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In an age where cyber threats loom larger than ever, innovative solutions are essential, especially for small businesses that often lack the resources of larger enterprises. Recently, CrowdStrike, in collaboration with Amazon Web Services (AWS) and NVIDIA, announced the selection of 35 startups for its third annual Cybersecurity Startup Accelerator, showcasing the latest advancements in AI-driven cloud security. This initiative provides a promising opportunity not just for the participating startups, but also for small business owners seeking cutting-edge cybersecurity solutions. The Accelerator program, which runs from January 5 to March 3, 2026, offers these startups vital support, including mentorship, technical expertise, funding, and enhanced market visibility. The concluding event will feature a pitch day at the RSA Conference in San Francisco, where innovative solutions will be presented to industry experts, culminating in a potential investment from the CrowdStrike Falcon® Fund. As highlighted by Daniel Bernard, CrowdStrike’s chief business officer, this program acts as a launchpad for innovations that prioritize cloud and identity-first defenses, equipping security teams to better defend against increasingly sophisticated cyber threats. Chris Grusz, AWS’s managing director for technology partnerships, noted, “Startups continue to push the boundaries of what’s possible in AI-driven security.” This indicates that small business owners should look to these emerging solutions as future tools to bolster their cybersecurity strategies. The joint efforts of AWS, CrowdStrike, and NVIDIA aim to foster a community of innovation that propels technology forward, emphasizing the importance of agility in cybersecurity. Small businesses often grapple with the challenge of securing their networks and sensitive information, especially with limited staff and financial resources. By tapping into the innovations developed during this accelerator program, they could gain access to solutions designed to operate efficiently at scale, ultimately enhancing their security posture without burdensome costs. Several startups included in the cohort focus on specific aspects of cybersecurity, which may provide bespoke solutions tailored to various business needs. However, amid the excitement surrounding these advancements, there are also considerations. The rapid integration of AI into cybersecurity means that small business owners must remain vigilant about understanding these technologies and how they align with their operational processes. As Bartley Richardson from NVIDIA put it, “AI is reshaping cybersecurity at every level,” indicating that the influx of AI-driven solutions may necessitate continuous learning and adaptation on the part of businesses adopting such technologies. Choosing the right cybersecurity solutions can be daunting, particularly given the plethora of options emerging through accelerator programs like this one. Small businesses must consider not only the adequacy and efficacy of a solution in preventing cyber threats but also the support and scalability it offers as their needs evolve. Many startups in this cohort were selected based on their potential to impact the market significantly, signifying that their offerings might be pivotal in shaping the future landscape of cybersecurity. Small business owners should take note of the innovations showcased throughout the accelerator. As artificial intelligence continues to evolve, the nature of cyber threats will similarly transform. The chosen startups are expected to provide intelligent, resilient technologies, capable of addressing both current and anticipated challenges in cybersecurity. The collaboration among CrowdStrike, AWS, and NVIDIA represents a unique opportunity for small businesses not only to advocate for but allocate resources towards enhanced cybersecurity measures. The insights gained from this accelerator could inform purchasing decisions, helping small enterprises identify solutions that are most applicable to their specific operational environments. The Cybersecurity Startup Accelerator illustrates how strategic partnerships can catalyze innovation and create pathways for small business success in a world increasingly reliant on technology. As these solutions emerge from the accelerator, small business owners are encouraged to consider how they can leverage this new wave of cybersecurity technologies to safeguard their enterprises against growing cyber threats. For further information on the Cybersecurity Startup Accelerator, visit Amazon’s press release. Image via Google Gemini This article, "35 Startups Chosen for 2026 Cybersecurity Accelerator with AWS and NVIDIA" was first published on Small Business Trends View the full article

In an age where cyber threats loom larger than ever, innovative solutions are essential, especially for small businesses that often lack the resources of larger enterprises. Recently, CrowdStrike, in collaboration with Amazon Web Services (AWS) and NVIDIA, announced the selection of 35 startups for its third annual Cybersecurity Startup Accelerator, showcasing the latest advancements in AI-driven cloud security. This initiative provides a promising opportunity not just for the participating startups, but also for small business owners seeking cutting-edge cybersecurity solutions. The Accelerator program, which runs from January 5 to March 3, 2026, offers these startups vital support, including mentorship, technical expertise, funding, and enhanced market visibility. The concluding event will feature a pitch day at the RSA Conference in San Francisco, where innovative solutions will be presented to industry experts, culminating in a potential investment from the CrowdStrike Falcon® Fund. As highlighted by Daniel Bernard, CrowdStrike’s chief business officer, this program acts as a launchpad for innovations that prioritize cloud and identity-first defenses, equipping security teams to better defend against increasingly sophisticated cyber threats. Chris Grusz, AWS’s managing director for technology partnerships, noted, “Startups continue to push the boundaries of what’s possible in AI-driven security.” This indicates that small business owners should look to these emerging solutions as future tools to bolster their cybersecurity strategies. The joint efforts of AWS, CrowdStrike, and NVIDIA aim to foster a community of innovation that propels technology forward, emphasizing the importance of agility in cybersecurity. Small businesses often grapple with the challenge of securing their networks and sensitive information, especially with limited staff and financial resources. By tapping into the innovations developed during this accelerator program, they could gain access to solutions designed to operate efficiently at scale, ultimately enhancing their security posture without burdensome costs. Several startups included in the cohort focus on specific aspects of cybersecurity, which may provide bespoke solutions tailored to various business needs. However, amid the excitement surrounding these advancements, there are also considerations. The rapid integration of AI into cybersecurity means that small business owners must remain vigilant about understanding these technologies and how they align with their operational processes. As Bartley Richardson from NVIDIA put it, “AI is reshaping cybersecurity at every level,” indicating that the influx of AI-driven solutions may necessitate continuous learning and adaptation on the part of businesses adopting such technologies. Choosing the right cybersecurity solutions can be daunting, particularly given the plethora of options emerging through accelerator programs like this one. Small businesses must consider not only the adequacy and efficacy of a solution in preventing cyber threats but also the support and scalability it offers as their needs evolve. Many startups in this cohort were selected based on their potential to impact the market significantly, signifying that their offerings might be pivotal in shaping the future landscape of cybersecurity. Small business owners should take note of the innovations showcased throughout the accelerator. As artificial intelligence continues to evolve, the nature of cyber threats will similarly transform. The chosen startups are expected to provide intelligent, resilient technologies, capable of addressing both current and anticipated challenges in cybersecurity. The collaboration among CrowdStrike, AWS, and NVIDIA represents a unique opportunity for small businesses not only to advocate for but allocate resources towards enhanced cybersecurity measures. The insights gained from this accelerator could inform purchasing decisions, helping small enterprises identify solutions that are most applicable to their specific operational environments. The Cybersecurity Startup Accelerator illustrates how strategic partnerships can catalyze innovation and create pathways for small business success in a world increasingly reliant on technology. As these solutions emerge from the accelerator, small business owners are encouraged to consider how they can leverage this new wave of cybersecurity technologies to safeguard their enterprises against growing cyber threats. For further information on the Cybersecurity Startup Accelerator, visit Amazon’s press release. Image via Google Gemini This article, "35 Startups Chosen for 2026 Cybersecurity Accelerator with AWS and NVIDIA" was first published on Small Business Trends View the full article

Automation deletes tasks, then dares accountants to create new value on purpose. Accounting Voices With Rob Brown Go PRO for members-only access to more Rob Brown. View the full article

Automation deletes tasks, then dares accountants to create new value on purpose. Accounting Voices With Rob Brown Go PRO for members-only access to more Rob Brown. View the full article

Rewards programs offer significant advantages for businesses looking to improve their customer relationships. By enhancing customer retention and reducing churn, these programs encourage repeat visits, leading to higher customer lifetime value. Furthermore, they help increase purchase frequency and average order value, setting your brand apart from competitors. As you consider the potential of such initiatives, think about how they can transform your customers into advocates and provide insights for better marketing strategies. What could this mean for your business? Key Takeaways Loyalty programs enhance customer retention, reducing churn and making it more cost-effective to keep existing clients than to acquire new ones. Effective rewards programs significantly boost customer lifetime value, with repeat customers spending 67% more than new customers. These programs increase purchase frequency and average order value, motivating customers to shop more often and spend more per transaction. Loyalty initiatives differentiate brands by fostering customer loyalty and creating unique value propositions that enhance satisfaction and encourage referrals. Rewards programs gather valuable customer data, offering insights into purchasing behaviors that can inform targeted marketing and improve engagement. Enhance Customer Retention and Reduce Churn Customer retention is vital for any business aiming to thrive in a competitive market. Implementing a loyalty program for small business can greatly improve customer retention and reduce churn rates. Loyal customers tend to spend 67% more than new ones, making it important to focus on keeping existing clients satisfied. Furthermore, retaining these customers is five times more cost-effective than acquiring new ones, which helps lower overall marketing expenses. Boost Customer Lifetime Value (CLV) When businesses implement loyalty programs effectively, they can greatly boost Customer Lifetime Value (CLV), which is crucial for long-term success. A well-structured loyalty rewards program for small business can lead to significant increases in revenue. Repeat customers often spend 67% more than new ones, and reward redemption can improve annual spending by up to 25%. Here are some key ways to boost CLV: Identify high-value customers through tracking CLV for targeted marketing. Offer personalized rewards that strengthen customer relationships. Utilize tiered rewards to incentivize higher spending, encouraging customers to aim for better rewards. Implement a loyalty rewards program that can help your business grow revenue 2.5 times faster than those without. Increase Purchase Frequency and Average Order Value To increase purchase frequency and average order value (AOV), businesses can leverage loyalty programs that motivate customers to shop more often. By implementing a loyalty app for small businesses, you can encourage repeat purchases, as customers are likely to buy more frequently to earn rewards. Studies show that repeat customers spend 67% more than new ones, emphasizing the program’s role in boosting AOV. Moreover, reward redemption can lead to a 25% increase in annual spending, enhancing overall revenue. Here’s a breakdown of how loyalty programs can impact purchase frequency and AOV: Loyalty Program Feature Benefit Tiered Rewards Encourages higher spending Frequent Promotions Drives more visits Personalized Offers Increases engagement Reward Points System Motivates repeat purchases Low-Margin Product Focus Boosts overall sales Differentiate Your Brand Beyond Price Competition In today’s competitive marketplace, brands must find ways to stand out beyond simply competing on price. A well-structured rewards program for small business can create emotional connections with customers, making them more likely to choose your brand over others. Here are some ways to differentiate your brand: Foster Brand Loyalty: Loyalty programs encourage repeat purchases and strengthen customer relationships. Create Unique Value Propositions: Offering rewards that resonate with your audience can set you apart. Enhance Personalized Experiences: Tailoring rewards to customer preferences boosts satisfaction and retention. Encourage Word-of-Mouth Marketing: Satisfied members are more likely to recommend your brand to others. With statistics showing that 66% of shoppers are influenced by rewards, investing in a rewards program can lead to increased brand affinity. Turn Customers Into Brand Advocates Building a loyal customer base not merely improves your brand’s reputation but similarly encourages customers to become advocates for your business. Loyalty card programs for small business can greatly improve this advocacy. Research shows that 62% of loyalty program members tend to spend more, leading to increased word-of-mouth marketing and referrals. With a 43% higher likelihood of making weekly purchases, these customers are more engaged and likely to recommend your brand to friends and family. Furthermore, rewarding customers for their referrals through loyalty programs can lower your customer acquisition costs. Loyal customers aren’t just satisfied but also emotionally connected, making them more inclined to discuss your brand positively. Brands with robust loyalty programs experience a 59% increase in customers choosing them over competitors, showcasing the effectiveness of nurturing brand advocates. By implementing loyalty card programs, you can turn satisfied customers into influential promoters for your business. Gather Valuable Customer Data for Insights When you gather data through loyalty programs, you gain insights into your customers’ purchasing behaviors and preferences. Analyzing this information allows you to tailor your marketing strategies and create personalized experiences that resonate with your audience. Analyze Purchasing Behaviors Analyzing purchasing behaviors is crucial for businesses looking to improve their customer engagement strategies. By utilizing customer loyalty software for small business, you can gather valuable insights into your customers’ preferences and habits. This data enables you to: Track shopping frequency and spending patterns. Identify which rewards resonate with different customer segments. Measure customer satisfaction and emotional factors like trust. Inform inventory management and promotional strategies. These insights allow you to make data-driven decisions, eventually enhancing customer experiences and driving revenue growth. Comprehending your customers’ purchasing behaviors not just helps in tailoring your offerings but likewise strengthens customer relationships, ensuring long-term loyalty and satisfaction. Tailor Marketing Strategies To effectively tailor your marketing strategies, leveraging the valuable customer data generated by loyalty programs is essential. A well-structured loyalty system for small business can provide insights into purchasing behaviors, preferences, and engagement levels. By analyzing reward redemption patterns, you can identify which incentives resonate with different customer segments. This comprehension leads to targeted marketing campaigns that are more likely to succeed. Furthermore, data from your loyalty program can inform product development and promotional strategies, aligning your offerings with customer needs. With these insights, you can create personalized marketing communications, enhancing customer engagement by delivering relevant content. In the end, utilizing loyalty data improves your marketing efficiency, resulting in higher conversion rates and increased customer loyalty. Enhance Personalization Efforts Building on the insights gained from customized marketing strategies, enhancing personalization efforts through loyalty programs can greatly improve customer engagement. By utilizing customer loyalty cards for small business, you gather valuable data on your customers’ preferences and behaviors. This data not just helps you understand what your customers want but also enables you to tailor your marketing strategies effectively. Identify high-value customer segments Personalize communications and rewards Improve product offerings based on preferences Create relevant promotions that resonate With approximately 80% of American consumers enrolled in at least one loyalty program, leveraging this data can drive customer retention and brand loyalty. Improve Communication and Seasonal Sales Strategies When businesses improve their communication strategies alongside seasonal sales tactics, they can greatly improve customer engagement and drive revenue during slower periods. Implementing rewards programs for businesses allows you to offer special promotions, like double points during off-peak seasons, which can effectively encourage spending. Regular updates about these exclusive offers keep your brand top-of-mind, creating valuable touchpoints throughout the year. Research shows that loyalty program members are 62% more likely to spend more, highlighting the potential for increased revenue. By incentivizing purchases during slower periods, you not merely boost customer retention but additionally encourage repeat visits. Effective communication within your loyalty programs cultivates a sense of exclusivity and urgency, motivating customers to act before offers expire. In the end, combining improved communication with seasonal sales strategies can lead to higher customer engagement and sustained revenue growth. Frequently Asked Questions What Are the Benefits of Loyalty Programs for Businesses? Loyalty programs offer numerous benefits for businesses. They improve customer retention, as loyal customers tend to spend considerably more than new ones. By implementing these programs, you can gather valuable insights about your customers’ preferences and behaviors, allowing for targeted marketing. Furthermore, loyalty initiatives can lead to increased purchase frequency and average order values, driving overall revenue growth. In the end, these programs cultivate stronger relationships with customers, giving your business a competitive advantage. How Effective Are Rewards Programs? Rewards programs are highly effective in driving customer engagement and increasing sales. When you enroll in these programs, you’re more likely to spend more and make frequent purchases. Studies show that loyalty program members tend to buy weekly, enhancing overall spending. Moreover, businesses gain valuable insights from these programs, allowing them to tailor marketing strategies to meet customer preferences. This data-driven approach contributes to faster revenue growth and improved customer retention rates. What Are the 4 C’s of Customer Loyalty? The 4 C’s of customer loyalty are Commitment, Communication, Community, and Consistency. Commitment reflects your emotional attachment to a brand, driving repeat purchases. Communication involves personalized interactions that make you feel valued. Community creates a sense of belonging, encouraging you to share positive experiences. Finally, Consistency guarantees that rewards and service quality remain stable, reinforcing your trust and satisfaction, which ultimately makes you less likely to switch to competitors. What Are the Three R’s of Loyalty Programs? The three R’s of loyalty programs are “Reward,” “Retain,” and “Refer.” “Reward” means incentivizing customers with points or discounts, encouraging them to spend more. “Retain” focuses on keeping existing customers, which is essential as it’s cheaper to market to them than to acquire new ones. Finally, “Refer” involves encouraging loyal customers to recommend your brand, enhancing your customer base through cost-effective strategies. Together, these elements strengthen customer loyalty and drive business growth. Conclusion In conclusion, rewards programs provide crucial benefits that can greatly improve your business’s success. By nurturing customer retention, increasing lifetime value, and differentiating your brand, these initiatives create a solid foundation for growth. Moreover, they turn customers into advocates and offer valuable insights through data collection. Implementing an effective rewards program not merely boosts sales but likewise strengthens customer relationships, finally positioning your brand for long-term success in a competitive market. Image via Google Gemini This article, "Key Benefits of Rewards Programs for Businesses" was first published on Small Business Trends View the full article

