire: Measure the average days from application to job offer acceptance to optimize recruitment efficiency and reduce candidate drop-off rates. Cost per Hire: Track total hiring expenses to identify budget efficiency and optimize talent acquisition strategies within the organization. Turnover Rate: Analyze overall employee exits annually to identify retention issues and enable proactive strategies for improving workplace culture. Employee Engagement Scores: Measure engagement through surveys to assess satisfaction and predict retention, directly impacting productivity and profitability. Performance Review Ratings: Use performance metrics to evaluate individual contributions, facilitating constructive feedback and goal alignment with organizational objectives. What Are HR Metrics? HR metrics are vital quantitative measures that help you track various aspects of human resource management, which includes areas like recruitment, retention, training, and employee performance. These metrics provide valuable insights that allow you to assess the effectiveness of your HR strategies. By focusing on common HR metrics such as Time to Fill, Cost per Hire, Turnover Rate, and Employee Engagement Scores, you can identify trends and make informed decisions. Analyzing HR metrics enables you to optimize talent management processes. For example, comprehending your Turnover Rate can highlight areas needing improvement, whereas Employee Engagement Scores can reveal how satisfied your workforce is. By effectively using HR metrics, you align your human capital strategies with organizational goals, nurturing a healthier work environment. The Importance of Tracking HR Metrics Tracking HR metrics plays a pivotal role in enhancing organizational performance and workforce management. By analyzing these metrics, you can gain valuable insights into various aspects of your workforce, leading to better decision-making and improved outcomes. HR Metric Importance Employee Engagement Correlates with retention; high scores boost retention by 25%. Turnover Rate Identifies cultural issues, allowing for proactive retention strategies. Training Effectiveness Reflects commitment to growth; can increase productivity by 20%. Compliance Metrics Guarantees legal standards are met, reducing the risk of fines. Recruitment Metrics Provides insights into hiring efficiency and budgeting. Recruitment Metrics: Time to Hire and Cost per Hire Grasping recruitment metrics like Time to Hire and Cost per Hire is crucial for improving your hiring process. Time to Hire measures the average days from when a candidate applies to when they accept a job offer, with industry benchmarks typically between 30 and 45 days. A longer Time to Hire can lead to a 27% increase in candidate drop-off rates, highlighting the need for efficiency. Cost per Hire, conversely, sums all hiring expenses, including advertising and onboarding costs, which can range from $4,000 to $6,000 depending on the industry. By tracking these metrics through hr analytics, you can identify inefficiencies in your hiring process and make informed, data-driven decisions. Recognizing these recruitment metrics not just helps in optimizing your budget but also improves overall talent acquisition strategies, ensuring you attract and retain the right candidates effectively. Turnover Metrics: Understanding Early Turnover and Overall Turnover Rate After you’ve streamlined your recruitment process, it’s important to turn your attention to turnover metrics, which offer insights into employee retention and organizational health. Early turnover refers to the percentage of new hires who leave within their first year. High rates can signal problems with job fit or onboarding, affecting your training investments and team dynamics. The overall turnover rate, calculated annually, reflects the percentage of employees who exit the organization, helping you understand retention trends and refine recruitment strategies. High turnover can be costly—replacing an employee may cost 1.5 to 2 times their annual salary. Employee Engagement and Satisfaction Metrics Employee engagement and satisfaction metrics are essential for comprehending how content your workforce is and how invested they feel in their roles. By measuring factors like job satisfaction, emotional investment, and workplace engagement, you can gain valuable insights into your employees’ experiences. This data not just helps identify areas for improvement but additionally greatly impacts overall organizational performance and retention rates. Measuring Employee Contentment To effectively measure employee contentment, organizations often rely on various metrics that provide insights into engagement and satisfaction levels. Here are some key human resource metrics to evaluate: Employee Engagement Metrics: Tools like the Net Promoter Score (eNPS) gauge employees’ likelihood of recommending your organization as a workplace. Employee Satisfaction Surveys: Regular assessments help determine overall contentment and can correlate with retention and productivity. Absenteeism Rates: Tracking how often employees are absent can indicate dissatisfaction and potential turnover. Enhancing Workplace Engagement Enhancing workplace engagement is vital for nurturing a productive and satisfied workforce, as engaged employees tend to contribute more effectively to organizational goals. Utilizing human resource analytics, you can track key metrics like the Employee Net Promoter Score (eNPS) and employee satisfaction surveys. These tools help you gauge overall contentment and identify areas for improvement. High engagement correlates with increased profitability and productivity, making it fundamental to monitor these metrics regularly. Metric Importance Employee Net Promoter Score Indicates likelihood of recommendation Satisfaction Surveys Tracks overall contentment over time Participation Rates Measures commitment to engagement initiatives Tracking Emotional Investment Tracking emotional investment in the workplace involves a careful analysis of various employee engagement and satisfaction metrics, which are essential for comprehending how connected employees feel to their roles and the organization as a whole. To effectively monitor this emotional investment, consider focusing on these key metrics: Employee Net Promoter Score (eNPS) – Measures the likelihood of employees recommending the workplace. Absenteeism Rates – High rates may indicate dissatisfaction or issues in workplace culture. Feedback Frequency – Regular, constructive feedback can improve emotional investment and job satisfaction. Utilizing hr data analytics to track these metrics not only informs you about employee sentiment but likewise helps identify areas needing improvement, nurturing a more engaged and satisfied workforce. Training and Development Metrics Effective training and development metrics are essential for organizations aiming to improve employee skills and overall performance. Tracking the Training Completion Rate helps you measure engagement, as it shows the percentage of employees finishing training programs. Furthermore, analyzing Training Expenses per Employee gives insight into your investment in development, reflecting your commitment to improving skills. Training Effectiveness can be evaluated by evaluating performance metrics before and after training sessions, helping you understand its direct impact. Conducting a Skills Gap Analysis identifies areas where employees lack necessary skills, guiding you to implement targeted training initiatives. Finally, calculating Training Return on Investment (ROI) allows you to compare financial gains from improved performance against training costs, demonstrating the value of your investment. Utilizing HR data analytics in these areas will enable you to make informed decisions and strategically improve your workforce’s capabilities. Performance and Productivity Metrics After focusing on training and development metrics, it’s important to shift attention to performance and productivity metrics, which play a significant role in evaluating workforce effectiveness. Tracking these metrics provides insights into employee contributions and identifies areas needing improvement. Here are three key metrics to contemplate: Performance Review Ratings: This offers valuable feedback on individual employee performance, setting the stage for future growth. Goal Completion Rate: Monitoring this metric helps you track the achievement of set objectives, ensuring alignment with organizational goals. Revenue per Employee: This productivity metric measures organizational efficiency by calculating total revenue divided by the number of employees. Utilizing hr data analytics allows you to assess how quickly new hires reach full productivity, enhancing onboarding processes. Frequently Asked Questions How Often Should HR Metrics Be Reviewed and Updated? You should review and update HR metrics regularly to guarantee they reflect current trends and organizational needs. Typically, quarterly reviews are effective, but depending on your organization’s dynamics, monthly checks might be necessary. Focus on key performance indicators, such as employee turnover and engagement levels, to identify patterns. What Tools Can Help Track HR Metrics Effectively? To track HR metrics effectively, you can use various tools, such as HR software platforms like BambooHR or Workday, which offer extensive dashboards for real-time data analysis. Furthermore, Excel remains an influential tool for custom reporting. Business intelligence tools, like Tableau, help visualize data trends, making insights clearer. Consider using survey platforms, like SurveyMonkey, to gather employee feedback, which can likewise inform your metrics. These tools facilitate informed decision-making and improve your HR strategy. How Can HR Metrics Influence Employee Retention Strategies? HR metrics can greatly influence your employee retention strategies by providing insights into workforce trends and behaviors. By analyzing data on turnover rates, employee satisfaction, and engagement levels, you can identify areas needing improvement. Moreover, tracking performance metrics helps you recognize high-potential employees who might benefit from development programs. This targeted approach guarantees you address specific issues, nurturing a more positive work environment that encourages employees to stay with your organization longer. Are There Industry Benchmarks for HR Metrics Comparison? Yes, there are industry benchmarks for HR metrics, which help you compare your organization’s performance against peers. These benchmarks vary by industry, covering areas such as turnover rates, time to hire, and employee engagement scores. Utilizing these standards allows you to identify gaps in your processes and set realistic goals for improvement. You can find benchmark data through industry reports, HR associations, or research firms that specialize in workforce analytics. How Do I Communicate HR Metrics Findings to Stakeholders? To communicate HR metrics findings effectively, start by identifying your audience’s needs. Use clear visuals like charts or graphs to illustrate data points. Present key insights succinctly, focusing on trends and implications rather than raw numbers. Tailor your message to highlight how these metrics impact business goals. Encourage questions to promote engagement, and provide context to improve comprehension. Finally, summarize findings in a clear format to guarantee stakeholders grasp the crucial information. Conclusion In conclusion, tracking these seven vital HR metrics is important for effective workforce management. By monitoring Time to Fill, Cost per Hire, Turnover Rate, Employee Engagement Scores, Absenteeism Rates, Performance Review Ratings, and Revenue per Employee, you can gain valuable insights into your organization’s efficiency and employee satisfaction. This data enables you to make informed decisions, improve processes, and finally improve overall performance, ensuring your organization remains competitive and successful in today’s dynamic work environment. Image via Google Gemini This article, "7 Essential HR Metrics and Analytics Leaders Should Track" was first published on Small Business Trends View the full article

Patagonia, the outdoor apparel company, is suing Pattie Gonia, the drag queen and environmentalist, for trademark infringement—a move the company says is necessary to “protect the brand [it has] spent the last 50 years building.” In a lawsuit filed in California federal court this week, Patagonia argues that Pattie Gonia’s name, particularly when used on apparel or in support of environmental sustainability, competes “directly” with the products and advocacy work core to Patagonia. Patagonia claims in its complaint that the overlapping names have already confused customers, and that a recent move from the drag queen to sell her own branded apparel goes against a prior agreement the two parties had. The company is seeking a “nominal” $1.00 in damages. “We’re not against art, creative expression, or commentary about our brand,” Patagonia says in a statement. “We want Pattie to have a long and successful career and make progress on issues that matter—but in a way that respects Patagonia’s intellectual property and ability to use our brand to sell products and advocate for the environment.” Overlapping work According to the lawsuit, the company and the environmentalist have long openly discussed how Pattie Gonia can continue her advocacy work and brand deals without infringing on Patagonia’s trademarks. Pattie Gonia reportedly previously agreed to not use her name “in any form” on products, to not use or display Patagonia’s logos, and to not use the same font, Belwe, that Patagonia uses. But according to Patagonia, in 2024, Pattie Gonia sold branded apparel online and used versions of the company logo, and then in September 2025, she sought to trademark the brand “Pattie Gonia” for use on clothing and apparel, and to promise environmental activism. “These rights would directly overlap with the work we do and the products we provide,” the company said. The lawsuit cites t-shirts sold on Pattie Gonia’s website that say “Pattie Gonia Hiking Club” along with stickers and gloves worn by the drag queen that seem to imitate Patagonia’s logo. At the time of publication, Pattie Gonia’s merch page showed her apparel as being sold out. Pattie Gonia did not immediately respond to a request for comment. Patagonia says it can’t ‘selectively choose’ to enforce its trademark Members of the public have already been confused as to whether or not Pattie Gonia is affiliated with Patagonia, the company claims. The lawsuit includes screenshots of a Pattie Gonia social media post on which commenters praised the company, and even said they “genuinely thought this was a Patagonia ad.” While Pattie Gonia has partnered with outdoor groups and brands including The North Face, National Geographic, REI, and Backcountry, according to her website, she has not officially partnered with Patagonia. (The company has featured Pattie Gonia and her nonprofit, The Outdoorist Oath, in an interview on the Patagonia site.) If the company doesn’t prevent people or groups, including Pattie Gonia, from copying its brand and logo, it says, then it risks “losing the ability to defend our trademarks entirely.” Other groups, including the oil and gas lobby, have already misappropriated Patagonia’s name and logo. The lawsuit cites a t-shirt, for example, that says “Petrogonia” in the Patagonia font, against a silhouette of oil drilling equipment that mimics the company’s mountain silhouette. “To put a finer point on it, we cannot selectively choose to enforce our rights based on whether we agree with a particular point of view,” the company says. “For these reasons Pattie Gonia’s use of a near-copy of our name commercially . . . pose long-term threats to Patagonia’s brand and our activism.” While Pattie Gonia did not immediately respond to a request for comment, she and her business said in a statement to Bloomberg Law that they have “never and will never reference the brand Patagonia’s logo or brand,” adding that there was “plenty of room” for both the company and the drag queen to “play in this box.” View the full article

