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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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Building an online community requires careful planning and execution. First, you need to define the purpose and goals to guarantee alignment among members. Next, creating clear guidelines helps establish a respectful atmosphere. Choosing the right hosting platform is vital for facilitating engagement. You must then actively encourage participation through various methods. Finally, continuous monitoring and adaptation are fundamental for improvement. Comprehending these steps can set the foundation for a thriving community. What comes next may surprise you. Key Takeaways Define the community’s purpose and measurable goals to align member interests and objectives effectively. Establish clear guidelines and rules to promote acceptable behavior and maintain a positive environment. Choose an appropriate hosting platform that supports your community’s needs and desired engagement levels. Foster engagement through recognition, gamification, and opportunities for member participation and feedback. Continuously monitor analytics and adapt strategies based on member feedback and industry trends for ongoing improvement. Define Your Community Purpose and Goals When you set out to build an online community, it’s vital to clearly define its purpose and goals, as this foundation will guide your efforts and attract the right members. Start by identifying shared interests or objectives that unite members, ensuring that these align with your organization’s mission and values. You should also set measurable goals, like boosting engagement rates by 30% within six months or achieving 15% growth in membership annually. Creating a vision statement is significant, as it communicates the unique value your community offers. This clarity helps potential members understand why they should join. Furthermore, align community objectives with business goals, such as improving customer retention or gathering actionable feedback. Use Key Performance Indicators (KPIs) to track success, focusing on user engagement metrics and retention rates. Explore the best community engagement platforms and online community software that fit your needs, and look for community website examples that inspire you. Create Community Guidelines and Rules Creating community guidelines and rules is essential for nurturing a positive and respectful environment where all members feel valued. These guidelines serve as a community tool for creators, encouraging online community engagement and helping to build an online community that thrives. Here are key elements to take into account: Acceptable Behavior: Establish clear guidelines outlining expected conduct and consequences for violations. Roles of Moderators: Define the responsibilities of moderators and admins to guarantee consistent rule enforcement. Topical Focus: Specify relevant and irrelevant subjects to keep discussions on track. Complaint Process: Implement a structured process for members to report issues and seek resolutions. Zero-Tolerance Policy: Adopt a strict stance against discrimination and harassment to promote inclusivity for all members. Select a Community Hosting Platform Building a successful online community requires careful consideration of the platform you’ll use to host it. You might consider the best free online community platforms like Facebook and LinkedIn for their accessibility, but keep in mind the potential lack of ownership and the distractions they may introduce. Branded community platforms, in contrast, offer greater control and ownership, which can improve your monetization opportunities and create a distraction-free environment customized to your community’s needs. When selecting a platform, evaluate the desired member behaviors and engagement metrics to guarantee alignment with your goals. Different community models—free, owned, or paid—impact your choice, so consider your audience’s existing usage and preferences. Familiarizing yourself with the platform’s features, such as those found in the best community apps or community web builders, is crucial for effective setup and management, eventually guiding you on how to build an engaged online community. Build Engagement Within the Community To effectively engage members in your online community, it’s vital to promote ongoing, meaningful interactions that encourage individuals to share their experiences and insights. Here are some important strategies to build engagement: Highlight top discussions and member contributions weekly to recognize active participants. Implement gamification techniques, such as contests and reward systems, to incentivize participation. Create opportunities for members to suggest improvements and participate in events. Use free online community platforms to facilitate discussions and interactions. Regularly check engagement metrics to adapt your approach as needed. Monitor and Adapt for Continuous Improvement Monitoring and adapting your online community is vital for ensuring its ongoing success and relevance. Regularly utilize analytics tools to track engagement metrics on your community site. Collect feedback through surveys to gauge member satisfaction, which helps tailor the community experience. Here’s a simplified overview of key actions: Action Purpose Tools Used Track engagement Understand community dynamics Analytics tools Collect feedback Gauge member satisfaction Surveys, polls Monitor discussions Address conflicts swiftly Moderation tools Review goals Assess performance KPIs, community web analytics Stay updated Adapt to member preferences Industry trend reports Frequently Asked Questions What Are the 5 C’s of Community? The 5 C’s of community are Connection, Communication, Collaboration, Contribution, and Community itself. Connection involves building relationships among members, which nurtures engagement. Communication guarantees open dialogue, making everyone feel valued. Collaboration encourages teamwork in the direction of shared goals, enhancing unity. Contribution allows members to share knowledge, enriching the community’s resources. Together, these elements create a supportive environment, promoting growth and learning during strengthening the overall sense of belonging within the community. How to Build an Online Community? To build an online community, start by defining its purpose and goals, aligning them with measurable KPIs. Research your target audience to create personas that guide your content and engagement strategies. Select a community hosting platform that fits your needs, considering control and monetization