Rewards programs offer significant advantages for businesses looking to improve their customer relationships. By enhancing customer retention and reducing churn, these programs encourage repeat visits, leading to higher customer lifetime value. Furthermore, they help increase purchase frequency and average order value, setting your brand apart from competitors. As you consider the potential of such initiatives, think about how they can transform your customers into advocates and provide insights for better marketing strategies. What could this mean for your business? Key Takeaways Loyalty programs enhance customer retention, reducing churn and making it more cost-effective to keep existing clients than to acquire new ones. Effective rewards programs significantly boost customer lifetime value, with repeat customers spending 67% more than new customers. These programs increase purchase frequency and average order value, motivating customers to shop more often and spend more per transaction. Loyalty initiatives differentiate brands by fostering customer loyalty and creating unique value propositions that enhance satisfaction and encourage referrals. Rewards programs gather valuable customer data, offering insights into purchasing behaviors that can inform targeted marketing and improve engagement. Enhance Customer Retention and Reduce Churn Customer retention is vital for any business aiming to thrive in a competitive market. Implementing a loyalty program for small business can greatly improve customer retention and reduce churn rates. Loyal customers tend to spend 67% more than new ones, making it important to focus on keeping existing clients satisfied. Furthermore, retaining these customers is five times more cost-effective than acquiring new ones, which helps lower overall marketing expenses. Boost Customer Lifetime Value (CLV) When businesses implement loyalty programs effectively, they can greatly boost Customer Lifetime Value (CLV), which is crucial for long-term success. A well-structured loyalty rewards program for small business can lead to significant increases in revenue. Repeat customers often spend 67% more than new ones, and reward redemption can improve annual spending by up to 25%. Here are some key ways to boost CLV: Identify high-value customers through tracking CLV for targeted marketing. Offer personalized rewards that strengthen customer relationships. Utilize tiered rewards to incentivize higher spending, encouraging customers to aim for better rewards. Implement a loyalty rewards program that can help your business grow revenue 2.5 times faster than those without. Increase Purchase Frequency and Average Order Value To increase purchase frequency and average order value (AOV), businesses can leverage loyalty programs that motivate customers to shop more often. By implementing a loyalty app for small businesses, you can encourage repeat purchases, as customers are likely to buy more frequently to earn rewards. Studies show that repeat customers spend 67% more than new ones, emphasizing the program’s role in boosting AOV. Moreover, reward redemption can lead to a 25% increase in annual spending, enhancing overall revenue. Here’s a breakdown of how loyalty programs can impact purchase frequency and AOV: Loyalty Program Feature Benefit Tiered Rewards Encourages higher spending Frequent Promotions Drives more visits Personalized Offers Increases engagement Reward Points System Motivates repeat purchases Low-Margin Product Focus Boosts overall sales Differentiate Your Brand Beyond Price Competition In today’s competitive marketplace, brands must find ways to stand out beyond simply competing on price. A well-structured rewards program for small business can create emotional connections with customers, making them more likely to choose your brand over others. Here are some ways to differentiate your brand: Foster Brand Loyalty: Loyalty programs encourage repeat purchases and strengthen customer relationships. Create Unique Value Propositions: Offering rewards that resonate with your audience can set you apart. Enhance Personalized Experiences: Tailoring rewards to customer preferences boosts satisfaction and retention. Encourage Word-of-Mouth Marketing: Satisfied members are more likely to recommend your brand to others. With statistics showing that 66% of shoppers are influenced by rewards, investing in a rewards program can lead to increased brand affinity. Turn Customers Into Brand Advocates Building a loyal customer base not merely improves your brand’s reputation but similarly encourages customers to become advocates for your business. Loyalty card programs for small business can greatly improve this advocacy. Research shows that 62% of loyalty program members tend to spend more, leading to increased word-of-mouth marketing and referrals. With a 43% higher likelihood of making weekly purchases, these customers are more engaged and likely to recommend your brand to friends and family. Furthermore, rewarding customers for their referrals through loyalty programs can lower your customer acquisition costs. Loyal customers aren’t just satisfied but also emotionally connected, making them more inclined to discuss your brand positively. Brands with robust loyalty programs experience a 59% increase in customers choosing them over competitors, showcasing the effectiveness of nurturing brand advocates. By implementing loyalty card programs, you can turn satisfied customers into influential promoters for your business. Gather Valuable Customer Data for Insights When you gather data through loyalty programs, you gain insights into your customers’ purchasing behaviors and preferences. Analyzing this information allows you to tailor your marketing strategies and create personalized experiences that resonate with your audience. Analyze Purchasing Behaviors Analyzing purchasing behaviors is crucial for businesses looking to improve their customer engagement strategies. By utilizing customer loyalty software for small business, you can gather valuable insights into your customers’ preferences and habits. This data enables you to: Track shopping frequency and spending patterns. Identify which rewards resonate with different customer segments. Measure customer satisfaction and emotional factors like trust. Inform inventory management and promotional strategies. These insights allow you to make data-driven decisions, eventually enhancing customer experiences and driving revenue growth. Comprehending your customers’ purchasing behaviors not just helps in tailoring your offerings but likewise strengthens customer relationships, ensuring long-term loyalty and satisfaction. Tailor Marketing Strategies To effectively tailor your marketing strategies, leveraging the valuable customer data generated by loyalty programs is essential. A well-structured loyalty system for small business can provide insights into purchasing behaviors, preferences, and engagement levels. By analyzing reward redemption patterns, you can identify which incentives resonate with different customer segments. This comprehension leads to targeted marketing campaigns that are more likely to succeed. Furthermore, data from your loyalty program can inform product development and promotional strategies, aligning your offerings with customer needs. With these insights, you can create personalized marketing communications, enhancing customer engagement by delivering relevant content. In the end, utilizing loyalty data improves your marketing efficiency, resulting in higher conversion rates and increased customer loyalty. Enhance Personalization Efforts Building on the insights gained from customized marketing strategies, enhancing personalization efforts through loyalty programs can greatly improve customer engagement. By utilizing customer loyalty cards for small business, you gather valuable data on your customers’ preferences and behaviors. This data not just helps you understand what your customers want but also enables you to tailor your marketing strategies effectively. Identify high-value customer segments Personalize communications and rewards Improve product offerings based on preferences Create relevant promotions that resonate With approximately 80% of American consumers enrolled in at least one loyalty program, leveraging this data can drive customer retention and brand loyalty. Improve Communication and Seasonal Sales Strategies When businesses improve their communication strategies alongside seasonal sales tactics, they can greatly improve customer engagement and drive revenue during slower periods. Implementing rewards programs for businesses allows you to offer special promotions, like double points during off-peak seasons, which can effectively encourage spending. Regular updates about these exclusive offers keep your brand top-of-mind, creating valuable touchpoints throughout the year. Research shows that loyalty program members are 62% more likely to spend more, highlighting the potential for increased revenue. By incentivizing purchases during slower periods, you not merely boost customer retention but additionally encourage repeat visits. Effective communication within your loyalty programs cultivates a sense of exclusivity and urgency, motivating customers to act before offers expire. In the end, combining improved communication with seasonal sales strategies can lead to higher customer engagement and sustained revenue growth. Frequently Asked Questions What Are the Benefits of Loyalty Programs for Businesses? Loyalty programs offer numerous benefits for businesses. They improve customer retention, as loyal customers tend to spend considerably more than new ones. By implementing these programs, you can gather valuable insights about your customers’ preferences and behaviors, allowing for targeted marketing. Furthermore, loyalty initiatives can lead to increased purchase frequency and average order values, driving overall revenue growth. In the end, these programs cultivate stronger relationships with customers, giving your business a competitive advantage. How Effective Are Rewards Programs? Rewards programs are highly effective in driving customer engagement and increasing sales. When you enroll in these programs, you’re more likely to spend more and make frequent purchases. Studies show that loyalty program members tend to buy weekly, enhancing overall spending. Moreover, businesses gain valuable insights from these programs, allowing them to tailor marketing strategies to meet customer preferences. This data-driven approach contributes to faster revenue growth and improved customer retention rates. What Are the 4 C’s of Customer Loyalty? The 4 C’s of customer loyalty are Commitment, Communication, Community, and Consistency. Commitment reflects your emotional attachment to a brand, driving repeat purchases. Communication involves personalized interactions that make you feel valued. Community creates a sense of belonging, encouraging you to share positive experiences. Finally, Consistency guarantees that rewards and service quality remain stable, reinforcing your trust and satisfaction, which ultimately makes you less likely to switch to competitors. What Are the Three R’s of Loyalty Programs? The three R’s of loyalty programs are “Reward,” “Retain,” and “Refer.” “Reward” means incentivizing customers with points or discounts, encouraging them to spend more. “Retain” focuses on keeping existing customers, which is essential as it’s cheaper to market to them than to acquire new ones. Finally, “Refer” involves encouraging loyal customers to recommend your brand, enhancing your customer base through cost-effective strategies. Together, these elements strengthen customer loyalty and drive business growth. Conclusion In conclusion, rewards programs provide crucial benefits that can greatly improve your business’s success. By nurturing customer retention, increasing lifetime value, and differentiating your brand, these initiatives create a solid foundation for growth. Moreover, they turn customers into advocates and offer valuable insights through data collection. Implementing an effective rewards program not merely boosts sales but likewise strengthens customer relationships, finally positioning your brand for long-term success in a competitive market. Image via Google Gemini This article, "Key Benefits of Rewards Programs for Businesses" was first published on Small Business Trends View the full article

Customer satisfaction surveys are essential tools for comprehending how well your product or service meets client needs. By asking the right questions, you can gather insights that drive improvements. Consider incorporating questions about satisfaction levels, valued features, and areas for development. These inquiries not merely gauge performance but additionally cultivate customer engagement. To optimize your survey approach, explore the specific questions that yield the most valuable feedback. Let’s examine those effective questions and their potential impact on your business. Key Takeaways Use a Likert scale question to assess overall satisfaction, ranging from “very dissatisfied” to “very satisfied.” Ask an open-ended question like, “What is one thing we could improve about our service?” for qualitative insights. Include a rating question on customer service responsiveness, e.g., “How would you rate our customer service team?” Implement a likelihood to recommend question on a scale of 0 to 10 to gauge customer loyalty. Collect demographic information to tailor insights and understand different customer segments better. What Is a Customer Satisfaction Survey? A customer satisfaction survey is a crucial tool that helps you understand how well your product, service, or brand meets the expectations of your customers. These surveys typically consist of various questions aimed at measuring satisfaction levels, identifying strengths, and pinpointing areas for improvement. You can use different formats, such as multiple-choice, Likert scale, or open-ended questions, to gather both quantitative and qualitative data. The best NPS questions, for example, can gauge customer loyalty and likelihood to recommend your brand. Incorporating satisfaction survey questions examples like “How satisfied are you with our service?” allows you to analyze responses for actionable insights. Regularly conducting these surveys helps you track changes in customer sentiment and adjust your strategies accordingly. Why Are Customer Satisfaction Surveys Important? Customer satisfaction surveys are essential for enhancing service quality and measuring customer loyalty. By gathering feedback, you can pinpoint areas where your service may fall short and make necessary improvements, which directly impacts customer retention. Furthermore, comprehending customer loyalty through these surveys helps you tailor your offerings to better meet their needs, in the end driving satisfaction and revenue growth. Enhancing Service Quality Comprehending why satisfaction surveys are crucial for enhancing service quality requires recognizing their role in providing actionable insights. By collecting feedback, you can identify your service strengths and areas needing improvement, ultimately tailoring your offerings to meet customer needs effectively. Benefit Description Actionable Insights Helps pinpoint what works and what doesn’t. Customer Awareness Reveals preferences that guide service adjustments. Competitive Benchmarking Allows evaluation against industry standards. Regularly conducting surveys promotes a culture of continuous improvement, enabling you to make data-driven decisions. High satisfaction levels lead to increased customer loyalty and retention, which can greatly impact your revenue growth and market position. Measuring Customer Loyalty Measuring customer loyalty is a vital aspect of comprehending how well your business meets customer expectations. Customer satisfaction surveys serve as fundamental tools, offering insights into how likely customers are to recommend your brand, often measured by metrics like the Net Promoter Score (NPS). High satisfaction levels correlate directly with increased loyalty, leading to better retention rates and repeat purchases that boost profitability. Through surveys, you can identify key drivers of loyalty, such as product quality and customer service, enabling you to prioritize improvements. Engaging customers in this manner nurtures a sense of involvement, making them feel valued. Regularly evaluating customer loyalty through surveys lets you track sentiment changes, helping you adjust strategies to maintain and improve loyalty effectively. Types of Customer Satisfaction Survey Questions When you’re designing a customer satisfaction survey, it’s crucial to take into account the different types of questions you can use. Rating scale questions allow respondents to express their satisfaction levels numerically, whereas open-ended inquiries provide opportunities for detailed feedback in their own words. Furthermore, collecting demographic information helps you understand your customer base better, ensuring that the insights you gather are relevant and actionable. Rating Scale Questions Rating scale questions are a critical component of customer satisfaction surveys, allowing you to gauge respondents’ levels of agreement or satisfaction on a defined scale. Typically using a Likert scale from 1 (very dissatisfied) to 5 (very satisfied), these questions provide nuanced insights into customer sentiment. They help you quantify experiences, track satisfaction changes over time, and identify areas for improvement. You can apply rating scales to various aspects of customer experience, such as: Service quality Product effectiveness Overall satisfaction Likelihood to recommend Open-Ended Inquiries How can open-ended inquiries improve your comprehension of customer satisfaction? These questions allow respondents to share their thoughts and experiences in their own words, offering deeper insights that structured questions might overlook. For instance, a question like, “What could we do to improve your experience?” can reveal specific pain points or suggestions for enhancement. Such feedback can uncover rich narratives that highlight customer sentiment and emotional connections to your brand, helping you understand loyalty better. Nevertheless, analyzing open-ended responses often requires thematic coding, which means you’ll need to be prepared for more complex data analysis. Although they provide valuable insights, keep in mind that open-ended questions may result in lower response rates, so balance their use with closed-ended questions for ideal results. Demographic Information Collecting Why is collecting demographic information crucial in customer satisfaction surveys? This data helps you segment responses, enabling customized insights based on specific customer groups. Comprehending demographics can greatly improve your marketing strategies and product development. Here are some common demographic questions you should consider including: Age – Determine how preferences shift across different age groups. Gender – Analyze satisfaction based on gender-related trends. Income Level – Grasp how financial status impacts customer satisfaction. Geographic Location – Identify regional differences in satisfaction levels. Examples of Effective Customer Satisfaction Survey Questions When crafting customer satisfaction survey questions, it’s essential to focus on clarity and relevance to guarantee you gather meaningful feedback. Consider using a Likert scale to measure overall satisfaction, allowing respondents to express their feelings from “very dissatisfied” to “very satisfied.” Open-ended questions, like “What is one thing we could improve about our service?” can provide valuable qualitative insights. Furthermore, ask about the likelihood of recommending your product with questions such as, “On a scale of 0 to 10, how likely are you to recommend us to a friend?” Incorporate specific experience questions, like “How would you rate the responsiveness of our customer service team?” to obtain targeted feedback and prioritize improvements based on user preferences. Best Practices for Crafting Survey Questions Crafting effective survey questions is crucial for obtaining valuable feedback from your respondents. To guarantee your questions yield useful insights, follow these best practices: Use clear and concise language: This helps respondents easily understand what you’re asking, reducing confusion. Avoid leading questions: Frame your questions neutrally to encourage honest and accurate feedback. Incorporate diverse question types: Mix multiple-choice, Likert scale, and open-ended questions for a blend of quantitative and qualitative data. Pre-test your questions: Test your survey with a small group from your target audience to identify potential issues or biases before the full rollout. Regularly review and update your questions to keep them relevant and engaging, enhancing the quality of data collected. How to Analyze Survey Results Analyzing survey results is critical for turning raw data into actionable insights that can drive improvements. Start by categorizing responses into themes, which helps you identify key areas for development and strengths in your offerings. Use statistical analysis techniques, like calculating mean scores or variance, to quantify customer satisfaction levels and spot trends over time. Visualize your data through charts and graphs to simplify complex information, making it easier for stakeholders to understand. Compare current results against historical data to evaluate performance changes and measure the effectiveness of previous initiatives. Finally, share your findings with relevant teams to promote collaboration, ensuring that insights lead to actionable strategies for boosting customer satisfaction. Tips for Implementing Customer Satisfaction Surveys Implementing customer satisfaction surveys requires a strategic approach to gather meaningful feedback effectively. Here are some tips to guarantee your surveys are successful: Choose the right timing: Distribute surveys shortly after a customer interaction or purchase to maximize response rates. Use multiple channels: Reach a broader audience by utilizing email, social media, and website pop-ups for distribution. Promote participation: Offer incentives like discounts or entry into a prize draw to encourage more responses. Keep it concise: Design surveys with focused questions to maintain interest and improve completion rates. Finally, monitor response levels, and be ready to adjust your strategy if you’re not getting the feedback you need. This proactive approach will help you gather valuable insights. Frequently Asked Questions What Are the Best Satisfaction Survey Questions? To determine the best satisfaction survey questions, focus on clarity and relevance to your objectives. Include a mix of question types like Likert scales for rating experiences, multiple-choice for specific feedback, and open-ended questions to gather detailed insights. Ask about overall satisfaction, specific service interactions, and the likelihood of recommending your business. Regularly review and update these questions to keep them effective and reflective of current customer sentiments, ensuring actionable results. What Are 10 Good Survey Questions? When creating survey questions, focus on clarity and specificity. You might ask, “How satisfied are you with our product’s quality?” or “How likely are you to recommend us to a friend?” Consider using a mix of formats, like multiple-choice and open-ended questions. For deeper insights, you could follow up with, “What improvements would improve your experience?” These strategies help guarantee your questions yield valuable feedback for comprehending customer preferences and experiences. What Are the 5 Questions to Ask in a Survey? To create an effective survey, you should consider asking these five key questions. First, inquire about overall satisfaction with your product or service. Next, ask how likely customers are to recommend you to others. Then, find out which features they value most. Moreover, evaluate their experience with customer service resolution. Finally, request suggestions for improvements. These questions will help you gather valuable insights for enhancing your offerings and comprehending customer needs. What Questions to Ask for an Employee Satisfaction Survey? To create an effective employee satisfaction survey, you should consider asking questions that cover various aspects of the workplace. For example, ask, “How satisfied are you with your current role?” to gauge job satisfaction. Include, “How do you rate your work-life balance?” to address potential burnout. Furthermore, inquire, “Do you feel valued for your contributions?” and “How effective is communication from management?” This approach helps identify key areas for improvement and improves overall employee engagement. Conclusion Incorporating effective customer satisfaction survey questions can greatly improve your comprehension of customer needs and preferences. By asking targeted questions, such as how well your product meets expectations and areas for improvement, you can gather actionable feedback. Analyzing these insights will guide your efforts in refining products and services, in the end boosting customer satisfaction. Implementing these surveys regularly guarantees you stay aligned with customer expectations and nurtures a culture of continuous improvement within your organization. Image via Google Gemini and ArtSmart This article, "7 Effective Satisfaction Survey Questions to Try" was first published on Small Business Trends View the full article