If you're a Pixel owner, you may want to update your settings for Phone by Google. 9to5Google reports that a handful of users have experienced a bug with the Take a Message feature that records and sends audio to callers as they are leaving a voicemail. Take a Message is a recently introduced feature for the Phone app that activates when the recipient is not available to answer (or declines the incoming call). The caller hears the following: “The person you have called is not available. Please leave a message after the tone.” If you, as the recipient, tap the Take a message notification on your device, you can see a transcript of the audio in real time and hit Answer if you want to pick up. (Take a Message will also detect spam calls and mark them with a warning.) A few users have reported that Take a Message has activated and allowed the caller to hear the recipient's background audio as they are leaving a message. It's important to note that this is not a widespread issue, and most of the reports come from people with older Pixel devices that no longer get OS updates. According to 9to5Google, Google is investigating the reports. Again, while this doesn't seem to be a bug affecting most Pixel users, you can disable Take a Message if you are concerned about privacy, especially with unknown callers. How to disable Take a Message on your PixelOpen the Phone app on your device and tap the icon in the top-left corner to open Settings. Tap Take a Message under the Call Assist section and toggle the feature off. View the full article

Forming a habit is a powerful tool. You work the new thing into your daily routine, and soon enough, it becomes automatic. That's the dream, anyway—in reality, you have to work at it. But how long does it take to fully form a habit? Despite what you may have heard, it’s not necessarily just 21 days. The number of days it takes to form a new habit depends on the habit, on you, and on what strategies you’re using to build and maintain that habit. Scientific estimates have ranged from as little as 21 days, to eight months or more. Let’s look at why that range is so big, and what you can do to build habits faster. The myth of the 21 day habitThe idea that a habit takes 21 days to form came from a surgeon, Maxwell Maltz. He observed that it seemed to take about three weeks for a person to get used to their new body after an operation like amputation or plastic surgery, James Clear writes. (Having gone through a few minor surgeries, I recall that it takes between two and three weeks for pain and swelling to subside enough that you aren’t constantly thinking about the fact you just had surgery; I have to wonder if that’s related.) The surgeon’s idea was that it takes 21 days for people to dissolve and re-form a “mental image” of themselves. This isn’t backed by research; it’s just one guy’s gut feeling. But I think it stuck because it fits a lot of our experiences. Let’s say you want to get up early to exercise first thing in the morning. Well, of course you can do it once. But how do you make it a habit? When I was in that situation—becoming a morning exerciser despite not being a morning person—I made myself commit for a full week before I even allowed myself to complain about it or adjust my plan. I had to be up at 6 a.m. every day, five days in a row, non-negotiable. I enjoyed having a break on the weekend, and then the second week was much easier. By the end of the third, this really was my new normal. I kept it up for at least a year after that. Even though the 21-day rule isn’t based on science, it’s a good timeframe for a “trial run” of a new habit. After all, one day can be a fluke. One or two weeks is a timeframe we’ve been through before, and we can ride out a disruption to our normal life that long (imagine a vacation, or a week’s crunch time before a work deadline). But by the time you get to three weeks, or better yet, a full month, you’ve learned some things about your new habit and how it fits into your life. Even the simplest habits are never actually simple; you need to learn and practice a bunch of mini-skills in the process of building almost any habit. So, by that 21-day mark, you’ve done the thing a bunch of times. Importantly, you’ve likely weathered a few interruptions or obstacles (like the weekend) and gotten back on track. It’s probably a good rule of thumb for a timeframe that is long enough to feel like “real life.” But that doesn’t mean it’s enough. Research shows it takes months to make a habit automaticScientific research has attempted to measure how long it takes for a habit to truly become automatic. For example, this study asked participants to choose a habit and to attach it to something they did once a day (for example, “eat a piece of fruit with lunch”). The study lasted 12 weeks. Some of the participants felt their new habit was automatic after just a few weeks; many others weren’t there yet at the end of the study. The researchers concluded that most people would form an automatic habit anywhere between two and eight months...according to a model that they calculated would only apply to 62 (about 75%) of the participants. That’s a wide range, and we don’t know whether the rest of the people would have ever gotten to a point where the habit was automatic. The researchers also found that simpler habits (like drinking water) were quicker to become automatic than harder or more complex ones (like doing 50 sit-ups). A 2012 review looked at several other estimates and concluded that it would make more sense to tell people to expect at least 10 weeks for their new habit to become automatic, but also that it helps a lot just to know that any habit keeps getting easier the longer you do it. Those authors point out that expecting a habit to form in 21 days can make people discouraged, and instead it’s better to focus on the payoff of “working effortfully on a new behavior for 2-3 months.” How to form habits fasterSetting time-based commitments can be a helpful tool, like getting through the first week before changing the plan, or using your new moisturizer every day until the bottle is empty. But another school of thought holds that long-term behavior change is better described by “stages of change” than by calendar dates. There is a "contemplation" stage where you're thinking about how you'll do the new behavior, and a "preparation stage" where you're gathering supplies and testing the waters—say, buying new running shoes, or taking one fitness class to see how you like it. In some cases, a habit takes longer to form than you hope. But you may be able to get a habit to stick sooner than expected if you are intentional about the way you form the habit. Working consciously on your new habit can make it last longer, too, as we see in the maintenance stage. What to do early on to make a new habit stickYour initial habit-forming period—whether you want to think of it as 21 days, or 66 days, or, heck, eight months—is what behavior change psychologists call the action stage. You’ve begun the habit, but it’s not automatic yet and you might not be convinced that you’re really going to continue. In this stage, you can make your habit more likely to stick by doing the following: Remind yourself of your motivation to do it. For example, stick your reminder card for your next dentist’s appointment on your bathroom mirror, so that you remember not just that you should floss your teeth, but also why you want to floss your teeth. Restructure your environment to give you cues and support. For example, if you want to run every morning, set your shoes out the night before and have your spouse ask you how your run went when you return. Build self-efficacy by celebrating your small wins. This could mean checking off the days you did the thing on a calendar, but it could also involve working toward milestones (like total number of miles run) or making benchmarks of your progress (maybe you used to do your daily pushups with your hands on a chair, but now you can do them on the floor). Plan ahead for how you’ll maintain your habit even when you’re interrupted (more about that in a minute). How to sustain a habit beyond the first 21 daysOnce you’ve built some momentum, you’re in the maintenance stage. You’re doing the habit, and maybe it’s starting to feel automatic, or at least more of a part of your life than it used to be. In this stage, you may need to do some things like the following: Reevaluate your plan. Is running every day still working for you? Maybe it makes more sense to make some of the runs longer and designate other days for rest, yoga, or strength training. Think ahead to obstacles you might face. If you go on a vacation, will you continue the habit? If you end up falling off the wagon for whatever reason, how will you get back on? Make sure your motivation is something that will continue to work for you. For example, if you found it really motivating to keep up a streak on the calendar, the real test will come when you inevitably break your streak. At that point, there needs to be something other than the streak that is keeping you at it. This is often something intrinsic: You like being the person who flosses every day. You’re excited to sign up for a race with your running partner. You’re happy that your cholesterol is down from the way you’ve been eating. Building a habit is not a matter of white-knuckling it until you hit a magic number of days. It’s a process that takes effort the whole time, even when you’re five years in. Habits are work, but the ones that last are the ones where the work feels worthwhile. View the full article