options. Establish clear guidelines for respectful interactions and define roles for moderators. Finally, implement ongoing engagement strategies, like events and user-generated content, to encourage interaction and community growth. What Are the 7 Elements of Community? The seven elements of community include membership, influence, integration, emotional connection, shared purpose, communication, and continuity. Membership cultivates belonging and loyalty among individuals. Influence empowers members to impact decisions, enhancing their engagement. Integration encourages collaboration, deepening relationships. Emotional connection strengthens bonds, promoting participation. Shared purpose aligns members toward common goals. Effective communication guarantees information flows smoothly. Finally, continuity maintains engagement over time, allowing the community to thrive and adapt to its members’ needs. What Is the First Step in Maintaining an Online Community? The first step in maintaining an online community is establishing clear community guidelines. These guidelines should outline acceptable behavior and promote a respectful atmosphere. By ensuring everyone understands the rules, you can help prevent conflicts. Regularly monitor discussions to enforce these guidelines and address issues swiftly. Encourage participation by recognizing members who contribute positively, which reinforces a healthy environment. Continuously adapt your guidelines based on feedback to meet the evolving needs of your community. Conclusion Building a successful online community requires a strategic approach. By defining your purpose and goals, establishing clear guidelines, choosing the right platform, promoting engagement, and adapting based on feedback, you can create a thriving space for members. Each step is essential to guarantee members feel valued and connected. Regularly evaluating your community’s needs will help maintain its relevance and effectiveness. In the end, a well-structured community not just meets member expectations but likewise encourages long-term participation and satisfaction. Image via Google Gemini and ArtSmart This article, "5 Essential Steps to Build an Online Community" was first published on Small Business Trends View the full article

Building an online community requires careful planning and execution. First, you need to define the purpose and goals to guarantee alignment among members. Next, creating clear guidelines helps establish a respectful atmosphere. Choosing the right hosting platform is vital for facilitating engagement. You must then actively encourage participation through various methods. Finally, continuous monitoring and adaptation are fundamental for improvement. Comprehending these steps can set the foundation for a thriving community. What comes next may surprise you. Key Takeaways Define the community’s purpose and measurable goals to align member interests and objectives effectively. Establish clear guidelines and rules to promote acceptable behavior and maintain a positive environment. Choose an appropriate hosting platform that supports your community’s needs and desired engagement levels. Foster engagement through recognition, gamification, and opportunities for member participation and feedback. Continuously monitor analytics and adapt strategies based on member feedback and industry trends for ongoing improvement. Define Your Community Purpose and Goals When you set out to build an online community, it’s vital to clearly define its purpose and goals, as this foundation will guide your efforts and attract the right members. Start by identifying shared interests or objectives that unite members, ensuring that these align with your organization’s mission and values. You should also set measurable goals, like boosting engagement rates by 30% within six months or achieving 15% growth in membership annually. Creating a vision statement is significant, as it communicates the unique value your community offers. This clarity helps potential members understand why they should join. Furthermore, align community objectives with business goals, such as improving customer retention or gathering actionable feedback. Use Key Performance Indicators (KPIs) to track success, focusing on user engagement metrics and retention rates. Explore the best community engagement platforms and online community software that fit your needs, and look for community website examples that inspire you. Create Community Guidelines and Rules Creating community guidelines and rules is essential for nurturing a positive and respectful environment where all members feel valued. These guidelines serve as a community tool for creators, encouraging online community engagement and helping to build an online community that thrives. Here are key elements to take into account: Acceptable Behavior: Establish clear guidelines outlining expected conduct and consequences for violations. Roles of Moderators: Define the responsibilities of moderators and admins to guarantee consistent rule enforcement. Topical Focus: Specify relevant and irrelevant subjects to keep discussions on track. Complaint Process: Implement a structured process for members to report issues and seek resolutions. Zero-Tolerance Policy: Adopt a strict stance against discrimination and harassment to promote inclusivity for all members. Select a Community Hosting Platform Building a successful online community requires careful consideration of the platform you’ll use to host it. You might consider the best free online community platforms like Facebook and LinkedIn for their accessibility, but keep in mind the potential lack of ownership and the distractions they may introduce. Branded community platforms, in contrast, offer greater control and ownership, which can improve your monetization opportunities and create a distraction-free environment customized to your community’s needs. When selecting a platform, evaluate the desired member behaviors and engagement metrics to guarantee alignment with your goals. Different community models—free, owned, or paid—impact your choice, so consider your audience’s existing usage and preferences. Familiarizing yourself with the platform’s features, such as those found in the best community apps or community web builders, is crucial for effective setup and management, eventually guiding you on how to build an engaged online community. Build Engagement Within the Community To effectively engage members in your online community, it’s vital to promote ongoing, meaningful interactions that encourage individuals to share their experiences and insights. Here are some important strategies to build engagement: Highlight top discussions and member contributions weekly to recognize active participants. Implement gamification techniques, such as contests and reward systems, to incentivize participation. Create opportunities for members to suggest improvements and participate in events. Use free online community platforms to facilitate discussions and interactions. Regularly check engagement metrics to adapt your approach as needed. Monitor and Adapt for Continuous Improvement Monitoring and adapting your online community is vital for ensuring its ongoing success and relevance. Regularly utilize analytics tools to track engagement metrics on your community site. Collect feedback through surveys to gauge member satisfaction, which helps tailor the community experience. Here’s a simplified overview of key actions: Action Purpose Tools Used Track engagement Understand community dynamics Analytics tools Collect feedback Gauge member satisfaction Surveys, polls Monitor discussions Address conflicts swiftly Moderation tools Review goals Assess performance KPIs, community web analytics Stay updated Adapt to member preferences Industry trend reports Frequently Asked Questions What Are the 5 C’s of Community? The 5 C’s of community are Connection, Communication, Collaboration, Contribution, and Community itself. Connection involves building relationships among members, which nurtures engagement. Communication guarantees open dialogue, making everyone feel valued. Collaboration encourages teamwork in the direction of shared goals, enhancing unity. Contribution allows members to share knowledge, enriching the community’s resources. Together, these elements create a supportive environment, promoting growth and learning during strengthening the overall sense of belonging within the community. How to Build an Online Community? To build an online community, start by defining its purpose and goals, aligning them with measurable KPIs. Research your target audience to create personas that guide your content and engagement strategies. Select a community hosting platform that fits your needs, considering control and monetization options. Establish clear guidelines for respectful interactions and define roles for moderators. Finally, implement ongoing engagement strategies, like events and user-generated content, to encourage interaction and community growth. What Are the 7 Elements of Community? The seven elements of community include membership, influence, integration, emotional connection, shared purpose, communication, and continuity. Membership cultivates belonging and loyalty among individuals. Influence empowers members to impact decisions, enhancing their engagement. Integration encourages collaboration, deepening relationships. Emotional connection strengthens bonds, promoting participation. Shared purpose aligns members toward common goals. Effective communication guarantees information flows smoothly. Finally, continuity maintains engagement over time, allowing the community to thrive and adapt to its members’ needs. What Is the First Step in Maintaining an Online Community? The first step in maintaining an online community is establishing clear community guidelines. These guidelines should outline acceptable behavior and promote a respectful atmosphere. By ensuring everyone understands the rules, you can help prevent conflicts. Regularly monitor discussions to enforce these guidelines and address issues swiftly. Encourage participation by recognizing members who contribute positively, which reinforces a healthy environment. Continuously adapt your guidelines based on feedback to meet the evolving needs of your community. Conclusion Building a successful online community requires a strategic approach. By defining your purpose and goals, establishing clear guidelines, choosing the right platform, promoting engagement, and adapting based on feedback, you can create a thriving space for members. Each step is essential to guarantee members feel valued and connected. Regularly evaluating your community’s needs will help maintain its relevance and effectiveness. In the end, a well-structured community not just meets member expectations but likewise encourages long-term participation and satisfaction. Image via Google Gemini and ArtSmart This article, "5 Essential Steps to Build an Online Community" was first published on Small Business Trends View the full article

This comment section is open for any non-work-related discussion you’d like to have with other readers, by popular demand. Here are the rules for the weekend posts. Book recommendation of the week: Before I Forget, by Tory Henwood Hoen. A lost 20something moves home to take care of her Alzheimer’s-stricken father and realizes that as he’s losing his memory, he’s somehow gaining the ability to predict the future. This could have been depressing except that the father is an absolute delight. (Amazon, Bookshop) * I earn a commission if you use those links. The post weekend open thread – January 10-11, 2026 appeared first on Ask a Manager. View the full article

Chief executive Darren Woods pushes back against president’s call to rush back into troubled countryView the full article

Corporate training development provides numerous advantages that can greatly influence both employees and organizations. By sharpening skills, it helps employees achieve high-priority goals during boosting their confidence and engagement. Moreover, effective training cultivates talent retention and guarantees that organizations remain competitive in a swiftly changing market. Exploring the various benefits for both employees and organizations reveals how strategic training approaches can transform your workforce. Comprehending these elements is essential for long-term success. Key Takeaways Corporate training enhances employee skills, leading to improved job performance and adaptability in a changing work environment. Increased confidence from training boosts decision-making abilities and overall job satisfaction among employees. Companies with effective training programs experience higher employee retention rates and reduced turnover costs. Continuous learning fosters a culture of innovation, allowing organizations to swiftly adapt to market shifts. Flexible learning models cater to diverse employee needs, integrating training seamlessly into daily routines. Sharpen Employees’ Skills and Achieve High-Priority Goals When organizations invest in training, they not merely improve employee skills but likewise align those skills with their most pressing goals. Corporate training programs play a fundamental role in this process, as they address skill gaps directly tied to industry challenges. By