Customer satisfaction surveys are essential tools for comprehending how well your product or service meets client needs. By asking the right questions, you can gather insights that drive improvements. Consider incorporating questions about satisfaction levels, valued features, and areas for development. These inquiries not merely gauge performance but additionally cultivate customer engagement. To optimize your survey approach, explore the specific questions that yield the most valuable feedback. Let’s examine those effective questions and their potential impact on your business. Key Takeaways Use a Likert scale question to assess overall satisfaction, ranging from “very dissatisfied” to “very satisfied.” Ask an open-ended question like, “What is one thing we could improve about our service?” for qualitative insights. Include a rating question on customer service responsiveness, e.g., “How would you rate our customer service team?” Implement a likelihood to recommend question on a scale of 0 to 10 to gauge customer loyalty. Collect demographic information to tailor insights and understand different customer segments better. What Is a Customer Satisfaction Survey? A customer satisfaction survey is a crucial tool that helps you understand how well your product, service, or brand meets the expectations of your customers. These surveys typically consist of various questions aimed at measuring satisfaction levels, identifying strengths, and pinpointing areas for improvement. You can use different formats, such as multiple-choice, Likert scale, or open-ended questions, to gather both quantitative and qualitative data. The best NPS questions, for example, can gauge customer loyalty and likelihood to recommend your brand. Incorporating satisfaction survey questions examples like “How satisfied are you with our service?” allows you to analyze responses for actionable insights. Regularly conducting these surveys helps you track changes in customer sentiment and adjust your strategies accordingly. Why Are Customer Satisfaction Surveys Important? Customer satisfaction surveys are essential for enhancing service quality and measuring customer loyalty. By gathering feedback, you can pinpoint areas where your service may fall short and make necessary improvements, which directly impacts customer retention. Furthermore, comprehending customer loyalty through these surveys helps you tailor your offerings to better meet their needs, in the end driving satisfaction and revenue growth. Enhancing Service Quality Comprehending why satisfaction surveys are crucial for enhancing service quality requires recognizing their role in providing actionable insights. By collecting feedback, you can identify your service strengths and areas needing improvement, ultimately tailoring your offerings to meet customer needs effectively. Benefit Description Actionable Insights Helps pinpoint what works and what doesn’t. Customer Awareness Reveals preferences that guide service adjustments. Competitive Benchmarking Allows evaluation against industry standards. Regularly conducting surveys promotes a culture of continuous improvement, enabling you to make data-driven decisions. High satisfaction levels lead to increased customer loyalty and retention, which can greatly impact your revenue growth and market position. Measuring Customer Loyalty Measuring customer loyalty is a vital aspect of comprehending how well your business meets customer expectations. Customer satisfaction surveys serve as fundamental tools, offering insights into how likely customers are to recommend your brand, often measured by metrics like the Net Promoter Score (NPS). High satisfaction levels correlate directly with increased loyalty, leading to better retention rates and repeat purchases that boost profitability. Through surveys, you can identify key drivers of loyalty, such as product quality and customer service, enabling you to prioritize improvements. Engaging customers in this manner nurtures a sense of involvement, making them feel valued. Regularly evaluating customer loyalty through surveys lets you track sentiment changes, helping you adjust strategies to maintain and improve loyalty effectively. Types of Customer Satisfaction Survey Questions When you’re designing a customer satisfaction survey, it’s crucial to take into account the different types of questions you can use. Rating scale questions allow respondents to express their satisfaction levels numerically, whereas open-ended inquiries provide opportunities for detailed feedback in their own words. Furthermore, collecting demographic information helps you understand your customer base better, ensuring that the insights you gather are relevant and actionable. Rating Scale Questions Rating scale questions are a critical component of customer satisfaction surveys, allowing you to gauge respondents’ levels of agreement or satisfaction on a defined scale. Typically using a Likert scale from 1 (very dissatisfied) to 5 (very satisfied), these questions provide nuanced insights into customer sentiment. They help you quantify experiences, track satisfaction changes over time, and identify areas for improvement. You can apply rating scales to various aspects of customer experience, such as: Service quality Product effectiveness Overall satisfaction Likelihood to recommend Open-Ended Inquiries How can open-ended inquiries improve your comprehension of customer satisfaction? These questions allow respondents to share their thoughts and experiences in their own words, offering deeper insights that structured questions might overlook. For instance, a question like, “What could we do to improve your experience?” can reveal specific pain points or suggestions for enhancement. Such feedback can uncover rich narratives that highlight customer sentiment and emotional connections to your brand, helping you understand loyalty better. Nevertheless, analyzing open-ended responses often requires thematic coding, which means you’ll need to be prepared for more complex data analysis. Although they provide valuable insights, keep in mind that open-ended questions may result in lower response rates, so balance their use with closed-ended questions for ideal results. Demographic Information Collecting Why is collecting demographic information crucial in customer satisfaction surveys? This data helps you segment responses, enabling customized insights based on specific customer groups. Comprehending demographics can greatly improve your marketing strategies and product development. Here are some common demographic questions you should consider including: Age – Determine how preferences shift across different age groups. Gender – Analyze satisfaction based on gender-related trends. Income Level – Grasp how financial status impacts customer satisfaction. Geographic Location – Identify regional differences in satisfaction levels. Examples of Effective Customer Satisfaction Survey Questions When crafting customer satisfaction survey questions, it’s essential to focus on clarity and relevance to guarantee you gather meaningful feedback. Consider using a Likert scale to measure overall satisfaction, allowing respondents to express their feelings from “very dissatisfied” to “very satisfied.” Open-ended questions, like “What is one thing we could improve about our service?” can provide valuable qualitative insights. Furthermore, ask about the likelihood of recommending your product with questions such as, “On a scale of 0 to 10, how likely are you to recommend us to a friend?” Incorporate specific experience questions, like “How would you rate the responsiveness of our customer service team?” to obtain targeted feedback and prioritize improvements based on user preferences. Best Practices for Crafting Survey Questions Crafting effective survey questions is crucial for obtaining valuable feedback from your respondents. To guarantee your questions yield useful insights, follow these best practices: Use clear and concise language: This helps respondents easily understand what you’re asking, reducing confusion. Avoid leading questions: Frame your questions neutrally to encourage honest and accurate feedback. Incorporate diverse question types: Mix multiple-choice, Likert scale, and open-ended questions for a blend of quantitative and qualitative data. Pre-test your questions: Test your survey with a small group from your target audience to identify potential issues or biases before the full rollout. Regularly review and update your questions to keep them relevant and engaging, enhancing the quality of data collected. How to Analyze Survey Results Analyzing survey results is critical for turning raw data into actionable insights that can drive improvements. Start by categorizing responses into themes, which helps you identify key areas for development and strengths in your offerings. Use statistical analysis techniques, like calculating mean scores or variance, to quantify customer satisfaction levels and spot trends over time. Visualize your data through charts and graphs to simplify complex information, making it easier for stakeholders to understand. Compare current results against historical data to evaluate performance changes and measure the effectiveness of previous initiatives. Finally, share your findings with relevant teams to promote collaboration, ensuring that insights lead to actionable strategies for boosting customer satisfaction. Tips for Implementing Customer Satisfaction Surveys Implementing customer satisfaction surveys requires a strategic approach to gather meaningful feedback effectively. Here are some tips to guarantee your surveys are successful: Choose the right timing: Distribute surveys shortly after a customer interaction or purchase to maximize response rates. Use multiple channels: Reach a broader audience by utilizing email, social media, and website pop-ups for distribution. Promote participation: Offer incentives like discounts or entry into a prize draw to encourage more responses. Keep it concise: Design surveys with focused questions to maintain interest and improve completion rates. Finally, monitor response levels, and be ready to adjust your strategy if you’re not getting the feedback you need. This proactive approach will help you gather valuable insights. Frequently Asked Questions What Are the Best Satisfaction Survey Questions? To determine the best satisfaction survey questions, focus on clarity and relevance to your objectives. Include a mix of question types like Likert scales for rating experiences, multiple-choice for specific feedback, and open-ended questions to gather detailed insights. Ask about overall satisfaction, specific service interactions, and the likelihood of recommending your business. Regularly review and update these questions to keep them effective and reflective of current customer sentiments, ensuring actionable results. What Are 10 Good Survey Questions? When creating survey questions, focus on clarity and specificity. You might ask, “How satisfied are you with our product’s quality?” or “How likely are you to recommend us to a friend?” Consider using a mix of formats, like multiple-choice and open-ended questions. For deeper insights, you could follow up with, “What improvements would improve your experience?” These strategies help guarantee your questions yield valuable feedback for comprehending customer preferences and experiences. What Are the 5 Questions to Ask in a Survey? To create an effective survey, you should consider asking these five key questions. First, inquire about overall satisfaction with your product or service. Next, ask how likely customers are to recommend you to others. Then, find out which features they value most. Moreover, evaluate their experience with customer service resolution. Finally, request suggestions for improvements. These questions will help you gather valuable insights for enhancing your offerings and comprehending customer needs. What Questions to Ask for an Employee Satisfaction Survey? To create an effective employee satisfaction survey, you should consider asking questions that cover various aspects of the workplace. For example, ask, “How satisfied are you with your current role?” to gauge job satisfaction. Include, “How do you rate your work-life balance?” to address potential burnout. Furthermore, inquire, “Do you feel valued for your contributions?” and “How effective is communication from management?” This approach helps identify key areas for improvement and improves overall employee engagement. Conclusion Incorporating effective customer satisfaction survey questions can greatly improve your comprehension of customer needs and preferences. By asking targeted questions, such as how well your product meets expectations and areas for improvement, you can gather actionable feedback. Analyzing these insights will guide your efforts in refining products and services, in the end boosting customer satisfaction. Implementing these surveys regularly guarantees you stay aligned with customer expectations and nurtures a culture of continuous improvement within your organization. Image via Google Gemini and ArtSmart This article, "7 Effective Satisfaction Survey Questions to Try" was first published on Small Business Trends View the full article

US operations to capture Nicolás Maduro and seize a Russian tanker were a reminder of the enduring power of helicoptersView the full article