Google’s head of Search warned a federal court that forcing the company to share its search index, ranking data, and live results with competitors would cause “immediate and irreparable harm” to Google, its users, and the open web. The warning appears in a filed affidavit from Elizabeth Reid, Google’s vice president and head of Search, submitted with Google’s motion to pause key antitrust remedies while it appeals the final judgment in the DOJ search monopoly case. The filing spells out what Google sees as its most sensitive Search assets and why sharing them would expose proprietary systems, enable reverse engineering, and fuel spam. Disclosure of Google’s web search index The fight: Section IV of the final judgment would force Google to give “qualified competitors” a one-time dump of its core web index data at marginal cost. That data would include: Every URL in Google’s web search index A DocID-to-URL map Crawl timing data Spam scores Device-type flags Google’s argument: This would hand competitors the output and the accumulated insight of more than 25 years of indexing work. Reid described the index as the product of proprietary crawling, annotation, and tiering systems that decide which pages enter Google Search: “The selection of webpages in Google’s search index is the result of more than twenty-five years of sustained investments and exhaustive engineering efforts.” She warned that simply knowing which URLs Google indexes would allow rivals to skip large portions of crawling and analysis altogether: “Receiving the list of URLs in Google’s index will enable Qualified Competitors to forgo crawling and analyzing the larger web, and to instead focus their efforts on crawling only the fraction of pages Google has included in its index.” Metadata such as crawl frequency would reveal how Google prioritizes freshness and demand, she added: “Information regarding Google’s crawl schedule will provide rivals with insight into Google’s proprietary freshness signals and index tiering structure.” Included in the affidavit is this image, “Google’s Web Crawling and Indexing Process: The Results,” showing that Google labels the great majority of webpages as “Spam, Duplicates, & Low Quality Pages.” Google has crawled a redacted number of pages in the trillions. As of 2020, Google’s index contained roughly 400 billion documents, according to testimony from Pandu Nayak, a Google executive. Risk of spam, abuse, and reputational damage The concern: Google argues that exposing spam scores, even indirectly, would weaken its ability to fight webspam. Effective spam fighting depends on secrecy, Reid stressed: “Fighting spam depends on obscurity, as external knowledge of spam-fighting mechanisms or signals eliminates the value of those mechanisms and signals.” If spam scores leaked or were breached, bad actors could use them to bypass Google’s defenses, Reid warned: “Spammers … could bypass Google’s spam detection technologies and hamstring Google in its efforts to combat spam.” That would push more low-quality and misleading content into search results, with users ultimately blaming Google: “The compelled disclosures are likely to cause more spam and misleading content to surface in response to user queries, compromising user safety and undermining Google’s reputation as a trustworthy search engine.” Disclosure of user-side search data (Glue and RankEmbed) What the judgment requires: Ongoing sharing of “user-side data” used to run Google’s Glue and RankEmbed models. Reid says that data includes: Queries Location Time of search Clicks, hovers, and other interactions Every result and search feature shown, and their order Glue captures 13 months of U.S. search logs, according to the affidavit. Google’s argument: This would amount to a massive, ongoing disclosure of Google’s ranking output at scale. “The disclosure of Glue training data amounts to the disclosure of Google’s intellectual property, because it reveals the output of Google’s Search technologies in response to every query issued by a user located in the United States over a 13-month period.” She also warned that the data could be reused directly. “Qualified Competitors could also readily use the disclosed Glue and RankEmbed data as training data for a large language model.” On privacy, Reid emphasizes that Google would not control the final anonymization decisions. “Google will not have final decision-making authority over the anonymization and privacy-enhancing techniques to be applied to the user data before it is shared.” Users would still hold Google responsible for any fallout, Reid predicted. “Google users are nonetheless likely to fault Google for any privacy or security issues that arise from the data disclosures.” Syndication of Google’s search results and features What’s required: Section V would force Google to license and syndicate core search outputs to competitors for up to five years, including: Organic web results (“ten blue links”) Query rewriting Local, Maps, Images, Video, and Knowledge Panels Google’s warning: This would expose the live output of its search systems to competitors—and beyond. “The search results and features required to be syndicated to Qualified Competitors are the product of decades of sustained engineering effort and innovation and many billions of dollars of investment.” Even with contractual limits, Google would lose control, Reid said: “Google does not have the ability (as it does in the ordinary course) to decline to syndicate to a Qualified Competitor.” Competitors could store, analyze, or leak the data — and that third parties could scrape it as well, Reid warned. “Any third party could ‘scrape’ the syndicated results and features from Qualified Competitors’ sites and thereby also avail themselves of Google’s results and features.” The document. Read it here. What it is: Affidavit of Elizabeth Reid (Document #1471, Attachment #2) Filed: Jan. 16 at 3:46 p.m. ET Case: United States of America v. Google LLC, No. 1:20-cv-03010 (D.D.C.) Purpose: Supports Google’s motion to partially stay antitrust remedies pending appeal Reid testified previously at the remedies hearing and said the affidavit reflects her personal knowledge as the executive responsible for all of Google Search. View the full article

Everyone is talking about it in group chats, at the supermarket, and at the gas pump. No, it’s not Heated Rivalry—it is the “monster” winter storm that is set to hit the U.S. this weekend, traveling from Texas across the Southwest, into the Southeast, and finally into the Mid-Atlantic states and into New England. The storm is forecast to dump a whopping ten to 20 inches of snow, creating dangerous conditions for about half the nation, according to the Washington Post. Widespread heavy snow, sleet, damaging ice, and a potential nor’easter could affect as many as 230 million Americans from Friday, January 23 to Monday, January 26, bringing temperatures below zero, according to the Weather Channel. While it’s too early to predict the storm’s exact path and snowfall, heavy snow is forecast for Memphis, Nashville, Washington, Baltimore, Philadelphia and New York City, and Boston. How to prepare for the winter storm The weather could create dangerous travel conditions, both on the roads and in the air, and has the potential for power outages amid freezing temperatures. Here are some tips from the National Weather Service (NWS) on what you can do to prepare before the storm: Make an emergency supply kit with things like a first aid kit, flashlight, cell phone charger, batteries, food and water, gloves, hates, boots and warm winter clothing For your car: Get a full tank of gas, snow shovel and brush, blankets, and jumper cables In case your heat goes out, here’s what to do, according to the NWS: Wear layers of loose-fitting, lightweight, warm clothing. Remove layers to avoid overheating, perspiration, and subsequent chill Close off unneeded rooms to avoid wasting heat Stuff towels or rags in cracks under doors Close blinds or curtains to keep in some heat Do not run a generator inside your home or garage The National Weather Service says food provides the body with energy for producing its own heat, so eat and drink lots of water and other non-caffeinated, non-alcholohic drinks to prevent dehydration. Cold air is hydrating. Stay safe and warm out there! View the full article

We may earn a commission from links on this page. Deal pricing and availability subject to change after time of publication. Samsung announced the Galaxy Watch Ultra in the summer of 2024, and then refreshed it last August with double the storage and new color options. As we all know, older versions get big discounts, and if the extra storage and colors aren't a big deal to you, you could be in a great position to get a flagship Samsung smartwatch at a big discount. The 2024 Bespoke Edition 47mm LTE Samsung Galaxy Watch Ultra is selling for $389.95, originally $649.99 at launch. This is the lowest price it has reached, according to price-checking tools. The Galaxy Watch Ultra emphasizes outdoor and exercise features, but it's much cheaper than other premium fitness watches like the Apple Watch Ultra. Samsung Galaxy Watch Ultra Bespoke Edition 47mm LTE $383.95 at Amazon Get Deal Get Deal $383.95 at Amazon The Galaxy Watch Ultra excels over other watches in one key aspect: its outdoorsy features. If you're an avid hiker or an athlete who spends long hours outdoors, it's a great choice. Like any good rugged watch, this one is tough, made out of Grade 4 titanium, and has an IP68 water- and dust-resistant rating. You can also take it up high altitudes (up to 9,000 meters) and it can withstand up to 10ATM of pressure (about 330 feet underwater). You also get a built-in siren in case of emergencies. The screen is a 1.47-inch Super AMOLED display, brighter than previous Samsung AMOLED smartwatches. The only downside is that it comes in just one size—47mm. The watch runs WearOS from Samsung and comes with 32GB of storage. The 590mAh battery is one of the best for its price point, making it perfect for prolonged outdoor use. If you don't use any power-saving modes, it'll last 60 hours, but it can go up to 100 hours if you're conservative. One of the new features this watch brings is AI-based health metrics and advanced sleep tracking, which you can read more about in PCMag's "excellent" review. If you're looking for a more budget-friendly and smaller option for more general use, the Samsung Galaxy Watch 7 at $217 (originally $379.99) is a great option. Our Best Editor-Vetted Tech Deals Right Now Apple AirPods 4 Active Noise Cancelling Wireless Earbuds — $148.99 (List Price $179.00) Apple Watch Series 11 [GPS 46mm] Smartwatch with Jet Black Aluminum Case with Black Sport Band - M/L. Sleep Score, Fitness Tracker, Health Monitoring, Always-On Display, Water Resistant — $399.00 (List Price $429.00) Amazon Fire TV Stick 4K Plus — (List Price $24.99 With Code "FTV4K25") Samsung Galaxy Tab A9+ 10.9" 64GB Wi-Fi Tablet (Graphite) — $149.99 (List Price $219.99) Deals are selected by our commerce team View the full article

Observers said the Supreme Court likely will allow Federal Reserve Gov. Lisa Cook to remain at her post while she challenges her purported removal by President Donald The President. But her continued presence would slow, rather than stop, the president's quest for a voting majority on the central bank board. View the full article

Mortgage borrowers filed a third amended class action complaint against the bank over modification issues from 2010 to 2015. View the full article