We’ve had branded entertainment since Procter & Gamble invented soap operas back in the 1930s. But today, brands are forced to diversify the ways in which they gain and hold our attention. It’s no longer as viable or effective to depend on traditional paid media tools. Innovative marketers are increasingly investing in content and experiences that attract and engage audiences rather than interrupt and annoy them. And the shift is driving results. Brands of all stripes talk about “brand entertainment,” but it’s the exceptions that truly create actual entertainment. I’ve spent a lot of time this past year writing and talking on the Brand New World podcast about the variety of ways different brands are doing this right. From WhatsApp working with Modern Arts on a Netflix doc about the Mercedes F1 team, to Dick’s Sporting Goods formally establishing an internal entertainment studio that has already won Sports Emmys for We Could Be King in 2015 and The Turnaround in 2024, to the unprecedented deal struck between AB InBev and Netflix. The latter, signed in November, puts the global brewer’s major beer brands front and center in Netflix’s push into live sports, as well as giving it early access to placement and integration in Netflix shows and movies. Obviously brands want the shine of legitimate Hollywood entertainment. But production costs and other financial pressures have made working with brands a much more attractive prospect for Hollywood too. So I wanted to check back in with the executives behind some of these projects to find out what they anticipate the biggest developments will be in 2026. The most significant drivers of these developments stem from the evolving platforms, fueled by audience preferences and behavior, as well as the economic realities driving brands and Hollywood into each other’s arms more often and in more varied ways. Marketers—and audiences, for that matter—are going to see some big changes coming to screens, both big and small. Read on for what to expect. Shifting platforms Meta announced on December 16 that it would begin testing its Instagram for TV app in the U.S. on Amazon Fire TV streaming devices. Zac Ryder, cofounder and co-chief creative officer of Modern Arts, says this feature is going to be a game-changer for brand entertainment. Brands as varied as UPS, Bud Light, and Sephora have been building audiences on Instagram Reels and Stories, while other brands are jumping into the micro-drama trend of serialized, bite-size soap operas in vertical video. Ryder says this shift means brand content on the platform will continue to look even more like entertainment, getting longer and more ambitious to better align with TV viewing behavior. Ultimately, this will further blur the lines between entertainment and social. Ryder says that as a result we’ll start to see more big swings featuring A-list storytellers and talent this year. “This will be especially true for brands who are already very invested in IG and have spent years building their followers. And of course, if brands are going to start dropping more ambitious work on IG, they’ll drop it on YouTube as well,” he says. “In order to compete for brand dollars, streamers will need to become even better partners to brands, all of which will create even more energy in this space and raise the bar even higher.” A growing number of people are watching YouTube (and soon, Instagram Reels) on their TVs. Meanwhile, streamers like Netflix and Disney+ are increasingly utilizing brand partnerships to keep subscriber prices competitive. Many of my sources believe these changing dynamics of how we watch and engage with entertainment will drive where brands can find the best opportunities. “I suspect we’ll see more next-generation partnerships like those we’ve been involved with this past year, especially as the Warner Bros. thing sorts itself out,” says Jae Goodman, cofounder and CEO of Superconnector Studios. “I bet Skydance/Paramount, Disney, Amazon, Comcast/NBCU will all come to market with brands as true partners in surprising, innovative, mutually beneficial, and I bet very effective ways.” A new strategy Goodman helped broker the Netflix-AB InBev deal and has also helped giants like Nike and LVMH set up their entertainment strategies. He says the long-standing trajectory of how brands and Hollywood do business has fundamentally changed. Typically, it’s TV networks and streamers selling ad space to media agencies, then creative agencies filling the order. Film studios and distributors sell partnerships to brands, then licensing and promotional agencies get creative with the intellectual property. “Brands are now entering the market with real entertainment strategies,” Goodman says. “And brands are leading the conversation with entertainment entities by asking, ‘What if we wanted to achieve XYZ and then figure out the structure and cost?’ We refer to it as idea flow before deal flow.” This past year, the Martin Agency worked with Subway Takes creator Kareem Rahma on “UPS Business Trips.” Martin’s chief brand officer, Elizabeth Paul, believes branded entertainment is growing up and moving from bloated bandwagons with hundreds of brand sponsors (see: Wicked) to fewer projects with a more focused audience. UPS is a major brand that could easily jump on the blockbuster movie bandwagon or make a Super Bowl ad. Instead, “UPS Business Trips” was a relatively small, Subway Takes-inspired series in which Rahma and UPS drivers visit small-business customers. According to the agency, it had more than 100 million views across platforms, and generated 1,000% return on ad spend. “For those who truly believe in the space, brand entertainment will stop being treated as a campaign format and start being managed as a portfolio,” says Paul, who suggests that the best brands will start thinking like studios, not marketing departments. We’ve seen this most recently with Dick’s Sporting Goods’s new in-house studio division, Cookie Jar & a Dream Studios. Dick’s CMO Emily Silver told me back in September that this move will see the brand be more aggressive in the number of films and pieces of content it releases, as well as help the brand build more of a name for itself in the entertainment industry to attract different writers and projects. “It gives us the opportunity to put a little more structure and framework around what content we want to produce and where we want to lean in to help build for the long term,” she said at the time. New economics The most significant factor in the pace of brand entertainment’s evolution is the business imperative from both sides to make the economics work. North American box office revenue for 2025 was more than 20% lower than pre-pandemic levels. And in the first half of 2025, major streamers ordered 24% fewer first-run and renewed scripted titles than the same period in 2024. As production costs have skyrocketed, and the ability to get entertainment projects off the ground more difficult, Hollywood’s typically cool condescension toward marketers has thawed to the point of giddy embrace. Cynically, even if Hollywood sees brands as logo-plastered ATMs, brands see an opportunity to exploit this need for cash to do cool things that are actual entertainment. “Last year, economic pressure forced marketers to be really choiceful with their media plans, which forced intentionality,” says Paul. “As brands got more selective, the most successful collaborations meant fewer swings with clearer creative intent. The result wasn’t louder brand entertainment, but more considered work—projects that respected fandom, embraced specificity, and trusted audiences to meet brands halfway.” Paul cites the Martin Agency’s work on Bud Light’s Armchair Quarterback last year, a Netflix partnership starring Peyton Manning that parodies the second season of the streamer’s show Quarterback. Armchair Quarterback attracted more than 100 million social impressions, thanks in no small part to tapping into the fandom of Quarterback by working with the show, its producers—Manning’s Omaha Productions—and Netflix. However, she reiterates that this can’t be a simple “exchange of relevance for cash. This is about forging true strategic partnerships that delight fans and move markets.” Talent magnet The relationship between Hollywood and brands has evolved significantly over the past year. Brand partnerships and content are not embarrassing for studios or streamers anymore, in part because of the aforementioned economics, but also because the quality is higher and the value is clear. WhatsApp’s film The Seat, for example, cost about as much as it would to make and buy ad time for a 60-second commercial. But it also was high enough quality to stand on its own on Netflix. This is a virtuous cycle: The better the quality, the higher caliber of talent is attracted to subsequent projects, which in turn should continue to boost the caliber of these projects. Ryder says a growing number of A-list showrunners, writers, directors, and creators have been reaching out to learn more about the brand world in hopes of finding a project to work on together. LVMH’s entertainment division, 22 Montaigne, for example, is developing projects with Reese Witherspoon’s Hello Sunshine, as well as Ron Howard and Brian Grazer’s Imagine Entertainment. “When we started making these kinds of brand projects 10 years ago, everyone on the talent side was so suspicious,” Ryder says. Many believed brand entertainment was just a glorified long commercial. That has changed as more high-quality films have dropped. “It’s a bit like a Michelin chef trying a killer food truck and realizing that could be a new outlet for their cooking,” he says. “There are just a lot more delicious food trucks out there now.” View the full article

From the moment Elon Musk’s artificial intelligence company, xAI, began rolling out its Grok chatbot to paid X subscribers in 2023, it pitched the tool as the bad boy of large language models. Grok would supposedly be authorized to say and do things that its politically correct competitors—primarily ChatGPT, produced by Musk’s old nemeses at OpenAI—would not. In an announcement on X, the company touted Grok’s “rebellious streak” and teased its willingness to answer “spicy” questions with “a bit of wit.” Although xAI warned that Grok was “a very early beta product,” it assured users that with their help, Grok would “improve rapidly with each passing week.” At the time, xAI did not advertise that Grok would one day deliver nonconsensual pornography on an on-demand basis. But over the past few weeks, that is exactly what has happened, as X subscribers inundated the platform with requests to modify real images of women by removing their clothing, altering their bodies, spreading their legs, and so on. X users do not need to be premium subscribers to avail themselves of these services, which are accessible both on X and on Grok’s stand-alone app. Some images generated with Grok’s assistance depict topless or otherwise suggestive images of girls between ages 11 and 13, according to a U.K.-based child safety watchdog. One analysis of 20,000 images generated by Grok between December 25 and January 1 found that the chatbot had complied with user requests to depict children with sexual fluids on their bodies. On New Year’s Eve, an AI firm that offers image alteration detection services estimated that Grok was churning out sexualized images at a rate of about one per minute. “I’ve been sexually assaulted in the past, and it almost felt like a digital version of that,” one woman told The Cut after Grok users transformed a picture of her posing next to a Christmas tree while wearing workout gear into a picture of her wearing a thong bikini. “It is unfathomable to me that people are allowed to do this to women.” On Thursday, journalist and Bellingcat founder Eliot Higgins reported seeing Grok-generated images of Renee Nicole Good, the unarmed 37-year-old woman shot and killed by ICE agents in Minneapolis, altered to depict her dead body in a bikini. As Higgins put it: “Digital corpse desecration now available to the public.” For all the potential use cases of AI chatbots that AI companies have touted in recent years, bespoke pornography was always the howlingly obvious one. (You don’t need to be a behavioral scientist to understand what certain demographics immediately think to do when presented with a tool advertised as capable of magically producing photorealistic images of anything one’s mind can dream up.) With varying degrees of success, platforms like ChatGPT and Google’s Gemini have at least tried to get ahead of this eventuality, building “guardrails” that try to limit users’ ability to customize NSFW images to suit their tastes. A major difference between these companies and xAI, of course, is that xAI is helmed by Musk, whose ideological commitment to eradicating wokeness and censorship extends to offering amused, winking defenses of nonconsensual adult content published by his company’s flagship product. On his X account, Musk has been firing off prompts treating what would be an existential crisis for any other company as a fun and funny meme. The fact that one of the victims was Ashley St. Clair, the mother of Musk’s 1-year-old son, did not dissuade Musk from declaring himself unable to stop laughing at an AI image of a bikini-clad toaster. Both X and Musk have since issued statements reminding users that the X terms of service bar the creation of child sexual abuse material (CSAM) and pornography. X has also said that it removes CSAM and other illegal content, and permanently suspends accounts that create it. At the same time, it is sort of challenging for the company to position itself as taking a problem seriously when its owner, who is also the most-followed person on the platform, was logging on and treating the entire thing as one big joke. Normally, the existence of an online tool capable of generating one-click CSAM would prompt widespread outrage and rapid responses from law enforcement. Regulators in countries in Europe, Asia, and South America have promised to investigate, and this week the European Commission extended an order that requires X to retain all Grok-related documents and data while officials take a closer look. There are existing legal mechanisms in the U.S. for addressing the vile things Grok is doing, too. Less than a year ago, for example, The President signed into law the TAKE IT DOWN Act, a bipartisan bill that requires websites to remove “nonconsensual intimate imagery” within 48 hours upon the victim’s request. And although a provision of federal law known as Section 230 generally protects websites and social media platforms from liability for content published by their users, here, Grok itself is doing the “publishing” by generating the images. Sen. Ron Wyden (D-OR), who helped write Section 230 three decades ago, weighed in on Bluesky, arguing that “AI chatbot outputs are not protected” under Section 230, and that “it is not a close call.” Along with two other Democratic senators, Wyden has also asked Apple and Google to remove Grox and X from their app stores for violations of the companies’ terms of service. This would be a significant step beyond what appears to be the only action taken by Apple thus far: raising its age rating of the Grok app from 12+ to 13+. All that said, Musk, who spent four whirlwind months hacking away at the administrative state as head of the Department of Government Efficiency, has plenty of practical reasons not to be worried. Thanks to the political and financial support that Musk and his Silicon Valley peers provide to the Republican Party, the second The President administration has been enthusiastic about integrating AI products—both from xAI and from other companies—into the workings of the federal government. The fact that The President immediately designated David Sacks, a tech investor with significant AI and crypto interests (as well as close personal and professional ties to Musk), as his AI and crypto czar is a pretty good indication that meaningful regulation is not coming anytime soon. Since 2019, states with both Democratic- and Republican-controlled legislatures have responded to the absence of federal action by passing more than 140 state laws regulating AI, according to a Brennan Center analysis. But in December 2025, the White House made what is perhaps its most promising gesture yet to the AI industry: an executive order reiterating The President’s commitment to a building “minimally burdensome national policy framework for AI” that will “sustain and enhance the United States’ global AI dominance.” Among other things, the order directs executive agencies to identify state AI regulations that the administration deems inconsistent with its agenda, and encourages Attorney General Pam Bondi to form an “AI Litigation Task Force” to challenge the offending laws in court. Like most The President executive orders, this one will not have the immediate impact that some breathless headlines suggest; as the order itself acknowledges, Congress would need to act in order for the substantive provisions to take effect. But for Musk, the message the White House is sending about its priorities is what really matters: Right now, the The President administration is too preoccupied with starting illegal wars and executing unarmed protesters in the streets to worry about a few risqué images appearing on its social media platform of choice. When Musk left Washington last year, he did not do so quietly, lashing out at The President for being insufficiently deferential to his preferences and insufficiently grateful for his support. But eight months later, the fact that the official response to Grok’s pornography and CSAM features is effectively a disinterested shrug demonstrates that the quarter-million dollars Musk donated to The President and other Republicans in 2024 was a sound investment in his company’s future. By January 3, while Grok was still spitting out these images upon request, Musk and The President had reconciled enough to have dinner together at Mar-a-Lago. Afterward, The President called Musk “great” and “a good guy,” and Musk predicted that 2026 would be “amazing.” Laws are only as strong as the willingness of the powers that be to enforce them. When you own the people who regulate you, there is no scandal too disgusting for you to laugh off. View the full article