When employers conduct background checks, they’re primarily looking to verify your qualifications and assess your trustworthiness. This involves examining your criminal history, employment records, and educational credentials. They aim to identify any inconsistencies or red flags that might indicate potential issues. Comprehending what employers seek can help you prepare better. But what specific elements can impact their hiring decisions? Key Takeaways Employers verify criminal history to assess potential risks, including violent behavior or substance abuse, impacting workplace safety. Employment history is reviewed to confirm job stability, reliability, and cultural fit within the organization. Education credentials are validated to ensure candidates meet the necessary qualifications for the position. Professional licenses and driving records are checked for roles requiring specific certifications or driving responsibilities. Compliance with federal, state, and industry-specific regulations is crucial to avoid legal repercussions and maintain a safe work environment. What Is an Employment Background Check? When you apply for a job, an employment background check is often part of the process that employers use to evaluate your qualifications and trustworthiness. What do employers look for in a background check? Typically, they verify your criminal history, employment history, education credentials, and identity. These elements help employers assess your suitability for the position and mitigate risks associated with negligent hiring. Approximately 95% of employers in the U.S. conduct some form of background check, making it a standard practice in hiring. Employers are looking for discrepancies or red flags that could indicate potential issues. The Fair Credit Reporting Act (FCRA) requires employers to obtain your written consent before conducting these checks and allows you to dispute any inaccurate information. Depending on the job and industry, background checks can vary widely in scope, especially for safety-sensitive roles that may include drug testing or additional criminal history assessments. Why Do Employers Run Background Checks on Applicants? Employers run background checks on applicants primarily to verify the accuracy of the information provided during the hiring process. By confirming your credentials, they guarantee you possess the necessary qualifications for the role. Approximately 95% of employers in the U.S. conduct these checks to mitigate risks associated with negligent hiring, protecting both their business assets and reputation. Background checks are particularly important in safety-sensitive positions or industries with regulatory requirements, as they help assess an applicant’s criminal history. This process is vital for maintaining a safe work environment. In addition, compliance with federal, state, and local laws regarding background checks is critical for employers to avoid legal repercussions and uphold fair hiring practices. By running these checks, employers aim to make informed hiring decisions, ultimately promoting a trustworthy and competent workforce. Create a Safer Workplace To create a safer workplace, you need to minimize the risk of violence by conducting thorough background checks on potential hires. By ensuring compliance with regulatory requirements, you not just protect your employees but additionally uphold your company’s reputation. Regular screenings can help you stay informed about any changes in your current staff, allowing you to address potential issues before they escalate. Minimize Workplace Violence Creating a safer workplace often hinges on comprehension and addressing potential risks, particularly those related to violence. Employers recognize that background checks play an essential role in minimizing workplace violence. About 94% of employers conduct criminal history checks to identify candidates with violent offenses. By filtering out applicants with concerning behaviors, you reduce the likelihood of incidents that could harm employees. Risk Factor Action Taken Industry Focus Violent Crime History Conduct thorough checks Healthcare Substance Abuse Implement drug screenings Education Prior Assaults Review past references Retail Threatening Behavior Assess behavioral patterns Security Negligent Hiring Establish extensive policies All industries Implementing these strategies can greatly improve workplace safety. Ensure Regulatory Compliance Guaranteeing regulatory compliance during the hiring process is vital for maintaining a safe workplace. Employers conduct background checks to adhere to federal, state, and local laws that dictate what information can be accessed. The Fair Credit Reporting Act (FCRA) requires you to obtain written consent from candidates before any checks, promoting transparency and protecting their rights. Furthermore, following the Equal Employment Opportunity Commission (EEOC) guidelines is significant; you must avoid discriminatory practices based on criminal history and ascertain checks are relevant to the job. In industries like healthcare and transportation, specific background checks are mandatory to meet regulatory standards. Regularly updating your background check policies can help mitigate risks associated with negligent hiring, nurturing a safer work environment. Protect Company Reputation Maintaining a strong company reputation hinges on the ability to cultivate a safe and secure work environment. Employers conduct background checks to filter out candidates with criminal histories that could jeopardize workplace safety. In fact, 94% of U.S. employers perform criminal history checks to guarantee they hire individuals without violent or inappropriate pasts. By identifying candidates with violent crime records, these checks help prevent workplace violence, creating a safer atmosphere for everyone. Moreover, verifying educational and employment histories allows companies to avoid hiring unqualified individuals, which can lead to financial losses and reputational damage. Thorough background checks are crucial for compliance with industry regulations, especially in safety-sensitive roles, making sure companies fulfill their duty of care to employees and customers alike. Ensure Employees Are Qualified to Perform Their Jobs When employers want to build a competent workforce, they often turn to background checks to confirm that potential employees have the qualifications necessary for their roles. These checks help guarantee candidates meet job requirements and reduce the risk of hiring someone unqualified. Key areas of focus include: Education history: Verifying degrees and certifications to confirm qualifications. Employment history: Validating job titles and dates to assess honesty and relevant experience. Criminal background: Identifying any convictions that may disqualify candidates for trusted positions. For roles requiring specific credentials, professional license verification is essential. Employers may additionally check driving records for positions involving driving responsibilities, confirming candidates have a safe driving history. Maintain Regulatory Compliance To maintain regulatory compliance, you need to understand and adhere to federal, state, and industry-specific requirements when conducting background checks. This includes following the Fair Credit Reporting Act, obtaining written consent from candidates, and being aware of additional local laws that may impose stricter guidelines. Regularly reviewing your policies guarantees that you stay updated with changing regulations, helping you minimize legal risks and avoid potential discrimination claims. Federal Regulations Compliance Comprehending federal regulations is crucial for employers conducting background checks, as non-compliance can lead to significant legal issues. You must adhere to the Fair Credit Reporting Act (FCRA), which requires obtaining written consent from candidates before proceeding. Moreover, be mindful of the Equal Employment Opportunity Commission (EEOC) guidelines, which discourage blanket disqualifications based on criminal history. To guarantee compliance, consider the following: Always provide candidates with a copy of their report if negative actions are taken. Respect confidentiality by avoiding access to expunged records and medical information. Stay informed about “Ban the Box” laws in over 180 jurisdictions that limit inquiries into criminal history. Staying compliant not only protects your organization but also cultivates trust with potential employees. State Law Adherence Comprehending state law adherence is crucial for maintaining regulatory compliance in the hiring process. Employers must stay informed about state-specific regulations that may impose stricter limits on the duration and scope of background checks compared to federal guidelines. Many states have enacted “Ban the Box” laws, which prevent employers from asking about criminal history on job applications. Furthermore, the Fair Credit Reporting Act (FCRA) requires clear disclosure and written consent from candidates before conducting background checks. Regularly reviewing background check policies guarantees alignment with both federal and state laws, as non-compliance can lead to legal penalties and reputational damage. Some states likewise mandate that candidates have the opportunity to dispute any inaccurate information found during background checks, promoting transparency and fairness. Industry-Specific Requirements Grasping state law adherence is just the beginning; each industry has its own specific requirements for background checks that help maintain regulatory compliance. Recognizing these requirements is essential to guarantee safety and trust within your field. Healthcare employers require extensive checks for criminal histories and license verifications to protect patients. Transportation roles necessitate drug testing and driving record checks to comply with DOT regulations and guarantee road safety. Educational institutions perform thorough background checks to safeguard vulnerable populations, ensuring trustworthiness. Reduce Turnover When employers prioritize thorough background checks, they considerably improve their ability to reduce turnover rates. By verifying candidate qualifications, you can guarantee that new hires meet job requirements and possess the necessary skills. Studies indicate that effective background screening can lower turnover rates by up to 30%, identifying candidates with a history of job stability and reliability. Filtering out individuals with a record of frequent job changes or disciplinary issues improves employee retention and helps nurture a more stable workforce. Furthermore, background checks allow you to assess cultural fit and work ethic, both vital for reducing turnover and promoting long-term commitment. Organizations that implement extensive background checks often experience fewer hiring mistakes, translating to significant cost savings related to turnover, including training and onboarding expenses. In the end, investing in rigorous background checks leads to a more dedicated workforce and better organizational performance. Mitigate Liability Risks To effectively mitigate liability risks, employers must prioritize thorough background checks as a key component of their hiring process. Conducting these checks helps you identify candidates with criminal histories that could endanger workplace safety and reduce the likelihood of incidents leading to liability claims. Consider these crucial points: Verifying employment history and credentials protects against negligent hiring lawsuits. Screening out individuals with violent or fraudulent pasts safeguards both staff and customers. Regular updates on current employees’ backgrounds keep you informed about potential risks. Moreover, following FCRA and EEOC guidelines not only protects candidates’ rights but likewise shields you from legal repercussions tied to discriminatory hiring practices. Protect Confidential Information Protecting confidential information during background checks is critical for maintaining trust and compliance in the hiring process. Employers must adhere to the Fair Credit Reporting Act (FCRA), which requires secure handling of personal data and candidate consent before conducting checks. It’s fundamental to follow all federal, state, and local regulations to safeguard sensitive information and prevent unauthorized access or misuse. To achieve this, many organizations implement robust data protection measures, such as encryption and limited access protocols, ensuring that personal information is securely stored and handled. Conducting background checks through reputable third-party providers can equally help mitigate risks related to data breaches and identity theft. Moreover, regular training for HR personnel on best practices for managing confidential information is crucial. This training helps maintain compliance and protect candidate privacy during the background check process, creating a safer and more trustworthy hiring environment for everyone involved. Protect the Company’s Brand Brand integrity plays a crucial role in shaping an organization’s reputation, which is why employers conduct background checks on potential hires. They want to guarantee that new employees align with company values and maintain a professional image. A staggering 95% of U.S. employers perform these checks to minimize risks that could damage their brand. Consider the following: Negative findings, like a history of workplace violence, can lead to disqualification. Employers are cautious about hiring individuals with criminal records related to dishonesty, especially in customer-facing roles. Compliance with legal regulations during background checks protects candidates’ rights and reinforces the company’s commitment to ethical hiring. What Do Employers Look for in a Background Check? When employers conduct background checks, they often focus on three key areas: criminal history, employment verification, and education credentials. They check for any past convictions or pending cases to assess your suitability for the role, at the same time verifying your previous job experiences guarantees that your claims are accurate. Furthermore, confirming your educational qualifications helps employers make certain you have the right skills needed for the position. Criminal History Checks Employers often conduct criminal history checks as an essential part of their hiring process, aiming to identify any felony or misdemeanor convictions that could impact workplace safety or the organization’s reputation. Approximately 94% of employers in the U.S. rely on these checks, making them significant for evaluating candidates. Key aspects employers consider include: Serious crimes that may disqualify candidates for sensitive roles, like healthcare or finance. Compliance with the Fair Credit Reporting Act (FCRA), ensuring written consent before checks. Coverage of criminal records typically limited to the past seven years, alongside state-specific regulations. Understanding these factors can help you navigate the hiring environment and address potential concerns proactively. Employment Verification Process One crucial aspect of the employment verification process is confirming the accuracy of an applicant’s work history, which includes job titles, dates of employment, and reasons for leaving previous positions. Employers typically contact former employers directly to gather detailed information about your performance and conduct during your tenure. Approximately 95% of employers incorporate this verification as a standard part of their background checks, aiming to guarantee honesty and reliability in candidates. By conducting employment verification, they likewise mitigate the risk of negligent hiring lawsuits, as it confirms that you possess the qualifications you claim. The duration of this process can vary, often taking a few days to complete, depending on how responsive former employers are and the complexity of your job history. Education Credentials Validation Validating education credentials is a critical step in the background check process, as it guarantees that candidates actually possess the qualifications they claim. Employers typically contact educational institutions to confirm degrees, attendance dates, and honors. With approximately 30% of job applicants misrepresenting their educational background, this verification is essential for maintaining hiring integrity. When checking education credentials, employers focus on: Relevance of the degree to the job position Confirmation of the candidate’s attendance and graduation dates Any honors or special achievements received Some industries, like healthcare and education, require strict verification because of regulatory standards. Keep in mind that education verification can take anywhere from a few days to a couple of weeks, depending on the institution’s responsiveness. What Are Employers Prohibited From Looking At? During considering potential candidates, there are specific limitations on the information that can be accessed during background checks. Employers can’t view expunged criminal records, meaning any offenses that have been legally sealed won’t show up. In many states, they’re also barred from obtaining salary history to combat pay discrimination and promote fair hiring practices. Certain medical records are off-limits except you provide explicit consent, which limits what employers can review, especially for non-healthcare roles. Furthermore, employers can’t request military service records without proper authorization to protect your privacy regarding military history. Finally, juvenile records are typically sealed, ensuring that mistakes made in youth don’t unfairly affect your job prospects. These restrictions exist to encourage a more equitable hiring environment, allowing candidates to present themselves without the burden of past mistakes or discriminatory practices. How to Prepare for a Background Check Preparing for a background check is an essential step in the job application process, and taking proactive measures can greatly improve your chances of success. Here are some steps to take into account: Review your credit report: Correct any inaccuracies since the Fair Credit Reporting Act allows you to dispute incorrect information. Gather personnel records: Collect pay stubs and tax documents to verify your employment history, as employers often check for accuracy. Check court records: Look for any potential issues that may come up during the screening process, allowing you to prepare for questions. Honesty is critical; discrepancies between your resume and background check can lead to disqualification. Furthermore, monitor your social media presence to guarantee it aligns with professional standards, as employers frequently review candidates’ online activities. Iprospectcheck: Your Employment Background Check Partner of Choice In regard to conducting employment background checks, Iprospectcheck stands out as a reliable partner for employers seeking thorough and efficient screening services. They provide extensive checks that cover criminal history, education verification, and employment history, giving you a complete view of each candidate’s qualifications. With a strong emphasis on compliance, Iprospectcheck adheres to Fair Credit Reporting Act (FCRA) regulations, ensuring your screening processes remain legally sound. The platform shines in quick turnaround times, typically completing standard screenings within just a few days, which helps you make timely hiring decisions. Utilizing advanced technology, Iprospectcheck streamlines the background check process, minimizing delays caused by multiple locations or high volumes of requests. Furthermore, you can customize background check packages to meet specific industry requirements and job roles, ensuring that your screening aligns perfectly with your organizational needs. Frequently Asked Questions What Background Check Do Most Employers Do? Most employers perform criminal background checks, verifying any felony or misdemeanor convictions. Alongside this, they often check employment history to confirm job titles and dates. Education verification is likewise common, guaranteeing candidates possess the claimed degrees and certifications. For jobs requiring driving, employers review driving records to assess traffic violations and valid licenses. In safety-sensitive roles, drug and alcohol testing is standard to guarantee workplace safety and compliance with regulations. What Is a Red Flag on a Background Check? A red flag on a background check can be a criminal record, especially for violent crimes, indicating potential safety risks. Employment gaps or inconsistencies in your job history might raise doubts about your honesty. A poor driving record, including traffic violations, is a concern for driving roles. Furthermore, negative credit history in financial jobs can suggest irresponsibility, whereas frequent job changes may signal instability, affecting your perceived commitment to employers. What Are Jobs Looking for When They Do a Background Check? When employers conduct a background check, they focus on several key areas. They verify your criminal history to guarantee workplace safety, check your employment history for accuracy in job titles and dates, and confirm your educational qualifications. In roles involving financial responsibility, they may review your credit history. Furthermore, if the position is safety-sensitive, drug and alcohol testing could be required to maintain compliance and a safe working environment. What Is the Hardest Background Check to Pass? The hardest background check to pass often involves thorough criminal history assessments, especially for high-security positions. You may struggle if you have significant offenses or discrepancies in your employment history, like unexplained gaps or unresponsive past employers. Financial checks can be tough if you’ve faced bankruptcies or poor credit. Furthermore, drug tests are challenging for those with past substance abuse issues, particularly in safety-sensitive roles where testing is mandatory. Conclusion In summary, comprehension of what employers look for in background checks can greatly improve your job application process. They assess criminal history, employment records, and educational qualifications to guarantee candidates are trustworthy and qualified. Knowing what’s included and what’s off-limits can help you prepare effectively. By being proactive and transparent about your background, you can mitigate potential concerns and position yourself as a strong candidate, aligning with the employer’s goals for a safe and competent workforce. Image via Google Gemini This article, "What Are Employers Looking for in Background Checks?" was first published on Small Business Trends View the full article

When employers conduct background checks, they’re primarily looking to verify your qualifications and assess your trustworthiness. This involves examining your criminal history, employment records, and educational credentials. They aim to identify any inconsistencies or red flags that might indicate potential issues. Comprehending what employers seek can help you prepare better. But what specific elements can impact their hiring decisions? Key Takeaways Employers verify criminal history to assess potential risks, including violent behavior or substance abuse, impacting workplace safety. Employment history is reviewed to confirm job stability, reliability, and cultural fit within the organization. Education credentials are validated to ensure candidates meet the necessary qualifications for the position. Professional licenses and driving records are checked for roles requiring specific certifications or driving responsibilities. Compliance with federal, state, and industry-specific regulations is crucial to avoid legal repercussions and maintain a safe work environment. What Is an Employment Background Check? When you apply for a job, an employment background check is often part of the process that employers use to evaluate your qualifications and trustworthiness. What do employers look for in a background check? Typically, they verify your criminal history, employment history, education credentials, and identity. These elements help employers assess your suitability for the position and mitigate risks associated with negligent hiring. Approximately 95% of employers in the U.S. conduct some form of background check, making it a standard practice in hiring. Employers are looking for discrepancies or red flags that could indicate potential issues. The Fair Credit Reporting Act (FCRA) requires employers to obtain your written consent before conducting these checks and allows you to dispute any inaccurate information. Depending on the job and industry, background checks can vary widely in scope, especially for safety-sensitive roles that may include drug testing or additional criminal history assessments. Why Do Employers Run Background Checks on Applicants? Employers run background checks on applicants primarily to verify the accuracy of the information provided during the hiring process. By confirming your credentials, they guarantee you possess the necessary qualifications for the role. Approximately 95% of employers in the U.S. conduct these checks to mitigate risks associated with negligent hiring, protecting both their business assets and reputation. Background checks are particularly important in safety-sensitive positions or industries with regulatory requirements, as they help assess an applicant’s criminal history. This process is vital for maintaining a safe work environment. In addition, compliance with federal, state, and local laws regarding background checks is critical for employers to avoid legal repercussions and uphold fair hiring practices. By running these checks, employers aim to make informed hiring decisions, ultimately promoting a trustworthy and competent workforce. Create a Safer Workplace To create a safer workplace, you need to minimize the risk of violence by conducting thorough background checks on potential hires. By ensuring compliance with regulatory requirements, you not just protect your employees but additionally uphold your company’s reputation. Regular screenings can help you stay informed about any changes in your current staff, allowing you to address potential issues before they escalate. Minimize Workplace Violence Creating a safer workplace often hinges on comprehension and addressing potential risks, particularly those related to violence. Employers recognize that background checks play an essential role in minimizing workplace violence. About 94% of employers conduct criminal history checks to identify candidates with violent offenses. By filtering out applicants with concerning behaviors, you reduce the likelihood of incidents that could harm employees. Risk Factor Action Taken Industry Focus Violent Crime History Conduct thorough checks Healthcare Substance Abuse Implement drug screenings Education Prior Assaults Review past references Retail Threatening Behavior Assess behavioral patterns Security Negligent Hiring Establish extensive policies All industries Implementing these strategies can greatly improve workplace safety. Ensure Regulatory Compliance Guaranteeing regulatory compliance during the hiring process is vital for maintaining a safe workplace. Employers conduct background checks to adhere to federal, state, and local laws that dictate what information can be accessed. The Fair Credit Reporting Act (FCRA) requires you to obtain written consent from candidates before any checks, promoting transparency and protecting their rights. Furthermore, following the Equal Employment Opportunity Commission (EEOC) guidelines is significant; you must avoid discriminatory practices based on criminal history and ascertain checks are relevant to the job. In industries like healthcare and transportation, specific background checks are mandatory to meet regulatory standards. Regularly updating your background check policies can help mitigate risks associated with negligent hiring, nurturing a safer work environment. Protect Company Reputation Maintaining a strong company reputation hinges on the ability to cultivate a safe and secure work environment. Employers conduct background checks to filter out candidates with criminal histories that could jeopardize workplace safety. In fact, 94% of U.S. employers perform criminal history checks to guarantee they hire individuals without violent or inappropriate pasts. By identifying candidates with violent crime records, these checks help prevent workplace violence, creating a safer atmosphere for everyone. Moreover, verifying educational and employment histories allows companies to avoid hiring unqualified individuals, which can lead to financial losses and reputational damage. Thorough background checks are crucial for compliance with industry regulations, especially in safety-sensitive roles, making sure companies fulfill their duty of care to employees and customers alike. Ensure Employees Are Qualified to Perform Their Jobs When employers want to build a competent workforce, they often turn to background checks to confirm that potential employees have the qualifications necessary for their roles. These checks help guarantee candidates meet job requirements and reduce the risk of hiring someone unqualified. Key areas of focus include: Education history: Verifying degrees and certifications to confirm qualifications. Employment history: Validating job titles and dates to assess honesty and relevant experience. Criminal background: Identifying any convictions that may disqualify candidates for trusted positions. For roles requiring specific credentials, professional license verification is essential. Employers may additionally check driving records for positions involving driving responsibilities, confirming candidates have a safe driving history. Maintain Regulatory Compliance To maintain regulatory compliance, you need to understand and adhere to federal, state, and industry-specific requirements when conducting background checks. This includes following the Fair Credit Reporting Act, obtaining written consent from candidates, and being aware of additional local laws that may impose stricter guidelines. Regularly reviewing your policies guarantees that you stay updated with changing regulations, helping you minimize legal risks and avoid potential discrimination claims. Federal Regulations Compliance Comprehending federal regulations is crucial for employers conducting background checks, as non-compliance can lead to significant legal issues. You must adhere to the Fair Credit Reporting Act (FCRA), which requires obtaining written consent from candidates before proceeding. Moreover, be mindful of the Equal Employment Opportunity Commission (EEOC) guidelines, which discourage blanket disqualifications based on criminal history. To guarantee compliance, consider the following: Always provide candidates with a copy of their report if negative actions are taken. Respect confidentiality by avoiding access to expunged records and medical information. Stay informed about “Ban the Box” laws in over 180 jurisdictions that limit inquiries into criminal history. Staying compliant not only protects your organization but also cultivates trust with potential employees. State Law Adherence Comprehending state law adherence is crucial for maintaining regulatory compliance in the hiring process. Employers must stay informed about state-specific regulations that may impose stricter limits on the duration and scope of background checks compared to federal guidelines. Many states have enacted “Ban the Box” laws, which prevent employers from asking about criminal history on job applications. Furthermore, the Fair Credit Reporting Act (FCRA) requires clear disclosure and written consent from candidates before conducting background checks. Regularly reviewing background check policies guarantees alignment with both federal and state laws, as non-compliance can lead to legal penalties and reputational damage. Some states likewise mandate that candidates have the opportunity to dispute any inaccurate information found during background checks, promoting transparency and fairness. Industry-Specific Requirements Grasping state law adherence is just the beginning; each industry has its own specific requirements for background checks that help maintain regulatory compliance. Recognizing these requirements is essential to guarantee safety and trust within your field. Healthcare employers require extensive checks for criminal histories and license verifications to protect patients. Transportation roles necessitate drug testing and driving record checks to comply with DOT regulations and guarantee road safety. Educational institutions perform thorough background checks to safeguard vulnerable populations, ensuring trustworthiness. Reduce Turnover When employers prioritize thorough background checks, they considerably improve their ability to reduce turnover rates. By verifying candidate qualifications, you can guarantee that new hires meet job requirements and possess the necessary skills. Studies indicate that effective background screening can lower turnover rates by up to 30%, identifying candidates with a history of job stability and reliability. Filtering out individuals with a record of frequent job changes or disciplinary issues improves employee retention and helps nurture a more stable workforce. Furthermore, background checks allow you to assess cultural fit and work ethic, both vital for reducing turnover and promoting long-term commitment. Organizations that implement extensive background checks often experience fewer hiring mistakes, translating to significant cost savings related to turnover, including training and onboarding expenses. In the end, investing in rigorous background checks leads to a more dedicated workforce and better organizational performance. Mitigate Liability Risks To effectively mitigate liability risks, employers must prioritize thorough background checks as a key component of their hiring process. Conducting these checks helps you identify candidates with criminal histories that could endanger workplace safety and reduce the likelihood of incidents leading to liability claims. Consider these crucial points: Verifying employment history and credentials protects against negligent hiring lawsuits. Screening out individuals with violent or fraudulent pasts safeguards both staff and customers. Regular updates on current employees’ backgrounds keep you informed about potential risks. Moreover, following FCRA and EEOC guidelines not only protects candidates’ rights but likewise shields you from legal repercussions tied to discriminatory hiring practices. Protect Confidential Information Protecting confidential information during background checks is critical for maintaining trust and compliance in the hiring process. Employers must adhere to the Fair Credit Reporting Act (FCRA), which requires secure handling of personal data and candidate consent before conducting checks. It’s fundamental to follow all federal, state, and local regulations to safeguard sensitive information and prevent unauthorized access or misuse. To achieve this, many organizations implement robust data protection measures, such as encryption and limited access protocols, ensuring that personal information is securely stored and handled. Conducting background checks through reputable third-party providers can equally help mitigate risks related to data breaches and identity theft. Moreover, regular training for HR personnel on best practices for managing confidential information is crucial. This training helps maintain compliance and protect candidate privacy during the background check process, creating a safer and more trustworthy hiring environment for everyone involved. Protect the Company’s Brand Brand integrity plays a crucial role in shaping an organization’s reputation, which is why employers conduct background checks on potential hires. They want to guarantee that new employees align with company values and maintain a professional image. A staggering 95% of U.S. employers perform these checks to minimize risks that could damage their brand. Consider the following: Negative findings, like a history of workplace violence, can lead to disqualification. Employers are cautious about hiring individuals with criminal records related to dishonesty, especially in customer-facing roles. Compliance with legal regulations during background checks protects candidates’ rights and reinforces the company’s commitment to ethical hiring. What Do Employers Look for in a Background Check? When employers conduct background checks, they often focus on three key areas: criminal history, employment verification, and education credentials. They check for any past convictions or pending cases to assess your suitability for the role, at the same time verifying your previous job experiences guarantees that your claims are accurate. Furthermore, confirming your educational qualifications helps employers make certain you have the right skills needed for the position. Criminal History Checks Employers often conduct criminal history checks as an essential part of their hiring process, aiming to identify any felony or misdemeanor convictions that could impact workplace safety or the organization’s reputation. Approximately 94% of employers in the U.S. rely on these checks, making them significant for evaluating candidates. Key aspects employers consider include: Serious crimes that may disqualify candidates for sensitive roles, like healthcare or finance. Compliance with the Fair Credit Reporting Act (FCRA), ensuring written consent before checks. Coverage of criminal records typically limited to the past seven years, alongside state-specific regulations. Understanding these factors can help you navigate the hiring environment and address potential concerns proactively. Employment Verification Process One crucial aspect of the employment verification process is confirming the accuracy of an applicant’s work history, which includes job titles, dates of employment, and reasons for leaving previous positions. Employers typically contact former employers directly to gather detailed information about your performance and conduct during your tenure. Approximately 95% of employers incorporate this verification as a standard part of their background checks, aiming to guarantee honesty and reliability in candidates. By conducting employment verification, they likewise mitigate the risk of negligent hiring lawsuits, as it confirms that you possess the qualifications you claim. The duration of this process can vary, often taking a few days to complete, depending on how responsive former employers are and the complexity of your job history. Education Credentials Validation Validating education credentials is a critical step in the background check process, as it guarantees that candidates actually possess the qualifications they claim. Employers typically contact educational institutions to confirm degrees, attendance dates, and honors. With approximately 30% of job applicants misrepresenting their educational background, this verification is essential for maintaining hiring integrity. When checking education credentials, employers focus on: Relevance of the degree to the job position Confirmation of the candidate’s attendance and graduation dates Any honors or special achievements received Some industries, like healthcare and education, require strict verification because of regulatory standards. Keep in mind that education verification can take anywhere from a few days to a couple of weeks, depending on the institution’s responsiveness. What Are Employers Prohibited From Looking At? During considering potential candidates, there are specific limitations on the information that can be accessed during background checks. Employers can’t view expunged criminal records, meaning any offenses that have been legally sealed won’t show up. In many states, they’re also barred from obtaining salary history to combat pay discrimination and promote fair hiring practices. Certain medical records are off-limits except you provide explicit consent, which limits what employers can review, especially for non-healthcare roles. Furthermore, employers can’t request military service records without proper authorization to protect your privacy regarding military history. Finally, juvenile records are typically sealed, ensuring that mistakes made in youth don’t unfairly affect your job prospects. These restrictions exist to encourage a more equitable hiring environment, allowing candidates to present themselves without the burden of past mistakes or discriminatory practices. How to Prepare for a Background Check Preparing for a background check is an essential step in the job application process, and taking proactive measures can greatly improve your chances of success. Here are some steps to take into account: Review your credit report: Correct any inaccuracies since the Fair Credit Reporting Act allows you to dispute incorrect information. Gather personnel records: Collect pay stubs and tax documents to verify your employment history, as employers often check for accuracy. Check court records: Look for any potential issues that may come up during the screening process, allowing you to prepare for questions. Honesty is critical; discrepancies between your resume and background check can lead to disqualification. Furthermore, monitor your social media presence to guarantee it aligns with professional standards, as employers frequently review candidates’ online activities. Iprospectcheck: Your Employment Background Check Partner of Choice In regard to conducting employment background checks, Iprospectcheck stands out as a reliable partner for employers seeking thorough and efficient screening services. They provide extensive checks that cover criminal history, education verification, and employment history, giving you a complete view of each candidate’s qualifications. With a strong emphasis on compliance, Iprospectcheck adheres to Fair Credit Reporting Act (FCRA) regulations, ensuring your screening processes remain legally sound. The platform shines in quick turnaround times, typically completing standard screenings within just a few days, which helps you make timely hiring decisions. Utilizing advanced technology, Iprospectcheck streamlines the background check process, minimizing delays caused by multiple locations or high volumes of requests. Furthermore, you can customize background check packages to meet specific industry requirements and job roles, ensuring that your screening aligns perfectly with your organizational needs. Frequently Asked Questions What Background Check Do Most Employers Do? Most employers perform criminal background checks, verifying any felony or misdemeanor convictions. Alongside this, they often check employment history to confirm job titles and dates. Education verification is likewise common, guaranteeing candidates possess the claimed degrees and certifications. For jobs requiring driving, employers review driving records to assess traffic violations and valid licenses. In safety-sensitive roles, drug and alcohol testing is standard to guarantee workplace safety and compliance with regulations. What Is a Red Flag on a Background Check? A red flag on a background check can be a criminal record, especially for violent crimes, indicating potential safety risks. Employment gaps or inconsistencies in your job history might raise doubts about your honesty. A poor driving record, including traffic violations, is a concern for driving roles. Furthermore, negative credit history in financial jobs can suggest irresponsibility, whereas frequent job changes may signal instability, affecting your perceived commitment to employers. What Are Jobs Looking for When They Do a Background Check? When employers conduct a background check, they focus on several key areas. They verify your criminal history to guarantee workplace safety, check your employment history for accuracy in job titles and dates, and confirm your educational qualifications. In roles involving financial responsibility, they may review your credit history. Furthermore, if the position is safety-sensitive, drug and alcohol testing could be required to maintain compliance and a safe working environment. What Is the Hardest Background Check to Pass? The hardest background check to pass often involves thorough criminal history assessments, especially for high-security positions. You may struggle if you have significant offenses or discrepancies in your employment history, like unexplained gaps or unresponsive past employers. Financial checks can be tough if you’ve faced bankruptcies or poor credit. Furthermore, drug tests are challenging for those with past substance abuse issues, particularly in safety-sensitive roles where testing is mandatory. Conclusion In summary, comprehension of what employers look for in background checks can greatly improve your job application process. They assess criminal history, employment records, and educational qualifications to guarantee candidates are trustworthy and qualified. Knowing what’s included and what’s off-limits can help you prepare effectively. By being proactive and transparent about your background, you can mitigate potential concerns and position yourself as a strong candidate, aligning with the employer’s goals for a safe and competent workforce. Image via Google Gemini This article, "What Are Employers Looking for in Background Checks?" was first published on Small Business Trends View the full article