Detective Mike McCaffrey laughs when I ask if they busted the door down. Maybe I’ve seen too many movies. Normally, he says, they would. But in this instance, it’s not the ticket scam perpetrator’s residence. It’s his mother’s. So, in this high-rise apartment building on 96th Street in Manhattan, he simply knocks. The mother answers, kindly, oblivious to why the NYPD is at her door on this Tuesday morning. Inside, tucked in a small living room nook, is the man they’ve come for—the son, 28-year-old Nikhil Mahtani—surrounded by cellphones and laptops, tangled in charging cables. Months earlier, the NFL had tipped off law enforcement about Craigslist ads selling tickets that buyers never received. McCaffrey, who works with the NYPD’s Financial Crimes Task Force, traced the ads back to Mahtani through IP addresses, phone numbers, email accounts—a digital trail leading straight to his mother’s apartment. From January 2019 to December 2022, Mahtani had run more than 1,000 ads selling nonexistent tickets to NFL games, NBA championships, and concerts, defrauding more than 100 buyers across the United States. McCaffrey didn’t arrest Mahtani that day. But he seized his devices. Inside, he found enough to build an airtight case: screenshots of the ads Mahtani had posted over the years, bank records showing $120,000 of ticket-buyer money flowing through Venmo and Zelle, and even direct messages with victims. In one text exchange, a concerned buyer wrote: “I’m worried about being duped. Can you give me assurance that you’re a real person?” Mahtani sent back proof in the form of a selfie and a photo of his driver’s license. “In the investigative world,” McCaffrey says, “we call that a clue.” Billions and billions lost to fraud The sports ticketing industry is worth $65.5 billion globally. Meanwhile, Americans lost more than $12.5 billion to fraud of all types in 2024—a 25% increase from the previous year, according to the Federal Trade Commission—with ticket scams representing a growing slice of that total. Ticket fraud isn’t limited to sports—it’s also hitting concerts and other live events, with social media platforms serving as the primary hunting ground. According to Better Business Bureau data, fraudulent websites represent the largest share at 38% of reported concert ticket scams, followed by Facebook (28%), Craigslist (9%), and Instagram (8%). Teresa Murray, consumer watchdog director with the U.S. Public Interest Research Group, a national consumer advocacy organization, hints that the problem isn’t going away, saying, “It’s going to get worse before it gets better.” The last great American counterfeiter Before Mahtani—before the social media scammers and the Craigslist con artists—there was Eugene Smith. Smith ran what federal prosecutors describe as a multistate counterfeiting operation, a sophisticated printing and distribution network spanning multiple cities, targeting the biggest events for the biggest payoffs. From 2016 to 2018, his network produced fake tickets to Super Bowl LI in Houston, Super Bowl LII in Minneapolis, NBA All-Star games, and NCAA championships. Smith’s operation was simple: He purchased real tickets to major events, sent them to accomplices who replicated them using sophisticated printing equipment, then distributed the counterfeits through a network of sellers—some working street corners outside stadiums and in parking lots, others advertising online. These weren’t crude photocopies. Smith’s counterfeits featured holograms, along with hidden images visible only under ultraviolet light, and thermochromic ink that disappeared with heat and returned when cooled—a common security feature that allows gate staff to quickly verify authenticity. “We had all of these covert and overt security features embedded into those tickets,” Michael Buchwald, vice president and legal counsel at the NFL, recalls. “To somebody with a trained eye, you could spot the difference. But to unsuspecting fans—people who are really eager to get into an event and are not being careful—they would fall prey.” A 51-month federal sentence According to prosecutors, Smith’s operation had printed scam tickets totaling at least $170,000 in face value, though the actual resale value—particularly for Super Bowl tickets—far exceeded the original prices. The FBI investigation that led to Smith remains partly sealed, but court records show the breakthrough came when one of Smith’s key accomplices, Eric Ferguson, was arrested and cooperated with investigators. Ferguson testified that Smith had recruited him to replicate tickets and provided the originals. In May 2019, Smith was sentenced to 51 months in federal prison. Smith’s conviction marked the end of an era. By 2020, the NFL had completed its transition to fully digital ticketing. No more hard stock. No more physical tickets with holograms and thermochromic ink. Everything moved to mobile-based systems with encrypted barcodes that refresh continuously—technology specifically designed to prevent copying and theft. The impact was immediate. Physical counterfeiting at NFL games dropped dramatically, from large-scale operations producing hundreds of fakes per event to what Buchwald now describes as only “dozens” of scattered ticket-scam incidents. “We’ve seen a very substantial reduction in instances of ticket counterfeiting,” Buchwald says. “I think that’s a big success in terms of digital ticketing.” But digital tickets didn’t eliminate fraud. They just changed the face of it—and in the process, blew the doors open for a new generation of scammers. The evolving faces of fraud Around the same time McCaffrey worked the Mahtani investigation, he assisted the FBI on another case involving international suspects using stolen credit card numbers to purchase legitimate tickets from venues, then reselling them through online portals at discounted rates. The tickets worked—they were legitimate. The real victims were the credit card holders who wouldn’t discover that their cards had been used until they checked their statements. As tickets moved further toward digitization, other schemes began to emerge, each exploiting different digital vulnerabilities. Fake websites mirroring Ticketmaster or StubHub, designed to rank high in Google search results when legitimate sites sold out and desperate fans searched for last-minute options. Hacked Facebook accounts where scammers posed as the account owner and sold nonexistent tickets to the victim’s friends—people who trusted the source because they believed they were buying from someone they knew. There has also been a rise in two-factor authentication scams, in which a criminal poses as a ticket seller and claims to need verification of the buyer’s identity for security. The scammer asks the buyer to message back a verification code being texted to their phone—but the criminal has secretly triggered a password reset on the buyer’s bank account or email, then uses the code to change the password and gain access. These schemes have become so prevalent that the Better Business Bureau received more than 20,000 complaints about ticket purchases from January 2022 to early 2023. Targeting Taylor Swift’s Eras Tour Taylor Swift’s Eras Tour was especially brutal, according to Teresa Murray. In one case, she recalls, a mother and daughter planned an entire trip around seeing the show—booking flights from Oklahoma to Atlanta, reserving a hotel room, buying matching outfits—only to arrive at the arena to find out their tickets didn’t actually exist. They stood alone outside the arena while the concert played inside, having spent thousands of dollars on a trip for an event they’d never see. For Murray, that’s what made the Eras Tour ticket scams particularly devastating—not the financial loss, but the fact that scammers were stealing once-in-a-lifetime experiences from families who had planned for months. “A mom just wants her teenage daughter to have this very special experience, and it’s taken away from them,” she says. “You had all these crying young women. . . . It was just next-level awful.” The biggest challenge for law enforcement is scope. Smith’s operation was contained: one printing press, one distribution network, specific cities. But digital fraud is borderless and doesn’t specialize in specific events. It’s nearly universal. A scammer in Manhattan targets fans in Milwaukee. International rings use stolen credit cards in one country to buy tickets in another. And with peer-to-peer payment apps like Zelle and Venmo, once victims send money—especially through friends and family transfers—recovery is nearly impossible. “Scammers are not exposing themselves to surveillance video footage or eyewitnesses,” McCaffrey says. “They’re able to steal a significant amount of money from behind their desk, from behind their keyboard.” Even the platforms designed to protect buyers aren’t immune. While consumers are wary of ticket scams on Craigslist or fake websites, they can also fall victim to fraud through the official, verified platforms they’re supposed to trust most. A $635,000 inside job From June 2022 to July 2023, two employees at Sutherland Global Services—a third-party contractor in Kingston, Jamaica, handling customer service for StubHub—discovered and exploited a vulnerability in the platform’s system. StubHub is one of the largest ticket resale marketplaces in the world. It operates as a secondary market where people sell tickets originally purchased from primary sellers like Ticketmaster. At the time, when someone bought a ticket on StubHub, the platform generated a unique URL and queued it to be emailed to the buyer. Tyrone Rose, 20, and an accomplice discovered they could access the secure area of StubHub’s network where those unique URLs were created—a backdoor into part of the system they weren’t authorized to use. They found a way to redirect the emails, sending ticket URLs not to the people who had just paid for them, but to accomplices in Queens, New York. Shamara Simmons, 31, was one of those alleged Queens accomplices. According to prosecutors, she and her cohort would download the tickets from the hijacked URLs (the original buyers never received their tickets) and relist them on StubHub as new inventory at inflated prices. Because the tickets were intercepted during delivery and after the sale was complete, then relisted under different seller accounts, the system saw them as separate transactions, not duplicate sales. Pure profit The scheme was pure profit—tickets stolen for free, then resold for hundreds or thousands of dollars each. Rose and Simmons intercepted roughly 350 StubHub orders—993 stolen tickets in all. Most were for Swift’s Eras Tour, though the operation also targeted tickets to Adele and Ed Sheeran concerts, NBA games, and the US Open Tennis Championships. Over the course of one year, they collected more than $635,000. It’s unclear how StubHub became aware of the ticket scam. But once it did, its internal security team acted swiftly, reporting it to Sutherland Global Services, the Queens district attorney’s office, and Jamaican law enforcement. Rose and his accomplice were immediately terminated, and StubHub ended its contract with Sutherland entirely. StubHub then identified which tickets had been stolen and resold, then reached out to every buyer who’d been defrauded to notify them before their events. Rose and Simmons were arrested in February 2025. Rose pleaded guilty in October and awaits sentencing. Simmons has pleaded not guilty. If convicted, each faces 3 to 15 years in prison. How the industry is fighting back Under StubHub’s FanProtect Guarantee, the company replaced or fully refunded the ticket price for every customer affected by the Rose-Simmons scam and in some cases provided additional compensation. But even with those refunds, many victims still shouldered the costs of flights, hotels, time off work—expenses that often exceeded the ticket price itself. And no refund policy can restore what Murray says is the true cost: the experience they missed out on. Fans had traveled across the country. They’d saved for months. They stood outside venues while concerts played inside—victims not of poor judgment or carelessness, but of a system they’d been told to trust. Rob Tomlinson, StubHub’s head of trust and safety, says the company has vastly strengthened its internal security in the wake of Rose-Simmons, restricting access to ticket data to “an extremely small, very tightly controlled group of people” with full monitoring of who accesses what and when. The company has also overhauled its ticket delivery system. The platform now primarily uses mobile transfers directly through original ticket providers like Ticketmaster and AXS, rather than generating its own URLs. Additionally, every ticket is now screened through proprietary in-house technology. “We have a machine learning model and we have a bunch of rules-based systems as well,” Tomlinson says. “We’re taking in over 270 signals about the seller, about the ticket, the time to event, the event itself—all of these different signals to really try and build up a profile of what is going on with each ticket.” An alarming compound annual growth rate The global ticket fraud detection market, valued at $1.87 billion in 2024, is projected to reach $5.47 billion by 2033, growing at a compound annual growth rate of 16.2% as companies invest heavily in prevention technologies. But like the ticket sellers themselves, the NFL and other sports leagues are also playing defense on multiple fronts. Buchwald describes partnerships with Homeland Security Investigations and Customs and Border Protection, ticket resolution desks at entry gates to troubleshoot issues in real time, and media campaigns around major events warning fans about fraud. For nearly a decade now, the league has maintained the NFL Ticket Network—a system comprised of multiple ticket resale platforms, including SeatGeek and Sports Illustrated Tickets, that have an integration with Ticketmaster. “All the tickets that are rendered through those systems result in fully verified barcodes,” Buchwald says. “It enables fans who purchase or sell tickets on any of those platforms to be sure they have a reliable, convenient, and safe way to get fully verified tickets.” Ticket technology is also evolving. SafeTix, Ticketmaster’s encrypted barcode system, refreshes continuously to prevent screenshots and copying. Dynamic QR codes change every few seconds. These systems are effective, but they’re not a catchall. While major venues and leagues can afford these new technologies, smaller venues cannot. And as long as PDF tickets exist anywhere—as they still do at many small venues—vulnerabilities remain. “I think we’re still a fairly long way away in terms of the least-sophisticated venues getting on board with this,” Buchwald says. “It’s going to take a fair amount of time to fully adopt.” How you can avoid being scammed Beyond sophisticated technology, the industry is confronting a more basic problem: consumer behavior. After a 2024 Ticketmaster data breach reportedly exposed up to 560 million customer records—one of the largest data breaches in ticketing industry history—platforms intensified efforts to promote password hygiene and multifactor authentication. Still, according to Murray, many consumers ignore these safeguards and fail to adhere to even the most basic steps to protect themselves in a world where ticket scams are growing increasingly creative and deceptive. “Desperate people sometimes make bad decisions,” Murray says. “They suspend their good judgment just long enough to become a victim of fraud.” Murray’s advice mirrors that of McCaffrey and other experts. Never buy from individuals you don’t personally know (even then, do so with caution). Never use peer-to-peer payment apps like Zelle or Venmo—they offer no fraud protection. Always use credit cards, which provide protection under the Fair Credit Billing Act. Buy only from authorized resellers verified by organizations like the National Association of Ticket Brokers. Never share verification codes with anyone—even someone claiming to verify your identity. Most important: Be willing to not go. “If all else fails, and you think you’re taking a chance by buying tickets that you’re not sure are legit, just don’t buy them,” Murray writes in her guide for consumers. “If you decide to take a chance, you may spend far more time sorting out the fraud and trying to get your hundreds or thousands of dollars back than you would have spent at the [event].” Today’s protection against tomorrow’s threats Detective McCaffrey stands in a luxury suite at Madison Square Garden, where the Rangers hosted a playoff game the night before. He’s been given a tour as part of his Mahtani investigation. He looks out upon the ice, the Zamboni circling below. For a New York sports diehard, these are dream seats—the kind that either wealthy fans or those splurging for a once-in-a-lifetime experience shell out thousands of dollars for. Tickets that Mahtani sold more than 50 times, and never delivered. McCaffrey buys Mets tickets on SeatGeek a couple of times a year. He knows the risks better than almost anyone and says he’s willing to bite the bullet in the name of security. “I have no issue watching a baseball game from the middle to upper deck that saves me a couple bucks,” he says. “But I’ll make sure that I get [my ticket] from a reputable site. I’ll pay $6 in fees, but I walk off the 7 train knowing I’m gonna get into that game. Buying tickets from a third party, you don’t have that assurance.” Systematic victimization Mahtani was sentenced to 15 months in federal prison and ordered to pay $88,000 in restitution. At sentencing, the judge rejected Mahtani’s request for probation, calling it not a “crime of impulse” but “systematic victimization” of sports fans. Mahtani was released from federal custody in May 2025, having served the majority of his 15-month sentence with credit for time served and good behavior. Eugene Smith was released in August 2022 after serving most of his 51-month sentence. Rose still awaits sentencing, facing up to 15 years in prison, while Simmons has pleaded not guilty. Her case remains pending. But thousands of other fraudsters like them are still hard at work. Over the past five years, the FBI’s Internet Crime Complaint Center has reported cumulative fraud losses exceeding $50.5 billion, with ticket fraud representing one of the fastest-growing categories. In a $65.5 billion global ticketing industry, the criminals are evolving faster than the defenses. “The thing that keeps you up at night,” Tomlinson says, “is that you’re not sure what’s coming next.” View the full article

State television reports that three police officers died overnight in an attack in ShirazView the full article

2025 was a fairly humdrum year for Apple from a hardware perspective. While the company’s software—including the “26” versions of iOS, macOS, tvOS, and watchOS—got a major visual overhaul, Apple’s hardware lineup included just one brand new product: the iPhone Air. But that is set to change in 2026. This year, Apple is expected to release a number of brand-new hardware products, along with some updates to existing ones. And yes, AI will be a focus, too. Here’s what—and when—to expect from Apple in 2026. iPhone Fold The most anticipated device Apple is expected to release this year is a foldable iPhone. Colloquially known as the “iPhone Fold,” this device will be the first-ever dual-screen iPhone and will take the form of a book rather than a clamshell device. Rumors are running wild about the device’s reported specs, but it is highly likely to feature an industry-first “crease-free” display, which measures around 7.5 inches when unfolded. Its front-facing folded display is expected to come in at around 5.5 inches. A foldable phone will be an entirely new product category for Apple, and the iPhone maker’s entry into this market is expected to help foldables go mainstream. Expect the iPhone Fold to debut in the fall. An affordable MacBook MacBooks are amazing laptops—but they’re pricey. The least expensive MacBook that Apple currently sells is the $999 MacBook Air. But this year, that will change. Multiple reports suggest that Apple will release a low-cost, entry-level MacBook with a display size of around 13.6 inches. What’s unique about this MacBook is that it will reportedly be the first to be powered by an A-series chip. The A series is the chipset found in the company’s iPhones. Current MacBooks are powered by the more advanced M-series chips. But the star feature of the new MacBook will be its price. Apple is reportedly aiming to position it to compete with low-cost laptops like Google Chromebooks. There’s no word yet on what that “low cost” price may be, but it will likely fall somewhere around the $700 range. An LLM Siri New hardware isn’t the only thing Apple is expected to introduce this year. The company will also launch a new version of its much-maligned digital assistant, Siri. This new Siri will be powered by a large language model (LLM), similar to those that power OpenAI’s ChatGPT and Google’s Gemini. The new LLM Siri is expected to be released with iOS, iPadOS, and macOS 26.4 in the spring. It’s also a feature that will reportedly power Apple’s other new 2026 hardware product … The HomePad No, this isn’t a new HomePod smart speaker. The so-called “HomePad” is rumored to combine a smart speaker with a touch display (think: HomePod + iPad) and is designed to be a control center for the home. The tabletop device will reportedly let you make FaceTime video calls and control all the smart devices in your home. It is also rumored to be powered by that new LLM Siri that’s mentioned above, which means it will likely be Apple’s first hardware device that is designed to function as a household AI assistant. As for when you can expect the HomePad, a late spring launch is a good guess, since iOS 26.4 is expected to ship then. A new Apple TV 4K Speaking of the home, Apple is expected to introduce another home-based product this year: an upgraded Apple TV 4K. Apple has not updated the digital media player since 2022, and its current specs, including its A15 Bionic chip, are showing their age. The new Apple TV 4K is expected to include a powerful A18 (or later) chipset that just may be capable of running console-quality games. But more importantly, that chip may also support the new LLM Siri, bringing an AI chatbot and Apple Intelligence to the Apple TV for the first time. The new Apple TV 4K will likely show up sometime this spring. The usual suspects Apple is also expected to upgrade several existing products in 2026. One is the “low cost” iPhone 17e—the successor to last year’s iPhone 16e, which is likely to debut in the spring. In the fall, Apple is expected to launch the iPhone 18 Pro series (alongside the new iPhone Fold). Those waiting for the entry-level iPhone 18, however, will need to wait until spring 2027, as Apple is rumored to be moving to a new Pro/entry-level staggered release starting this year. On the iPad front, Apple is likely to upgrade the iPad Air to the M5 chipset, while also releasing an upgraded version of the entry-level iPad and iPad Mini. Multiple Macs are also expected to get the M5 treatment, including the MacBook Air, the 16-inch MacBook Pro, and possibly the Mac Mini and iMac. Finally, Apple will probably release its second-generation of AirTag item trackers, which will feature increased range and precision. View the full article