Tech companies are getting increasingly pushy with their large language models—prominent buttons for these AI features coat every surface designers can think of, including in three of the most prominent browsers: Chrome, Edge, and Firefox. If you want these AI features to go away, and stay away, there's a script for that. JustTheBrowser is a free and open source tool from developer and tech blogger Corbin Davenport that removes AI features, telemetry data reporting, sponsored content, product integrations, and other annoyances from Chrome, Firefox, and Microsoft Edge. Basically, you can run this once and never think about these features again. To get started, head to the JustTheBrowser homepage. There are scripts to copy (which I'm not going to include here in case they change in the future). Credit: Justin Pot Windows users will need to run PowerShell as an admin—the easiest way to do that is by right-clicking PowerShell in the start menu and clicking "Run as administrator." There is a different script for Mac and Linux users—that one just needs to be copied into a regular Terminal. Either way, you will be asked which browser you'd like to update the settings for—just hit the number corresponding to what you want to do. Credit: Justin Pot In my testing, the process was very simple on Windows—just click the number and the script will do its thing. On macOS, I needed to follow a few instructions to enable a configuration policy in the Settings app, something that only took a couple of clicks. After that, Chrome was free of any and all references to AI. Credit: Justin Pot A number of other features were also gone, including those annoying prompts to switch my default browser. The way this works is kind of interesting: it uses features intended for large organizations. Basically all major browsers allow for group settings, which is how IT departments control what you can and can't do with your browser. Among these settings are ones to disable AI features. It's an interesting workaround, and hopefully one that keeps working. There is always a chance that browser companies make it so even IT departments can't disable AI features, at which point we'll all need to find a new solution (or switch to an alternative browser). View the full article

One of the giants of the gaming business has tumbled off a cliff. Ubisoft, the French game publisher best known for the Assassin’s Creed series, just announced plans to dramatically reorganize its business. In the process, the company will kill six games it had in the works, including a long-awaited Prince of Persia title that was expected this month. Ubisoft shares dropped by more than 30% following the news. The game publisher said the changes are designed to make it more agile in order to drive a “sharp rebound” for the company, which has seen its stock tank over the last five years. To chart that course, Ubisoft said it will selectively close the game studios it operates in Halifax and Stockholm, while restructuring other studios based in Abu Dhabi, Malmö, and Helsinki. The company will consolidate its studios into five genre-specific “creative houses” that combine game production and publishing. The company described the desperate measures as a “major reset” to set itself on a path to sustainable growth. For the year, Ubisoft now expects net bookings of roughly $1.5 billion euros, down by $330 million from its previous guidance. “It is a radical move, relying on a more decentralized creative organization with faster decision making and best-in-class cross functional core services supporting and serving each Creative House,” Ubisoft Founder and CEO Yves Guillemo wrote in press release, emphasizing that the changes would provide deep cost reduction designed to “rightsize” the 17,000-person company. Beyond the now-axed remake of Prince of Persia: The Sands of Time, which Ubisoft said did not meet its new “enhanced” quality criteria, the publisher will abandon four unannounced games, including three new IPs and a mobile title. A dramatic decline for a AAA heavyweight The changes afoot at Ubisoft demonstrate a stunning fall from grace for a company synonymous with the gaming industry. The French gaming giant publishes many hit titles beyond its long-running Assassin’s Creed franchise, including the Tom Clancy series, Far Cry, Rayman, Just Dance, and Watch Dogs. Ubisoft’s retreat symbolizes bigger shifts in the gaming industry, but also avoidable failures. The pandemic-era game industry boom times that saw many gamers holed up at home, desperate for entertainment are now over. Persistent inflation means gamers have less cash on hand to spend, particularly after the cost of many new releases jumped up to $70. Meanwhile, big AAA studios like Ubisoft are looking to trim back budgets as the cost of making games goes up. Many people working in the gaming industry are hanging onto their jobs by a thread in the face of mass layoffs, if they haven’t decamped for another field altogether. Ubisoft has also made many of its own missteps. The publisher was forced to face its own demons during the gaming industry’s recent cultural reckoning, which revealed patterns of pervasive sexual harassment and workplace discrimination at some game companies. Last year, three former Ubisoft executives were found guilty of fostering a culture of psychological and sexual harassment by a French court. The French game maker has also suffered from a few high profile game failures, including the 2024 release of Star Wars Outlaws –- a release Ubisoft expected to be a major money maker. That game’s problems cascaded into Ubisoft’s next major release, Assassin’s Creed Shadows, which the company delayed in light of the “softer than expected” reception for the prior game. Ubisoft’s role in shaping the gaming trends of the last decade is hard to overstate. At its best, the company’s games are praised for their sprawling, meticulously-detailed open worlds. But after many releases and many iterations, that formula may have overstayed its welcome. The game publisher has faced widespread criticism in recent years for churning out cookie-cutter open world games bloated by too much filler content. Gamers have more choice than ever in 2026, and they’re not afraid to opt for innovative indie titles handcrafted by small teams over AAA stalwarts that are growing stale. “On the one hand, the AAA industry has become persistently more selective and competitive with rising development costs and greater challenges in creating brands,” Guillemo said in Ubisoft’s announcement. “On the other hand, exceptional AAA games, when successful, have more financial potential than ever.” View the full article