What you do? It starts with what you know. Here are seven ways to learn faster and retain more. 1. Test yourself. A classic study published in Psychological Science in the Public Interest shows self-testing is an extremely effective way to speed up the learning process. Partly that’s because of the additional context you create. Test yourself and answer incorrectly, and not only are you more likely to remember the right answer after you look it up, but you’ll also remember the fact you didn’t remember. (Especially if you tend to be hard on yourself.) So, don’t just rehearse your sales pitch. Test yourself on what comes after your intro. Test yourself by listing the four main points you want to make. Test your ability to remember cost savings figures, or price schedules, or how you will respond to the most common questions or types of customer resistance. Not only will you gain confidence in how much you do know, but you’ll also more quickly learn the things you don’t know—at least not yet. 2. Learn two or three things at (nearly) the same time. The process is called interleaving: studying related concepts or skills in parallel. Instead of focusing on one subject, one task, or one skill during a learning session, purposely learn or practice several subjects or skills in succession. It turns out interleaving is a much more effective way to train your brain and train your motor skills. Why? One theory proposed in a study published in Educational Psychology Review is that interleaving improves your brain’s ability to differentiate between concepts or skills. When you block practice one skill, you can drill down until muscle memory takes over and the skill becomes more or less automatic. When you interleave several skills, any one skill can’t become mindless. And that’s a good thing, because you’re instead constantly forced to adapt and adjust. You’re constantly forced to see, feel, and discriminate between different movements or different concepts. And that helps you really learn what you’re trying to learn, because it helps you gain understanding at a deeper level. Speaking of adapting . . . 3. Change the way you study or practice. Repeating anything over and over again in the hopes you will master that task will not only keep you from improving as quickly as you could; in some cases, it may actually decrease your skill as well. According to research published by Johns Hopkins Medicine, practicing a slightly modified version of a task you want to master helps you “actually learn more and faster than if you just keep practicing the exact same thing multiple times in a row.” The most likely cause is reconsolidation, a process where existing memories are recalled and modified with new knowledge. Say you want to master an investor pitch. Do this: 1. Rehearse the basic skill. Run through your pitch a couple of times under the same conditions you’ll eventually face when you do it live. Naturally, the second time through will be better than the first; that’s how practice works. But then, instead of going through it a third time . . . 2. Wait. Give yourself at least six hours so your memory can consolidate. (Meaning that you may need to wait until tomorrow before you practice again, which, as you’ll see in a moment, is a great approach.) 3. Practice again, but this time: Go a little faster. Speak a little—just a little—faster than you normally do. Run through your slides slightly faster. Increasing your speed means you’ll make more mistakes, but that’s okay—in the process, you’ll modify old knowledge with new knowledge, and lay the groundwork for improvement. Or . . . Go a little slower. The same thing will happen. (Plus, you can experiment with new techniques—including the use of silence for effect—that aren’t apparent when you present at your normal speed.) Or . . . Break your presentation into smaller chunks. Almost every task includes a series of discrete steps. That’s definitely true for presentations. Pick one section of your pitch. Deconstruct it. Master it. Then put the whole presentation back together. Or . . . Change the conditions. Use a different projector. Or a different remote. Or a lavaliere instead of a headset mic. Switch up the conditions slightly; not only will that help you modify an existing memory, but it will also make you better prepared for the unexpected. 4. And keep modifying the conditions. You can extend the process to almost anything. While it’s clearly effective for learning motor skills, the process can also be applied to learning almost anything. 4. Say it out loud. Mentally rehearsing is good. Rehearsing out loud is better. Research published in the Journal of Experimental Psychology: Learning, Memory, and Cognition found that compared with reading or thinking silently (as if there’s another way to think), the act of speech is a “quite powerful mechanism for improving memory for selected information.” According to the researchers, “Learning and memory benefit from active involvement. When we add an active measure or a production element to a word, that word becomes more distinct in long-term memory, and hence more memorable.” So don’t just practice that investor pitch in your head. Rehearse out loud. That way you’ll remember what you thought, and also what you heard yourself say. 5. Learn in bursts. Once you’ve drafted that pitch, run through it once. Then take a few minutes to make corrections and revisions. Then step away for a few hours, or even for a day, before you repeat the process, because a study published in Psychological Science shows “distributed practice” is a much more effective way to learn. Why? The study-phase retrieval theory says each time you attempt to retrieve something from memory and the retrieval is more successful, that memory becomes harder to forget. If you go over your pitch back-to-back-to-back, much of your presentation is still top of mind—which means you don’t have to retrieve it from memory. Another theory regards contextual variability. When information gets encoded into memory, some of the context is also encoded. That’s why listening to an old song can cause you to remember where you were, what you were feeling, etc., when you first heard that song. The additional context creates useful cues for retrieving information. Either way, distributed practice definitely works. So give yourself enough time to space out your learning sessions. You’ll learn more efficiently and more effectively. Especially if you . . . 6. Sleep on it. According to a 2016 study published in Psychological Science, people who studied before bed, then slept, and then did a quick review the next morning not only spent less time studying, but they also increased their long-term retention by 50%. Why? One factor is what psychologists call sleep-dependent memory consolidation. As the researchers write: Converging evidence, from the molecular to the phenomenological, leaves little doubt that offline memory reprocessing during sleep is an important component of how our memories are formed and ultimately shaped. Sleeping after learning is definitely a good strategy, but sleeping between two learning sessions is a better strategy. Or in non-researcher-speak, sleeping on it not only helps your brain file away what you’ve learned, but it also makes that information easier to access—especially if you chunk your learning sessions by studying a little the next morning. 7. Exercise. Want to learn information faster? A study published in Scientific Reports found that moderate-intensity workouts—keeping your heart rate between 50% and 80% of max—dramatically improve recall and associative learning and increase your brain’s ability to absorb and retain information. Want to learn or improve a task where motor skills are involved? According to a different study published in Scientific Reports, 15 minutes of cycling at 80% of max heart rate (“intense” exercise) resulted in better memory performance than 30 minutes of moderate exercise, which was better than no exercise at all. In other words, exercising hard for 15 minutes “fired up” participants’ brains and allowed them to learn motor skills better and faster. To a lesser degree, so did 30 minutes of moderate-intensity exercise. And then there’s this. A study published in Proceedings of the National Academy of Sciences shows exercise can increase the size of your hippocampus, even if you’re in your 60s or 70s, helping to mitigate the impact of age-related memory loss. Yep: Exercise helps make your brain healthier, too—which helps you be smarter and stay smarter. —Jeff Haden This article originally appeared on Fast Company’s sister publication, Inc. Inc. is the voice of the American entrepreneur. We inspire, inform, and document the most fascinating people in business: the risk-takers, the innovators, and the ultra-driven go-getters that represent the most dynamic force in the American economy. View the full article

Rumors have been circulating online that Microsoft is preparing to cut tens of thousands of jobs. TipRanks reported that the company is “considering massive layoffs” this month, potentially eliminating between 11,000 and 22,000 roles across the Azure Cloud, Xbox, and global sales teams. According to The Seattle Times, the claims appear to have originated on anonymous online forums like Reddit and Blind before rapidly spreading across Bluesky and X, drawing widespread attention and, in turn, swift denials from Microsoft executives. Microsoft’s chief communications officer, Frank X. Shaw, took to X to refute the rumors, calling them “100 percent made up/speculative/wrong.” He also responded to a post suggesting the layoffs would materialize in weeks, sarcastically replying, “i eagerly await.” Jez Corden, editor at Windows Central, also pushed back on claims, writing on X, “false on the Xbox side at least.” Large-Scale Microsoft Layoffs Are Not Unprecedented The company carried out significant workforce reductions in 2025, cutting more than 15,000 employees between May and September. In July alone, Microsoft laid off roughly 9,000 employees. At the time, Phil Spencer, head of Xbox, wrote in a memo to staff that the cuts were “necessary” for the company’s longevity, arguing they would “increase agility and effectiveness.” Microsoft’s recent layoffs reflect the growing financial demands of artificial intelligence. AI itself is not necessarily replacing workers. Rather, the sheer cost of building AI systems is forcing budget restructuring, leading to cuts. During the 2025 fiscal year, Microsoft spent approximately $88 billion developing its proprietary AI systems. As investment in AI continues to surge, the company has increasingly looked to trim costs elsewhere to offset that spending. Go inside one interesting founder-led company each day to find out how its strategy works, and what risk factors it faces. Sign up for 1 Smart Business Story from Inc. on Beehiiv. —Leila Sheridan This article originally appeared on Fast Company’s sister publication, Inc. Inc. is the voice of the American entrepreneur. We inspire, inform, and document the most fascinating people in business: the risk-takers, the innovators, and the ultra-driven go-getters that represent the most dynamic force in the American economy. View the full article

You’ve put in the hours, delivered results, and earned the respect of your peers. But when it comes to moving up, the biggest obstacle isn’t performance or policy—it’s your boss. Managers often hold disproportionate power over career mobility. Research shows they can become the gatekeepers who decide who advances and who stalls. Gallup finds managers account for up to 70% of the variance in engagement, and half of employees say they left a job to escape their manager. Add to that the fact that companies fail to pick the right person for the job 82% of the time, and it’s clear why bad bosses cost organizations billions in lost productivity, stalled growth, and attrition. Take Tiffany, a senior director at a global consumer goods company. After years of strong performance, she was eager to step into a vice president role. Her track record spoke for itself: She built high-performing teams, led revenue-driving initiatives, and earned praise across the organization. Yet, every time a new opportunity surfaced, her boss deflected it. “We still need you here. Let’s revisit this next year.” Tiffany realized she had to look beyond her immediate manager to advance. We’ve seen this scenario repeatedly (Jenny as an executive advisor and learning and development expert, and Kathryn as an executive coach and keynote speaker). When your boss is blocking your promotion, it’s tempting to see it as a dead end. But you have more agency than you think. These six strategies can help you shift the dynamic, expand your influence, and chart a path forward—whether inside your current organization or beyond it. 1. Become Non-Essential by Building Succession One of the most common reasons managers stall promotions is that they can’t imagine losing their top performer. Managers often block promotions to avoid weakening their own team. To overcome this, flip the script by making yourself replaceable, not immediately, but by showing that you’re developing others who can take on parts of your role. Build a succession bench, delegate stretch assignments, and document processes so your leader can envision someone succeeding you without disruption. Ask yourself: Who could step into my role tomorrow if I left? What does my boss rely on me for, and who can support them once I am promoted? How am I preparing others on my team to thrive without me? What knowledge or processes should I document to make my absence less disruptive? When Tiffany’s boss argued that she couldn’t move up until she “scaled her impact here,” she built a succession planning matrix mapping her key responsibilities against potential successors, with a development plan for each. The point wasn’t that she could leave tomorrow with a perfect replacement, but that she had a structured approach to grow leaders behind her, removing one of the most common excuses managers use to stall promotions. 2. Build Allies and Sponsors Beyond Your Manager McKinsey highlights how those outside the manager’s circle of “trusted lieutenants” are often excluded from promotion. You can’t depend solely on your manager. Promotions often depend as much on organizational politics as on performance. Start by identifying five to seven decision-makers and influencers who may shape your promotion. Conduct a reputation audit to learn how they perceive your impact. Ask: What three words best describe me when you think about my work? Where do you see me adding the most value to the organization? If you were advising me on career advancement, what should I work on next? A common mistake is relying only on mentors. You also need sponsors who will advocate for you in closed-door conversations. Research shows sponsorship accelerates mobility, particularly for women and underrepresented groups. Tiffany realized that while her boss was hesitant, other senior leaders already valued her contributions. By mapping her own Career Board of Directors, she identified mentors, sponsors, peers, and even high-potential juniors who could amplify her influence. This broader network helped her case reach beyond the approval of one person. 3. Reframe Success as Shared Success Some managers resist elevating talent because they feel overshadowed. Research found managers sometimes sabotage talented employees to protect their own job security, status, or to minimize competition. To reduce this perceived threat, make your success their success. Shift the narrative. Frame wins as team wins. Recognize your manager’s role when presenting in senior meetings and show how your advancement reflects their leadership. As Ralph Nader once said, “The function of leadership is to produce more leaders, not more followers.” Tiffany began reframing her language. Instead of saying, “I drove a digital transformation,” she positioned it as “Our team delivered this milestone with my manager’s guidance.” That subtle shift improved her relationship with her boss. Reflection questions: How can I position my progress as a reflection of my manager’s leadership? What opportunities exist to spotlight shared wins rather than individual wins? 4. Demonstrate Leadership Beyond Your Role Promotions signal readiness for a broader scope, not just excellence in your current job. Step into enterprise-level priorities such as cross-functional projects, task forces, or initiatives that align with executive goals. Visibility beyond your department shows you’re already operating at the next level. Tiffany used the Promotability Index self-assessment to identify growth opportunities across the five dimensions: self-awareness, external awareness, strategic thinking, executive presence, and thought leadership. She then led a high-visibility, cross-functional digital transformation task force directly aligned with executive priorities. The initiative stretched her skills and reframed how senior leaders perceived her readiness. 5. Take Charge of Your Own Development Many managers aren’t proactive in developing direct reports. Waiting for them to chart your path can stall your growth. Own your career development: Seek out stretch assignments, request targeted feedback, and invest in your own learning. Signal your commitment to continual growth rather than relying on your manager’s bandwidth or interest. Tiffany knew she couldn’t count on her boss to sponsor her development. She pursued external executive education, engaged mentors, and worked with an executive coach who facilitated a 360-feedback process to uncover blind spots. That proactive approach made her growth undeniable and less dependent on her manager’s discretion. As Wayne Gretzky said, “You miss 100% of the shots you don’t take.” 6. Know When It’s Time to Move On Despite your best efforts, some managers will remain blockers. If the system consistently denies your advancement, evaluate whether it’s time to move elsewhere. A lateral move inside the organization or an external opportunity can reignite your trajectory. Don’t mistake loyalty for strategy. Sometimes the fastest route up is out. For Tiffany, the turning point came when she realized her boss’s reluctance wasn’t temporary. Even with succession planning, sponsorship, and expanded visibility, he continued to defer her advancement. Armed with a clear development plan and strong enterprise-wide relationships, she began exploring external options. When a VP role opened at a competitor, her preparation gave her the confidence and the credibility to step in and succeed. When your boss blocks your promotion, it can feel personal and permanent. In reality, it’s often about perception, politics, or structural gaps rather than your ability. By preparing successors, cultivating sponsors, reframing wins, demonstrating enterprise leadership, investing in your own growth, and—when necessary—making the hard choice to move on, you expand your options and reclaim your agency. As we’ve seen in our work with executives across industries, a blocked path doesn’t have to be the end of the road. With the right strategy, it can be the beginning of a new one. View the full article

Before you conduct a background check, it’s vital to understand the legal regulations that govern the process. Familiarize yourself with the Fair Credit Reporting Act (FCRA) and local “Ban the Box” laws, as they dictate what you can inquire about and how. Furthermore, obtaining written consent from candidates is important to outline the check’s purpose and their rights. Nonetheless, these are just the starting points in a complex decision-making process that can greatly impact your hiring practices. Key Takeaways Ensure compliance with the Fair Credit Reporting Act (FCRA) by obtaining written consent from candidates before conducting background checks. Familiarize yourself with local regulations, including “Ban the Box” laws, that limit inquiries about criminal history on applications. Define the scope and types of background checks required for each position to ensure a consistent evaluation process. Establish clear evaluation criteria for how background check results will impact hiring decisions, maintaining transparency with candidates. Partner with reputable third-party providers to enhance the accuracy and compliance of your background screening processes. Understanding Legal Regulations When you’re considering implementing background checks in your hiring process, it’s important to understand the legal regulations that govern them. Background check laws can vary widely, so you’ll need to be familiar with federal guidelines, like the Fair Credit Reporting Act (FCRA). This law requires you to obtain written consent from candidates before conducting any checks, ensuring transparency throughout the process. Furthermore, Title VII of the Civil Rights Act mandates that you apply background check policies consistently to avoid discrimination based on race, color, religion, sex, or national origin. Moreover, many states have enacted “ban the box” laws, which limit inquiries about criminal history on job applications. If you consider background checks, it’s critical to comply with local laws, as they may dictate lookback periods or disclosure requirements. Neglecting these regulations can lead to serious legal consequences, making a thorough compliance strategy indispensable for your hiring practices. The Importance of Written Consent When you conduct background checks, obtaining written consent from candidates isn’t merely a best practice; it’s a legal requirement under the Fair Credit Reporting Act. This consent must clearly describe the purpose of the check and inform candidates about potential third-party information sources. Legal Requirements Overview Obtaining written consent from candidates before conducting background checks isn’t just a good practice—it’s a legal requirement under the Fair Credit Reporting Act (FCRA). This requirement safeguards candidates’ rights and guarantees they’re informed about how their information will be used. If you skip this step, you risk facing legal consequences, including fines and lawsuits for non-compliance. Here’s a quick overview of crucial compliance points: Requirement Description Written Consent Must be obtained prior to conducting any background check. Disclosure Notice Candidates must be informed that a background check may occur. Opportunity to Dispute Candidates should have a chance to contest inaccuracies. Adverse Action Notice Required if employment decisions are influenced by the check. Candidate Trust Building Building trust with candidates starts with transparency in the hiring process, particularly through obtaining written consent for background checks. According to the Fair Credit Reporting Act (FCRA), this consent isn’t just a legal requirement; it furthermore encourages openness. When you inform candidates about what the background check entails and the specific information that will be collected, you improve their trust in your organization. By explaining their rights, including the ability to dispute inaccuracies, you promote a positive employer brand. In addition, obtaining written consent respects candidates’ privacy and autonomy, shaping their view of your company culture. Engaging candidates in this process often leads to more honest disclosures, resulting in better hiring decisions and a trustworthy organizational environment. Establishing Clear Background Check Policies When establishing clear background check policies, you need to define the scope of checks for each position to guarantee consistency. It’s additionally essential to outline the legal compliance steps, particularly regarding the Fair Credit Reporting Act and other relevant laws, to avoid potential pitfalls. Define Check Scope Clearly Establishing clear background check policies is crucial for any organization aiming to make informed hiring decisions. To define the check scope clearly, consider these fundamental points: Types of Checks: Specify the background checks you’ll conduct, such as criminal history, employment verification, and education verification, customized to the role’s needs. Policy Scope: Outline which positions require checks and how often ongoing checks will occur to guarantee consistency across the organization. Evaluation Criteria: Clearly state how you’ll evaluate results and their impact on hiring decisions, promoting transparency and fairness. Outline Legal Compliance Steps To guarantee compliance with legal standards, it’s essential that you develop a thorough background check policy that clearly outlines the types of checks conducted and the roles affected. Make sure to adhere to the Fair Credit Reporting Act (FCRA) by obtaining written consent from candidates and informing them of their rights. Regularly review your policies to align with federal, state, and local laws, including emerging regulations. Train your HR team on the legal requirements and the importance of handling sensitive information properly. Implement an adverse action process to notify candidates about decisions stemming from background checks and allow them to dispute inaccuracies. Step Action Required Develop Policy Outline checks and affected roles Obtain Consent Secure written permission from candidates Train HR Personnel Educate on legal requirements Implement Adverse Action Notify candidates of decisions Communicate Policy Transparently A well-communicated background check policy is vital for nurturing trust between employers and candidates. To guarantee transparency, consider the following: Outline Types of Checks: Clearly define the types of background checks conducted and which roles they affect, promoting consistency in your hiring process. Inform Candidates: Provide candidates with information about their rights under the Fair Credit Reporting Act (FCRA), including the need for written consent and the chance to dispute inaccuracies. Explain Adverse Actions: Specify the steps taken if background check results negatively impact employment opportunities, allowing candidates to understand the decision-making process. Regularly reviewing and updating your policy is fundamental for compliance with regulations and maintaining your organization’s reputation. Balancing Thoroughness With Privacy Rights As employers aim to conduct thorough background checks to guarantee they hire qualified candidates, they must likewise respect individuals’ privacy rights. Compliance with the Fair Credit Reporting Act (FCRA) is vital, requiring transparency and written consent before accessing personal information. To balance thoroughness with privacy, limit checks to relevant data related to the job position, avoiding unnecessary intrusion into candidates’ personal lives. With about 70% of employers using social media screening, it’s important to respect candidates’ online privacy while still gathering job-related insights. Furthermore, the FCRA mandates providing candidates the chance to dispute inaccuracies in their background checks, reinforcing the importance of privacy rights. Establishing clear policies outlining the scope of background checks guarantees candidates understand what data will be collected and how it will be used, cultivating trust and transparency throughout the hiring process. Respecting privacy while being thorough creates a more ethical and effective recruitment strategy. Evaluating the Accuracy of Information When you’re evaluating a candidate, it’s vital to verify their employment history, ensuring that job titles, dates, and reasons for leaving align with what they’ve provided. Confirming educational credentials is equally important, as a significant portion of resumes contain inaccuracies regarding degrees and certifications. Finally, reviewing criminal records is imperative, but you must be aware of state-specific laws to avoid potential legal issues and discrimination claims. Verify Employment History Verifying employment history serves as a critical step in the hiring process, guaranteeing that candidates’ claims about their past roles are accurate and trustworthy. About 85% of employers conduct these checks to confirm job titles, employment dates, and reasons for leaving, which can considerably impact a candidate’s suitability for the role. Here are three key elements to focus on during this process: Confirm Job Titles: Verify the candidate’s stated positions align with what previous employers report. Verify Employment Dates: Check that the candidate’s timeline matches the records, as discrepancies can raise red flags. Assess Reasons for Leaving: Comprehending why candidates left previous jobs can provide insights into their work ethic. Utilizing professional background check services can help streamline this verification process. Confirm Educational Credentials Confirming educational credentials is essential for ensuring that candidates possess the qualifications they claim, which can greatly influence their suitability for specific roles. Education verification typically involves checking the authenticity of degrees, certifications, and institutions attended. This process helps prevent hiring individuals with inflated or falsified academic backgrounds. With studies showing that up to 30% of resumes contain inaccuracies related to education, a thorough verification can uncover discrepancies in claimed degrees or institutions. It’s especially important for roles requiring specialized knowledge or licensure, as verifying educational credentials contributes to hiring integrity and workplace safety. Utilizing reputable background check services for education verification can streamline the process, ensuring compliance with legal standards and promoting fair hiring practices. Review Criminal Records Reviewing criminal records is crucial for making informed hiring decisions, as these records can reveal significant details about a candidate’s background, including misdemeanors, felonies, and pending charges. Nonetheless, you should be aware of several factors when evaluating this information: No Central Database: There’s no single source for criminal records, so employers often rely on AI-powered platforms that gather data from multiple sources. FCRA Compliance: The Fair Credit Reporting Act requires that you assess the relevance of any criminal history to the specific job position. State Variations: Different states have varying lookback periods, meaning some offenses may only be relevant for a limited time. Understanding these aspects can help guarantee a fair and legal hiring process. Potential Impact on Candidate Perceptions Steering through the terrain of background checks can considerably influence how candidates perceive an organization. Many candidates view these checks as intrusive, which can encourage negative feelings if communication isn’t handled well. A recent survey revealed that 70% of job seekers think employers are more likely to conduct checks now than in the past, highlighting their heightened concern. Transparency is key; 80% of candidates prefer to know what information will be reviewed and how it impacts hiring decisions. The timing of background checks additionally plays a role—conducting them early signals that you value transparency and thoroughness. Conversely, candidates with prior negative experiences may be deterred from applying to organizations perceived as overly rigorous or lacking empathy. Types of Background Checks to Consider When evaluating background checks, it’s vital to understand the various types that can be conducted, as each serves a specific purpose in the hiring process. Here are three key types to examine: Employment Verification Checks: These confirm job titles, employment dates, and reasons for leaving, typically focusing on the last three employers. They help validate a candidate’s work history. Criminal History Checks: These reveal misdemeanor and felony convictions, including pending cases, allowing you to assess potential risks associated with hiring a candidate. Education Verification: This guarantees candidates possess the degrees and certifications they claim, providing assurance of their qualifications for specialized roles. Moreover, if the position involves vehicle operation, driving record checks assess license status and traffic violations. Social media screenings can likewise offer insights into a candidate’s online behavior, which is becoming more common in the hiring process. Compliance With State-Specific Laws When it pertains to background checks, comprehending local regulations is crucial since laws can differ greatly from one state to another. You’ll need to review lookback periods for criminal records, as some states limit how far back employers can consider certain offenses. Staying updated on specific state requirements not just guarantees compliance but likewise helps you navigate the hiring process effectively. Understand Local Regulations Comprehension of local regulations is crucial for employers conducting background checks, as failure to comply with state-specific laws can lead to serious consequences. Here are key aspects to take into account: Fair Credit Reporting Act (FCRA): Familiarize yourself with the FCRA, which requires written consent from candidates and mandates informing them of any adverse actions based on background check results. Ban the Box Regulations: Understand state-specific laws that might restrict inquiries about a candidate’s criminal history on initial applications. Additional Restrictions: Be aware of local laws that may require individual assessments of criminal records or impose other limitations. Regularly consulting with legal experts will keep you updated on evolving regulations, helping you avoid significant fines and legal repercussions. Review Lookback Periods Grasping lookback periods is essential for employers who conduct background checks, as these timeframes dictate how far back criminal records can be considered in hiring decisions. Lookback periods vary considerably by state, impacting your hiring practices. For instance, some states allow checks for convictions within the last 7 to 10 years, whereas others impose no limits. Here’s a quick overview: State Lookback Period Special Considerations California Varies “Ban the box” laws apply Texas 5 years Limits on misdemeanors and arrests Federal (FCRA) Varies Compliance with state laws required Regularly review your policies to stay updated with changing regulations, ensuring compliance and protecting candidates’ rights. Addressing Discrimination Claims To effectively address discrimination claims related to background checks, employers must implement consistent policies that apply equally to all candidates. This helps guarantee compliance with Title VII of the Civil Rights Act of 1964. Here are a few key considerations: Always provide written notice and obtain consent before conducting background checks, as required by the Fair Credit Reporting Act (FCRA). This step can help reduce claims of unfair treatment. Assess the relevance of any criminal history to the specific position. Using irrelevant information may lead to discrimination claims based on race or other protected characteristics. Maintain thorough records of your background check processes and decisions. This documentation can demonstrate compliance with legal requirements and defend against potential claims. Regular training for HR staff on the legal implications of background checks is crucial to minimize bias and guarantee adherence to anti-discrimination laws in hiring practices. Communicating the Background Check Process How can you guarantee candidates feel informed and comfortable about the background check process? Start by communicating early in the recruitment stages. This transparency cultivates trust and allows candidates to prepare for potential issues. Clearly outline the purpose of the background check, emphasizing its role in verifying qualifications and guaranteeing workplace safety. Provide candidates with a summary of their rights under the Fair Credit Reporting Act (FCRA) and encourage them to disclose relevant background information upfront. This will facilitate open dialogue and mitigate adverse outcomes. Finally, make sure candidates know the timeline for the background check process and when to expect updates. Aspect Details Benefits Communication Timing Inform candidates early Builds trust and transparency Purpose of Background Check Verify qualifications and ensure safety Alleviates candidate concerns Candidate Rights Summary of rights under FCRA Educates candidates on their rights Timeline Clear communication on process duration Reduces anxiety and keeps candidates engaged Handling Inaccurate or Negative Results Inaccurate or negative results from background checks can pose significant challenges for both candidates and employers. To navigate this situation effectively, consider the following steps: Review the Report: Carefully examine the background check report to identify specific inaccuracies or issues that need clarification or correction. Dispute Inaccuracies: Remember, you have the right to dispute any inaccuracies under the Fair Credit Reporting Act (FCRA). Provide evidence or explanations to rectify the information. Follow the Adverse Action Process: Employers must adhere to the FCRA’s three-step process, which includes sending a pre-adverse action notice, allowing a response, and issuing a final adverse action notice if necessary. Document all communications and actions related to negative results to guarantee compliance and protect against potential legal challenges. Transparency throughout this process can help mitigate misunderstandings and cultivate a more positive candidate experience. The Role of Third-Party Providers During the course of managing the intricacies of the hiring process, employers often find that partnering with third-party background check providers can greatly streamline their screening efforts. These specialized services efficiently verify candidate information, ensuring accuracy and compliance with applicable laws. By utilizing a reputable provider, you improve legal compliance since these Fair Credit Reporting Act (FCRA). Moreover, many third-party services incorporate automated workflows and mobile-friendly platforms, enhancing the candidate experience as well as expediting your hiring process. They offer a thorough range of screening options, such as criminal history, employment verification, and education checks, allowing you to tailor background checks to specific job requirements. In the end, by partnering with a trusted background check provider, you mitigate risks associated with hiring decisions, promoting a safer workplace and building trust with both clients and employees. Self-Checks for Candidates Once you’ve engaged a third-party provider for background checks, it’s likewise prudent to contemplate conducting a self-check. This proactive step allows you to verify the accuracy of your information before potential employers review it. Here are three key areas to focus on during your self-check: Criminal Records: Review your criminal history, if applicable, to identify any inaccuracies that could raise red flags. Employment History: Compile a thorough list of previous jobs, verifying dates and positions held to guarantee consistency with what you’ll provide to employers. Educational Qualifications: Gather your academic transcripts and confirm that your educational credentials align with your resume. Additionally, understand your online presence, as many employers examine social media profiles. A personal background check, like those offered by GoodHire, can give you insights into potential issues, helping you prepare effectively for job applications. Ensuring a Positive Hiring Experience How can you guarantee a positive hiring experience for candidates during conducting background checks? Start by communicating transparently about the entire process, detailing what’ll be checked and why. This promotes trust and openness. It’s equally important to confirm compliance with the Fair Credit Reporting Act (FCRA) by obtaining written consent before proceeding. Offering candidates the chance to review their background check results is vital; this allows them to dispute inaccuracies and provide explanations if necessary. Implement a consistent and fair policy for conducting background checks across all candidates to minimize the risk of discrimination claims. This not only guarantees legal compliance but additionally reinforces fairness in hiring practices. Finally, use reputable background check providers that prioritize candidate experience, confirming user-friendly processes and maintaining the confidentiality of sensitive information. By following these steps, you can create a more positive and respectful hiring experience for all candidates. Frequently Asked Questions What Will Stop You From Passing a Background Check? Several factors can prevent you from passing a background check. A criminal record, including any misdemeanors or felonies, can raise concerns, especially for jobs requiring trust. Inaccurate employment history, such as mismatched dates or job titles, can likewise lead to disqualification. Moreover, unverified educational credentials or a poor driving record may hinder your chances. Finally, negative social media findings can negatively impact your perceived fit within the company culture. What Would Cause a Red Flag on a Background Check? Several factors can cause red flags on a background check. Criminal convictions, especially felonies, signal potential risks. Gaps in employment history or inconsistent job titles raise concerns about reliability. Discrepancies in educational qualifications, like unverified degrees, lead to distrust. Poor driving records, including DUIs, indicate irresponsibility, particularly for jobs requiring vehicle operation. Finally, negative social media activity can reflect unprofessional behavior, affecting your overall fit within the organization. What Is the Hardest Background Check to Pass? The hardest background check to pass often involves extensive criminal history checks, especially for roles that demand trust and safety. Any felony convictions can disqualify you immediately. Furthermore, employment verification can be tricky if you have gaps in your job history or inconsistent employment, which raises reliability concerns. Education verification poses challenges too, particularly if you attended a closed institution or misrepresented your degree, leading to potential disqualification from opportunities. What Is the Most Important Part of a Background Check? The most vital part of a background check is employment verification. This process confirms job titles, employment dates, and reasons for leaving, ensuring that you possess the experience you claim. Furthermore, education verification is essential for validating degrees and certifications, especially for specialized roles. Criminal history checks assess potential risks, whereas social media screening offers insights into your communication skills and cultural fit. Compliance with regulations protects your rights throughout the process. Conclusion In conclusion, conducting a background check requires careful consideration of legal regulations, obtaining written consent, and establishing clear policies. Balancing thoroughness with privacy rights is essential, as is ensuring the accuracy of information. If negative results arise, know how to address them fairly. Utilizing third-party providers can improve the process, and encouraging candidates to perform self-checks promotes transparency. Finally, a well-managed background check process contributes to a positive hiring experience for both employers and candidates. Image via Google Gemini and ArtSmart This article, "What Should You Consider Before a Background Check?" was first published on Small Business Trends View the full article