Google is rolling out Campaign Mix Experiments (beta), a new testing framework that lets advertisers experiment across multiple campaign types, budgets, and settings within a single, unified experiment. How it works: Advertisers can create up to five experiment arms, each containing a different mix of campaigns. Campaigns can appear in multiple arms, with traffic split between them. Experiments support Search, Performance Max, Shopping, Demand Gen, Video, and App campaigns (excluding Hotels). Traffic splits can be customized (minimum 1%), with results normalized to the lowest split for fair comparison. What you can test: Budget allocation across campaign types Account structure, including consolidation vs. fragmentation Bidding strategies, targeting, and feature adoption Cross-channel performance interactions, not just single-campaign lift Why we care. Instead of testing Search, Performance Max, Demand Gen, or Video campaigns in isolation, advertisers can now see how different campaign types work together — and which mix actually drives the best business results. Reporting details. Results appear in the Experiment summary and campaign-level reporting, with advertisers able to choose confidence intervals (95%, 80%, or 70%) and primary success metrics like ROAS, CPA, conversions, or conversion value. Best practices: Keep experiment arms similar, changing only one variable at a time. Align total budgets across arms unless budget is the test itself. Avoid shared budgets and major in-flight changes. Run experiments for at least six to eight weeks to reach statistical reliability. Between the lines. This is Google acknowledging that modern performance isn’t about winning one campaign — it’s about finding the right mix, especially as automation blurs the lines between channels. Bottom line. Campaign mix experiments give advertisers a clearer, more realistic way to test how different campaign types and budgets work together — and make smarter decisions about where spend actually delivers incremental value. View the full article

If you have travel plans this weekend and don’t necessarily need to travel, you may be in luck. A massive winter storm is forecasted this weekend—dubbed Winter Storm Fern by the Weather Channel—and could bring crippling ice and heavy snow to more than 30 states stretching from Arizona to Maine. With some 230 million Americans potentially affected, many airlines are preemptively warning travelers about potential weather-related disruptions and offering travel waivers in advance. The major U.S. carriers have issued alerts to travelers with flights scheduled out of airports across more than 20 states, though the terms for changing your travel plans can vary significantly by airline. If you plan to change your travel plans, for example, you will generally need to rebook in the next few days and choose new travel dates within the next year. But it’s also important to gauge your expectations: Don’t expect to score some cash from this storm. In September, the Department of Transportation updated its lengthy “fly rights” guidelines and cautioned that amenities to stranded passengers vary by airline, even if the cause is weather-related or something else beyond the carrier’s control. “Each airline has its own policies about what it will do for delayed passengers waiting at the airport; there are no federal requirements,” according to information from the Transportation Department. “Contrary to popular belief, for domestic itineraries, airlines are not required to compensate passengers whose flights are delayed or canceled.” Here are how the “big four” airlines—American Airlines, Delta Air Lines, United Airlines, and Southwest Airlines—are preparing for this weekend’s storm, along with some of the other popular U.S. carriers. AMERICAN AIRLINES: CHANGE FEES WAIVED American Airlines has issued a travel alert for more than 30 different airports and is likely to see some major disruptions, as its main hub is at Dallas Fort Worth International Airport. The National Weather Service is currently forecasting that the Dallas metro area could see cold rain beginning on Friday that will gradually transition into freezing rain and sleet, before eventually becoming snow by Sunday. If you are booked on an American flight with travel scheduled for Friday, Saturday, or Sunday, you can change your trip, and the change fee will be waived. However, you must follow a few rules: The fee will be waived if you can travel some other time until next Wednesday, January 28; don’t change your origin or destination city; and rebook in the same cabin or pay the difference to upgrade. To take advantage of the waiver on change fees, you will need to rebook your trip by this Sunday, and your travel must be completed within one year of the original ticket date. DELTA AIR LINES: FARE DIFFERENCES WAIVED Delta Air Lines, with its main hub at the Hartsfield-Jackson Atlanta International Airport, could fare somewhat better, as the Atlanta area is on a winter storm watch and slightly below the threat of the worst of the winter storm. That said, the airline has issued a travel advisory for more than 40 airports in 10 states. Affected travelers have until next Wednesday, January 28, to rebook travel—and rebooked travel must occur on or before that date to be eligible for the fare difference to be waived. However, a fare difference may apply, the airline cautions, if you upgrade your original booking class. If you’re not able to reschedule your travel to meet these rebooking guidelines, you may cancel your original reservation and apply the unused value of the ticket toward the purchase of a new ticket for travel within one year of the original issue date. UNITED AIRLINES: CHANGE FEES, FARE DIFFERENCES WAIVED With its headquarters in Chicago, United Airlines is very accustomed to dealing with winter weather disruptions, and the city isn’t in the eye of this particular winter storm. Unlike American and Delta, United has issued two separate travel alerts—one for the Eastern U.S. and the other for the Southern U.S.—and they encompass two slightly different time periods. The travel alert for the Southern U.S. could affect airports in nine states, according to United, and applies to flights scheduled for Friday through Sunday. Meanwhile, the travel alert for the Eastern U.S. could affect airports in 14 states and the District of Columbia, and applies to flights scheduled for Saturday and extending through Monday. The options for United travelers who face potential disruptions are the same: Reschedule your travel plans, and the airline will waive change fees and fare difference. To qualify, the new flight must depart on or before next Wednesday, January 28, for flights on the East Coast, and on or before next Thursday, January 29, for flights in the South. SOUTHWEST AIRLINES: LONGER WINDOW FOR REBOOKING Southwest Airlines, the fourth-largest U.S. carrier, has always done things a little differently than its bigger competitors—and that extends to how it is handling potential disruptions from the winter storm. Its main hub is at the Dallas Love Field Airport, so like American, Southwest is likely to see some impact to its flights and has issued a travel advisory for airports in 15 states and D.C. The airline was just deemed the best in The Wall Street Journal’s ranking of airlines for 2025, beating out rivals in every category measured. If you’re a Southwest passenger with a reservation to, from, or through one of the airports on its list, you can enjoy a longer rebooking period of 14 days within the original date of travel to take advantage of the waiver in fare difference. What’s more, if you decide to cancel your trip, you may be eligible for a refund for the unused ticket, along with any optional travel charges you have already paid for on affected flights. As is true of all of the airlines, be sure to read the specific rules before making changes. HOW OTHER AIRLINES ARE PREPARING Airlines have more leeway than many passengers may realize on how they handle travel disruptions—and that’s quite evident if you scroll through the Department of Transportation’s airline cancellation and delay dashboard. That dashboard details how 10 different U.S. carriers handle “controllable” disruptions—a cancellation or delay that was due to circumstances within the airline’s control. As the agency cautions, airlines similarly can chart their own route for how to handle weather disruptions. If you have a ticket issued by Alaska Airlines or Hawaiian Airlines, which are under the same ownership, you can change or cancel your trip without a fee. The same is true for passengers on flights with Frontier Airlines and JetBlue, though the latter offers a slightly longer rebooking period (through January 31). Finally, low-fare and regional airlines may provide even fewer accommodations to travelers affected by this weekend’s disruptions. If you have a ticket with Spirit Airlines, the carrier will waive fare differences on rebooked tickets, though its travel advisory makes no mention of what happens if you cancel your trip. Allegiant Air has issued a travel alert for 15 cities it serves, but makes absolutely no mention of what accommodations it will offer to impacted travelers. And Breeze Airways has similarly issued a travel advisory, though the airline indicates that affected travelers will be notified with options—and its typical accommodations vary widely, depending on the length of the delay or type of disruption. View the full article

HP has announced the launch of its 2026 Future of Work Accelerator, aimed at fostering economic opportunities and expanding access to technology for small and medium-sized enterprises (SMEs) in the U.S. As businesses continue to adapt to a fast-evolving digital landscape, this initiative aims to equip them with the necessary resources and knowledge to thrive. “Investing in organizations that provide access to technology and training is critical to building a better future for all workers,” says Jorge S. Rios, HP’s global head of social impact. The program reflects a significant investment in the principle that access to the latest technologies and skills development can empower workers and drive business growth. One of the key benefits for small business owners is the direct support through funding and training resources. The program offers grants of up to $100,000 for organizations that focus on digital skills training, technology access, and workforce development. This can be especially valuable for smaller enterprises that may lack the capital to invest in these critical areas. Moreover, the initiative provides a platform for collaboration among grantees, creating an ecosystem where best practices can be shared. By connecting SMEs with mentors, industry leaders, and peers, HP aims to foster a collaborative approach to problem-solving and innovation. Real-world applications of the program can be seen in various sectors. For example, retail businesses could leverage the accelerator to enhance their e-commerce capabilities or improve customer experience through digital tools. Manufacturing companies could invest in equipment that boosts productivity or train employees on new technologies that improve efficiency. However, small business owners should also be aware of potential challenges that come along with such initiatives. Adopting new technologies often requires a mindset shift that can be difficult for some employees. Moreover, as businesses grow more digitally intensive, they must also prioritize cybersecurity to safeguard sensitive information. This can be an ongoing concern as companies seek to balance rapid growth with secure practices. Additionally, accessing these funds often requires a rigorous application process, which can be time-consuming. Small business owners should be prepared to invest time and effort into submitting a compelling application that demonstrates their need for support and outlines how they plan to use the funds effectively. Equipping the future workforce with the right tools and skills is a significant maneuver for small business sustainability and expansion. With the backing of HP’s accelerator program, SMEs can position themselves not only to survive but thrive in an increasingly digital world. As HP continues to shape the future of work, small business owners have an opportunity to engage with initiatives that can empower their workforce and enhance their operational practices. More details on this initiative can be found in their official release here. This is a step toward a future where businesses and workers alike can benefit from new technologies and continuous professional development. Image via Google Gemini This article, "HP Launches 2026 Accelerator for Future of Work, Advancing Tech Access" was first published on Small Business Trends View the full article