Before you conduct a background check, it’s vital to understand the legal regulations that govern the process. Familiarize yourself with the Fair Credit Reporting Act (FCRA) and local “Ban the Box” laws, as they dictate what you can inquire about and how. Furthermore, obtaining written consent from candidates is important to outline the check’s purpose and their rights. Nonetheless, these are just the starting points in a complex decision-making process that can greatly impact your hiring practices. Key Takeaways Ensure compliance with the Fair Credit Reporting Act (FCRA) by obtaining written consent from candidates before conducting background checks. Familiarize yourself with local regulations, including “Ban the Box” laws, that limit inquiries about criminal history on applications. Define the scope and types of background checks required for each position to ensure a consistent evaluation process. Establish clear evaluation criteria for how background check results will impact hiring decisions, maintaining transparency with candidates. Partner with reputable third-party providers to enhance the accuracy and compliance of your background screening processes. Understanding Legal Regulations When you’re considering implementing background checks in your hiring process, it’s important to understand the legal regulations that govern them. Background check laws can vary widely, so you’ll need to be familiar with federal guidelines, like the Fair Credit Reporting Act (FCRA). This law requires you to obtain written consent from candidates before conducting any checks, ensuring transparency throughout the process. Furthermore, Title VII of the Civil Rights Act mandates that you apply background check policies consistently to avoid discrimination based on race, color, religion, sex, or national origin. Moreover, many states have enacted “ban the box” laws, which limit inquiries about criminal history on job applications. If you consider background checks, it’s critical to comply with local laws, as they may dictate lookback periods or disclosure requirements. Neglecting these regulations can lead to serious legal consequences, making a thorough compliance strategy indispensable for your hiring practices. The Importance of Written Consent When you conduct background checks, obtaining written consent from candidates isn’t merely a best practice; it’s a legal requirement under the Fair Credit Reporting Act. This consent must clearly describe the purpose of the check and inform candidates about potential third-party information sources. Legal Requirements Overview Obtaining written consent from candidates before conducting background checks isn’t just a good practice—it’s a legal requirement under the Fair Credit Reporting Act (FCRA). This requirement safeguards candidates’ rights and guarantees they’re informed about how their information will be used. If you skip this step, you risk facing legal consequences, including fines and lawsuits for non-compliance. Here’s a quick overview of crucial compliance points: Requirement Description Written Consent Must be obtained prior to conducting any background check. Disclosure Notice Candidates must be informed that a background check may occur. Opportunity to Dispute Candidates should have a chance to contest inaccuracies. Adverse Action Notice Required if employment decisions are influenced by the check. Candidate Trust Building Building trust with candidates starts with transparency in the hiring process, particularly through obtaining written consent for background checks. According to the Fair Credit Reporting Act (FCRA), this consent isn’t just a legal requirement; it furthermore encourages openness. When you inform candidates about what the background check entails and the specific information that will be collected, you improve their trust in your organization. By explaining their rights, including the ability to dispute inaccuracies, you promote a positive employer brand. In addition, obtaining written consent respects candidates’ privacy and autonomy, shaping their view of your company culture. Engaging candidates in this process often leads to more honest disclosures, resulting in better hiring decisions and a trustworthy organizational environment. Establishing Clear Background Check Policies When establishing clear background check policies, you need to define the scope of checks for each position to guarantee consistency. It’s additionally essential to outline the legal compliance steps, particularly regarding the Fair Credit Reporting Act and other relevant laws, to avoid potential pitfalls. Define Check Scope Clearly Establishing clear background check policies is crucial for any organization aiming to make informed hiring decisions. To define the check scope clearly, consider these fundamental points: Types of Checks: Specify the background checks you’ll conduct, such as criminal history, employment verification, and education verification, customized to the role’s needs. Policy Scope: Outline which positions require checks and how often ongoing checks will occur to guarantee consistency across the organization. Evaluation Criteria: Clearly state how you’ll evaluate results and their impact on hiring decisions, promoting transparency and fairness. Outline Legal Compliance Steps To guarantee compliance with legal standards, it’s essential that you develop a thorough background check policy that clearly outlines the types of checks conducted and the roles affected. Make sure to adhere to the Fair Credit Reporting Act (FCRA) by obtaining written consent from candidates and informing them of their rights. Regularly review your policies to align with federal, state, and local laws, including emerging regulations. Train your HR team on the legal requirements and the importance of handling sensitive information properly. Implement an adverse action process to notify candidates about decisions stemming from background checks and allow them to dispute inaccuracies. Step Action Required Develop Policy Outline checks and affected roles Obtain Consent Secure written permission from candidates Train HR Personnel Educate on legal requirements Implement Adverse Action Notify candidates of decisions Communicate Policy Transparently A well-communicated background check policy is vital for nurturing trust between employers and candidates. To guarantee transparency, consider the following: Outline Types of Checks: Clearly define the types of background checks conducted and which roles they affect, promoting consistency in your hiring process. Inform Candidates: Provide candidates with information about their rights under the Fair Credit Reporting Act (FCRA), including the need for written consent and the chance to dispute inaccuracies. Explain Adverse Actions: Specify the steps taken if background check results negatively impact employment opportunities, allowing candidates to understand the decision-making process. Regularly reviewing and updating your policy is fundamental for compliance with regulations and maintaining your organization’s reputation. Balancing Thoroughness With Privacy Rights As employers aim to conduct thorough background checks to guarantee they hire qualified candidates, they must likewise respect individuals’ privacy rights. Compliance with the Fair Credit Reporting Act (FCRA) is vital, requiring transparency and written consent before accessing personal information. To balance thoroughness with privacy, limit checks to relevant data related to the job position, avoiding unnecessary intrusion into candidates’ personal lives. With about 70% of employers using social media screening, it’s important to respect candidates’ online privacy while still gathering job-related insights. Furthermore, the FCRA mandates providing candidates the chance to dispute inaccuracies in their background checks, reinforcing the importance of privacy rights. Establishing clear policies outlining the scope of background checks guarantees candidates understand what data will be collected and how it will be used, cultivating trust and transparency throughout the hiring process. Respecting privacy while being thorough creates a more ethical and effective recruitment strategy. Evaluating the Accuracy of Information When you’re evaluating a candidate, it’s vital to verify their employment history, ensuring that job titles, dates, and reasons for leaving align with what they’ve provided. Confirming educational credentials is equally important, as a significant portion of resumes contain inaccuracies regarding degrees and certifications. Finally, reviewing criminal records is imperative, but you must be aware of state-specific laws to avoid potential legal issues and discrimination claims. Verify Employment History Verifying employment history serves as a critical step in the hiring process, guaranteeing that candidates’ claims about their past roles are accurate and trustworthy. About 85% of employers conduct these checks to confirm job titles, employment dates, and reasons for leaving, which can considerably impact a candidate’s suitability for the role. Here are three key elements to focus on during this process: Confirm Job Titles: Verify the candidate’s stated positions align with what previous employers report. Verify Employment Dates: Check that the candidate’s timeline matches the records, as discrepancies can raise red flags. Assess Reasons for Leaving: Comprehending why candidates left previous jobs can provide insights into their work ethic. Utilizing professional background check services can help streamline this verification process. Confirm Educational Credentials Confirming educational credentials is essential for ensuring that candidates possess the qualifications they claim, which can greatly influence their suitability for specific roles. Education verification typically involves checking the authenticity of degrees, certifications, and institutions attended. This process helps prevent hiring individuals with inflated or falsified academic backgrounds. With studies showing that up to 30% of resumes contain inaccuracies related to education, a thorough verification can uncover discrepancies in claimed degrees or institutions. It’s especially important for roles requiring specialized knowledge or licensure, as verifying educational credentials contributes to hiring integrity and workplace safety. Utilizing reputable background check services for education verification can streamline the process, ensuring compliance with legal standards and promoting fair hiring practices. Review Criminal Records Reviewing criminal records is crucial for making informed hiring decisions, as these records can reveal significant details about a candidate’s background, including misdemeanors, felonies, and pending charges. Nonetheless, you should be aware of several factors when evaluating this information: No Central Database: There’s no single source for criminal records, so employers often rely on AI-powered platforms that gather data from multiple sources. FCRA Compliance: The Fair Credit Reporting Act requires that you assess the relevance of any criminal history to the specific job position. State Variations: Different states have varying lookback periods, meaning some offenses may only be relevant for a limited time. Understanding these aspects can help guarantee a fair and legal hiring process. Potential Impact on Candidate Perceptions Steering through the terrain of background checks can considerably influence how candidates perceive an organization. Many candidates view these checks as intrusive, which can encourage negative feelings if communication isn’t handled well. A recent survey revealed that 70% of job seekers think employers are more likely to conduct checks now than in the past, highlighting their heightened concern. Transparency is key; 80% of candidates prefer to know what information will be reviewed and how it impacts hiring decisions. The timing of background checks additionally plays a role—conducting them early signals that you value transparency and thoroughness. Conversely, candidates with prior negative experiences may be deterred from applying to organizations perceived as overly rigorous or lacking empathy. Types of Background Checks to Consider When evaluating background checks, it’s vital to understand the various types that can be conducted, as each serves a specific purpose in the hiring process. Here are three key types to examine: Employment Verification Checks: These confirm job titles, employment dates, and reasons for leaving, typically focusing on the last three employers. They help validate a candidate’s work history. Criminal History Checks: These reveal misdemeanor and felony convictions, including pending cases, allowing you to assess potential risks associated with hiring a candidate. Education Verification: This guarantees candidates possess the degrees and certifications they claim, providing assurance of their qualifications for specialized roles. Moreover, if the position involves vehicle operation, driving record checks assess license status and traffic violations. Social media screenings can likewise offer insights into a candidate’s online behavior, which is becoming more common in the hiring process. Compliance With State-Specific Laws When it pertains to background checks, comprehending local regulations is crucial since laws can differ greatly from one state to another. You’ll need to review lookback periods for criminal records, as some states limit how far back employers can consider certain offenses. Staying updated on specific state requirements not just guarantees compliance but likewise helps you navigate the hiring process effectively. Understand Local Regulations Comprehension of local regulations is crucial for employers conducting background checks, as failure to comply with state-specific laws can lead to serious consequences. Here are key aspects to take into account: Fair Credit Reporting Act (FCRA): Familiarize yourself with the FCRA, which requires written consent from candidates and mandates informing them of any adverse actions based on background check results. Ban the Box Regulations: Understand state-specific laws that might restrict inquiries about a candidate’s criminal history on initial applications. Additional Restrictions: Be aware of local laws that may require individual assessments of criminal records or impose other limitations. Regularly consulting with legal experts will keep you updated on evolving regulations, helping you avoid significant fines and legal repercussions. Review Lookback Periods Grasping lookback periods is essential for employers who conduct background checks, as these timeframes dictate how far back criminal records can be considered in hiring decisions. Lookback periods vary considerably by state, impacting your hiring practices. For instance, some states allow checks for convictions within the last 7 to 10 years, whereas others impose no limits. Here’s a quick overview: State Lookback Period Special Considerations California Varies “Ban the box” laws apply Texas 5 years Limits on misdemeanors and arrests Federal (FCRA) Varies Compliance with state laws required Regularly review your policies to stay updated with changing regulations, ensuring compliance and protecting candidates’ rights. Addressing Discrimination Claims To effectively address discrimination claims related to background checks, employers must implement consistent policies that apply equally to all candidates. This helps guarantee compliance with Title VII of the Civil Rights Act of 1964. Here are a few key considerations: Always provide written notice and obtain consent before conducting background checks, as required by the Fair Credit Reporting Act (FCRA). This step can help reduce claims of unfair treatment. Assess the relevance of any criminal history to the specific position. Using irrelevant information may lead to discrimination claims based on race or other protected characteristics. Maintain thorough records of your background check processes and decisions. This documentation can demonstrate compliance with legal requirements and defend against potential claims. Regular training for HR staff on the legal implications of background checks is crucial to minimize bias and guarantee adherence to anti-discrimination laws in hiring practices. Communicating the Background Check Process How can you guarantee candidates feel informed and comfortable about the background check process? Start by communicating early in the recruitment stages. This transparency cultivates trust and allows candidates to prepare for potential issues. Clearly outline the purpose of the background check, emphasizing its role in verifying qualifications and guaranteeing workplace safety. Provide candidates with a summary of their rights under the Fair Credit Reporting Act (FCRA) and encourage them to disclose relevant background information upfront. This will facilitate open dialogue and mitigate adverse outcomes. Finally, make sure candidates know the timeline for the background check process and when to expect updates. Aspect Details Benefits Communication Timing Inform candidates early Builds trust and transparency Purpose of Background Check Verify qualifications and ensure safety Alleviates candidate concerns Candidate Rights Summary of rights under FCRA Educates candidates on their rights Timeline Clear communication on process duration Reduces anxiety and keeps candidates engaged Handling Inaccurate or Negative Results Inaccurate or negative results from background checks can pose significant challenges for both candidates and employers. To navigate this situation effectively, consider the following steps: Review the Report: Carefully examine the background check report to identify specific inaccuracies or issues that need clarification or correction. Dispute Inaccuracies: Remember, you have the right to dispute any inaccuracies under the Fair Credit Reporting Act (FCRA). Provide evidence or explanations to rectify the information. Follow the Adverse Action Process: Employers must adhere to the FCRA’s three-step process, which includes sending a pre-adverse action notice, allowing a response, and issuing a final adverse action notice if necessary. Document all communications and actions related to negative results to guarantee compliance and protect against potential legal challenges. Transparency throughout this process can help mitigate misunderstandings and cultivate a more positive candidate experience. The Role of Third-Party Providers During the course of managing the intricacies of the hiring process, employers often find that partnering with third-party background check providers can greatly streamline their screening efforts. These specialized services efficiently verify candidate information, ensuring accuracy and compliance with applicable laws. By utilizing a reputable provider, you improve legal compliance since these Fair Credit Reporting Act (FCRA). Moreover, many third-party services incorporate automated workflows and mobile-friendly platforms, enhancing the candidate experience as well as expediting your hiring process. They offer a thorough range of screening options, such as criminal history, employment verification, and education checks, allowing you to tailor background checks to specific job requirements. In the end, by partnering with a trusted background check provider, you mitigate risks associated with hiring decisions, promoting a safer workplace and building trust with both clients and employees. Self-Checks for Candidates Once you’ve engaged a third-party provider for background checks, it’s likewise prudent to contemplate conducting a self-check. This proactive step allows you to verify the accuracy of your information before potential employers review it. Here are three key areas to focus on during your self-check: Criminal Records: Review your criminal history, if applicable, to identify any inaccuracies that could raise red flags. Employment History: Compile a thorough list of previous jobs, verifying dates and positions held to guarantee consistency with what you’ll provide to employers. Educational Qualifications: Gather your academic transcripts and confirm that your educational credentials align with your resume. Additionally, understand your online presence, as many employers examine social media profiles. A personal background check, like those offered by GoodHire, can give you insights into potential issues, helping you prepare effectively for job applications. Ensuring a Positive Hiring Experience How can you guarantee a positive hiring experience for candidates during conducting background checks? Start by communicating transparently about the entire process, detailing what’ll be checked and why. This promotes trust and openness. It’s equally important to confirm compliance with the Fair Credit Reporting Act (FCRA) by obtaining written consent before proceeding. Offering candidates the chance to review their background check results is vital; this allows them to dispute inaccuracies and provide explanations if necessary. Implement a consistent and fair policy for conducting background checks across all candidates to minimize the risk of discrimination claims. This not only guarantees legal compliance but additionally reinforces fairness in hiring practices. Finally, use reputable background check providers that prioritize candidate experience, confirming user-friendly processes and maintaining the confidentiality of sensitive information. By following these steps, you can create a more positive and respectful hiring experience for all candidates. Frequently Asked Questions What Will Stop You From Passing a Background Check? Several factors can prevent you from passing a background check. A criminal record, including any misdemeanors or felonies, can raise concerns, especially for jobs requiring trust. Inaccurate employment history, such as mismatched dates or job titles, can likewise lead to disqualification. Moreover, unverified educational credentials or a poor driving record may hinder your chances. Finally, negative social media findings can negatively impact your perceived fit within the company culture. What Would Cause a Red Flag on a Background Check? Several factors can cause red flags on a background check. Criminal convictions, especially felonies, signal potential risks. Gaps in employment history or inconsistent job titles raise concerns about reliability. Discrepancies in educational qualifications, like unverified degrees, lead to distrust. Poor driving records, including DUIs, indicate irresponsibility, particularly for jobs requiring vehicle operation. Finally, negative social media activity can reflect unprofessional behavior, affecting your overall fit within the organization. What Is the Hardest Background Check to Pass? The hardest background check to pass often involves extensive criminal history checks, especially for roles that demand trust and safety. Any felony convictions can disqualify you immediately. Furthermore, employment verification can be tricky if you have gaps in your job history or inconsistent employment, which raises reliability concerns. Education verification poses challenges too, particularly if you attended a closed institution or misrepresented your degree, leading to potential disqualification from opportunities. What Is the Most Important Part of a Background Check? The most vital part of a background check is employment verification. This process confirms job titles, employment dates, and reasons for leaving, ensuring that you possess the experience you claim. Furthermore, education verification is essential for validating degrees and certifications, especially for specialized roles. Criminal history checks assess potential risks, whereas social media screening offers insights into your communication skills and cultural fit. Compliance with regulations protects your rights throughout the process. Conclusion In conclusion, conducting a background check requires careful consideration of legal regulations, obtaining written consent, and establishing clear policies. Balancing thoroughness with privacy rights is essential, as is ensuring the accuracy of information. If negative results arise, know how to address them fairly. Utilizing third-party providers can improve the process, and encouraging candidates to perform self-checks promotes transparency. Finally, a well-managed background check process contributes to a positive hiring experience for both employers and candidates. Image via Google Gemini and ArtSmart This article, "What Should You Consider Before a Background Check?" was first published on Small Business Trends View the full article

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