HP has announced the launch of its 2026 Future of Work Accelerator, aimed at fostering economic opportunities and expanding access to technology for small and medium-sized enterprises (SMEs) in the U.S. As businesses continue to adapt to a fast-evolving digital landscape, this initiative aims to equip them with the necessary resources and knowledge to thrive. “Investing in organizations that provide access to technology and training is critical to building a better future for all workers,” says Jorge S. Rios, HP’s global head of social impact. The program reflects a significant investment in the principle that access to the latest technologies and skills development can empower workers and drive business growth. One of the key benefits for small business owners is the direct support through funding and training resources. The program offers grants of up to $100,000 for organizations that focus on digital skills training, technology access, and workforce development. This can be especially valuable for smaller enterprises that may lack the capital to invest in these critical areas. Moreover, the initiative provides a platform for collaboration among grantees, creating an ecosystem where best practices can be shared. By connecting SMEs with mentors, industry leaders, and peers, HP aims to foster a collaborative approach to problem-solving and innovation. Real-world applications of the program can be seen in various sectors. For example, retail businesses could leverage the accelerator to enhance their e-commerce capabilities or improve customer experience through digital tools. Manufacturing companies could invest in equipment that boosts productivity or train employees on new technologies that improve efficiency. However, small business owners should also be aware of potential challenges that come along with such initiatives. Adopting new technologies often requires a mindset shift that can be difficult for some employees. Moreover, as businesses grow more digitally intensive, they must also prioritize cybersecurity to safeguard sensitive information. This can be an ongoing concern as companies seek to balance rapid growth with secure practices. Additionally, accessing these funds often requires a rigorous application process, which can be time-consuming. Small business owners should be prepared to invest time and effort into submitting a compelling application that demonstrates their need for support and outlines how they plan to use the funds effectively. Equipping the future workforce with the right tools and skills is a significant maneuver for small business sustainability and expansion. With the backing of HP’s accelerator program, SMEs can position themselves not only to survive but thrive in an increasingly digital world. As HP continues to shape the future of work, small business owners have an opportunity to engage with initiatives that can empower their workforce and enhance their operational practices. More details on this initiative can be found in their official release here. This is a step toward a future where businesses and workers alike can benefit from new technologies and continuous professional development. Image via Google Gemini This article, "HP Launches 2026 Accelerator for Future of Work, Advancing Tech Access" was first published on Small Business Trends View the full article

Google is pushing more Demand Gen features (boosting shoppable and travel ads) into general availability, expanding its role as a full-funnel performance channel that blends discovery, video, and commerce across YouTube and Google surfaces. What’s new: Shoppable CTV via Demand Gen is now live, letting viewers browse and buy products directly from YouTube ads on connected TVs. Attributed Branded Searches are available for Demand Gen, giving advertisers visibility into how campaigns drive brand search activity across Google and YouTube (activation required via a Google rep). Travel Feeds allow advertisers to connect Hotel Center feeds to create dynamic video ads with real-time pricing, ratings, and availability. By the numbers: Demand Gen campaigns that include TV screens drive 7% incremental conversions at the same ROI, according to Google. They also report that, LG Electronics saw a 24% higher conversion rate versus paid social, while reaching high-value customers at a 91% lower CPA. Why we care. This update makes Demand Gen more actionable, measurable, and competitive with paid social, not just a discovery channel. Shoppable CTV turns previously passive TV impressions into direct commerce opportunities, attributed branded search helps prove Demand Gen’s influence beyond last-click, and travel feeds shorten the path from browsing to booking. Together, these features help advertisers drive incremental conversions, reach high-value audiences at lower CPAs, and justify upper-funnel spend with clearer performance signals — all inside Google’s ecosystem. Between the lines. Google is positioning Demand Gen as a serious alternative to paid social by combining premium video inventory, first-party signals, and improved measurement — especially as advertisers look for scalable performance outside traditional social platforms. Bottom line. With shoppable CTV, stronger brand attribution, and travel-focused automation, Demand Gen is becoming a more versatile performance engine — and a bigger part of Google’s pitch to win budgets higher up the funnel. Dig deeper. See the newest product features in January’s Demand Gen Drop. View the full article

A by-election could offer a way back to Westminster for Manchester mayor Andy Burnham. But he is not the only one in contentionView the full article

It's not just you. Google Search has become significantly worse in recent years. In the past, you only had to watch out for low-quality content filled with SEO-bait keywords. Today, you have to be wary of AI-generated garbage, misinformation, and a generally worse UI. Still, it's not impossible to find good search results on Google. I've found a number of tricks that have helped me reduce the number of low-quality entries Google returns for my searches. Here are 10 such tips everyone should know about before their next search: Remove AI from results Credit: Pranay Parab I'm still annoyed by Google's decision to slap AI right at the top of search results, and I make it a point to get rid of it every time I use a new browser or a new device. Doing this is much harder if you're using the Google Search app, so stick to web browsers if you want to rid yourself of AI results. To that end, there are actually a few easy ways to remove AI from Google's results. The quickest is to add -ai to your search queries and Google will remove AI results. Alternatively, you can try using the Hide Gemini browser extension. Return Google search to 10 blue linksGoogle's best days were when it showed a simple page with 10 blue links the moment you searched for anything. If you want to return to that simplicity, you can use the Web search filter in Google. Once you search for something on Google, click the More button below the search bar up top, and select Web. This will remove all the clutter from Google Search and return 10 webpages at a time. If you use Chrome, you can simply type "web" in the address bar to start a Web search. I've also written about a browser extension called Lucky, which does the same thing in Safari for iPhone. Lucky is available at a one-time fee of $3, and, in my opinion, it's well worth the price. Search a particular domainIf you know the domain you want to visit, you can limit your search to that domain alone. For example, you could restrict results to .gov if you only want to look at official US government sites, or .fr if you only wish to search websites registered in France. Just add site:.gov (or any other domain of your choice) to your search queries, and you'll find better results that way. It's also useful if you want to restrict searches to .ac.uk or .edu sites, which are more education-focused. Restrict results to one websiteIf you've found a trusted source that you like, such as Lifehacker, you can use Google to restrict your results only to that website. You can add site:lifehacker.com to your queries on Google, and it'll only show you results from this website. Just replace the name of the site with whichever one you like. This method is often better than using that site's internal search tools, too. Look for specific file formatsWhen you're looking for specific information, you may be better off searching for a particular file format. For instance, if you're looking for scientific articles, you may have a better chance of finding a pdf file than a web result. In these cases, you can use the filetype:pdf filter to locate pdf files, and you can replace the file type to locate results in a different file format. Google has easily accessible filters If you're finding significantly worse results using Google search, you can try to refine the results by using Google's built-in filters. Just below the search bar, you'll see a few tabs such as All, News, More, Tools, etc. Click through each of these to eliminate certain types of results. Specifically, the Tools tab lets you refine results by date, and even allows you to remove results for related search terms and focus only on exact matches. Use Google's Advanced Search Credit: Pranay Parab Sometimes, basic Google search tools just aren't good enough to find what you need. This is particularly true when your search terms include words that are popular for other reasons. For instance, you're searching "president," but not the president of your country. This is where advanced search could help you remove unwanted results. You can go to the Google Advanced Search page and use all the filters there to find what you need. Each filter has a helpful description right next to it, which makes it easy to figure out what you're doing. Try reverse image searchGoogle also allows you to upload files and images to find results. Open Google search and click the + button in the search bar to upload a file or an image. You can attach a query to the image, and Google will help answer that question, or you can even look for images similar to the one you've uploaded. This can be useful if you want to detect fake profiles online, as scammers often steal profile photos from others to create a fake identity. Use content blockers to hide unwanted resultsIf you can't always be bothered with using various manual methods to hide all the junk from your Google Search results, consider using a content blocker to do so. My favorite has long been uBlock Origin, which is available on desktop and on mobile. It'll remove all sponsored results, unwanted product listings, and most types of junk from your Google results. Set your favorite websites as preferred sourcesIf you really like and trust certain websites, you should add those as preferred sources on Google. This will ensure that results from those sites are highlighted among search results and the Top Stories section in your search results. Google rolled this feature out in 2025, and it's the most effective way to find information from higher quality websites. If you'd like, you can click this link to add Lifehacker as a preferred source. View the full article

A reader writes: The CTO of our company is our CEO’s high school buddy. If you come to him with a problem, he always wants to jump on a call with you to hear the problem and troubleshoot. However, 95% of the time, I don’t need to be on this call. I don’t have any amplifying information other than reporting that something isn’t working. He wants to think out loud and chat. It’s a huge waste of time. Lately, I’ve been flat out refusing to be on a call with him by saying, “I don’t have any additional information, so a call is not needed.” Instead I will Slack him with the problem and my attempts at resolution (again, all of the information I have). I’m realizing that he doesn’t actually read beyond the first sentence, because he will then ask me questions that I have already answered. I’m guessing now he wants to be on a call because he doesn’t like to read. For reference, my last message to him reporting a bug with our email was only 80 words. Is there a professional way to say “Please reread my message, all your questions are answered”? Yes, but whether it’s politically smart to do that depends on how senior he is to you. If he’s significantly senior to you, then you may just have to deal with the calls. That’s not ideal, and it’s also the political reality of hierarchy in many workplaces; his seniority may mean that his communication preferences take precedence. That said, to cut down on how often you have to get on the phone with him, you can try saying things like, “I need to jump on a call that’s about to start, but all the info I have is in the message above. Hopefully that’s enough!” Or, “I’m not free for a call right now, but I did put all the details I have in the original message. Once you look it over, if there’s anything specific you need, let me know!” Realistically, you can’t do that every time or it’ll be obvious you’re just trying not to talk to him, but you can do it some of the time. You can also try making the messages as short as possible so that his disinclination to read doesn’t have as much room to play out. There’s a tension between doing that while also trying to provide all the info so you don’t have to get on a call with him, but think about whether there are ways you can streamline for someone you know won’t read. (And always, always consider bullet points.) I realize, though, that this is happening with messages that are already short! If he’s not that senior to you and is closer to a peer, you can also try naming the problem. For example: “I’ve noticed you often suggest jumping on a call with things like X or Y, but I usually don’t have any info beyond what’s in my message and it can be tough to fit impromptu calls into my workflow.” But much of the time, when a C-suite exec has annoying preferences, you might just need to put up with it and figure that’s what the money is for. The post can I tell a coworker to read his emails and stop calling me? appeared first on Ask a Manager. View the full article

With birth rates down around the world, Procter & Gamble is leaning into premium diapers to bolster sales figures. Specifically, the conglomerate is planning to sell diapers made with silk fibers in China, the company’s second-largest market, in hopes of attracting new parents. The news came out of Procter & Gamble’s earnings conference call on Thursday, during which president and CEO Shailesh Jejurikar discussed the logic behind leaning into the premium diaper category with “Pampers Prestige.” “The China team created a product,” he said, “that leveraged Chinese history with silk. The shiny, soft-yet-strong, luxurious material has been a status symbol for more than 2,000 years,” he said. “Pampers Prestige is the only leading diaper brand that has real silky ingredients in the product. Delivering the ultimate experience of skin comfort and protection. The shiny soft feel package conveys superiority at first touch.” The data does support the decision, too. Jejurikar noted that P&G’s latest earnings report showed that in Greater China, the company’s baby care business line has seen robust organic sales growth and increased its market share by almost 3%. Meanwhile, in North America, organic sales were down 2%. But again, with fewer babies in China and elsewhere, the company needs to find ways to keep sales figures up—so, it’s going with higher-priced, premium products, rather than aiming for volume. Overall, the global diaper market is huge, valued at around more than $72 billion as of 2025, according to data from Precedence Research. That number is expected to grow to nearly $118 billion by 2035. Also important: Research indicates that Gen Z and millennial parents have expressed a willingness to pay more for premium, sustainable products, such as diapers. That includes diapers that use plant-based materials and fibers, which could include silk or bamboo. P&G’s pre-market earnings announcement was met positively by investors, and as of 12 p.m. ET, shares were trading up more than 2%. View the full article

Europeans criticised by Ukraine’s Volodymyr Zelenskyy for failing to lead ‘in defending freedom’View the full article