participating in corporate management training programs, employees acquire knowledge that 87% can immediately apply, enhancing both productivity and efficiency. Furthermore, customized corporate learning and development initiatives drive a significant 91% of participants to a deeper comprehension of critical topics. This focused approach not only boosts individual performance but additionally encourages creative problem-solving across teams. Establishing a common language through these training initiatives promotes better communication and collaboration, which are significant for achieving high-priority organizational goals. In the end, investing in targeted training guarantees that employees are equipped to meet the specific needs of the organization as they sharpen their skills for future challenges. Boost Employee Confidence and Engagement Investing in corporate training not only sharpens employees’ skills but furthermore greatly boosts their confidence and engagement levels. Research shows that 90% of learners feel more self-assured at work after participating in training programs. This improved confidence translates into enhanced decision-making, as 84% of employees report feeling more capable in their roles. A robust culture of continuous learning signals to employees that their growth is valued, leading to higher engagement and motivation. Confident employees take ownership of their roles and collaborate effectively. Engaged employees infuse energy and creativity into their tasks. Company culture training promotes a positive work environment that drives success. Through corporate training development, organizations cultivate an environment where employees thrive, finally contributing to greater organizational effectiveness. Emphasizing confidence and engagement isn’t just beneficial for employees; it’s crucial for the company’s overall success. Grow and Retain Talent Organizations that prioritize employee development are more likely to grow and retain talent, as a commitment to training signals to employees that their professional growth matters. With 70% of employees considering leaving for companies that invest in their development, it’s clear that corporate training opportunities play a crucial role in retention. Companies that implement the best corporate training programs experience a 75% higher retention rate, demonstrating the direct connection between training and employee loyalty. Furthermore, a culture that encourages continuous learning boosts employee satisfaction and greatly reduces turnover costs, which can be as high as 200% of an employee’s annual salary. By partnering with corporate training companies, organizations can create a pipeline of future leaders, ensuring they’re equipped to address challenges and advance their talent. Considering that 88% of organizations cite retention as a top concern, embedding training into the corporate culture is fundamental for maintaining a competitive workforce. Stay Competitive in a Changing Market As the business environment continues to evolve, staying competitive hinges on your ability to adapt to market changes and customer demands. Investing in corporate training programs is crucial for enhancing your workforce’s skills and ensuring your training business remains relevant. With a well-structured technical training program, you can equip employees with the necessary tools to integrate digital solutions and respond to emerging trends. Continuous workforce development encourages a culture of learning. Prioritizing training allows for swift responses to market shifts. Commitment to employee growth attracts and retains top talent. Flexible Learning Model and Supportive Training Environment In today’s fast-paced work environment, a flexible learning model is essential for accommodating the diverse needs of employees. Programs like those offered on corporate training websites, such as HBS Online, are customized for busy professionals, allowing them to learn at their own pace. Self-paced modules enable you to integrate coursework into your daily routine, ensuring that learning doesn’t disrupt your work responsibilities. Moreover, private cohorts encourage teamwork, promoting collaboration and shared experiences among colleagues. Built-in progress reporting helps track milestones, allowing management to recognize top performers during support to those who may need it. In addition, discounted group enrollment rates make it cost-effective for organizations to invest in high-quality training, maximizing the overall value of their corporate training initiatives. This flexible and supportive training environment not only improves learning but contributes to a more engaged workforce. Importance of Employee Training and Development Employee training and development play a critical role in today’s workplace, greatly influencing retention rates and overall productivity. Investing in these programs can lead to significant benefits for both employees and organizations. For instance, 63% of employees cite a lack of growth opportunities as a reason for leaving, highlighting the necessity of development initiatives. Furthermore, 87% of learners find that training equips them with skills they can immediately apply, enhancing job performance. Organizations prioritizing employee training are twice as likely to retain their workforce. 90% of employees report increased confidence at work after participating in training programs. A commitment to development creates a pipeline of future leaders, ensuring long-term success. Definition and Distinction Between Training and Development When you think about training and development, it’s important to recognize their differences. Training focuses on immediate skill acquisition to meet current job demands, whereas development aims for long-term personal growth and career advancement. Comprehending this distinction can help you leverage both effectively for your professional path. Training vs. Development Comprehending the distinction between training and development is essential for cultivating a productive workplace. Training focuses on immediate job-specific skills, using structured activities like workshops and on-the-job training to fill skill gaps. Conversely, development emphasizes long-term personal growth, encouraging ongoing conversations between employees and management about career progression. Training targets short-term needs, providing tactical solutions. Development promotes mentorship and career mapping for broader professional growth. Although 87% of employees report receiving training, development initiatives align personal aspirations with organizational goals. Understanding these differences helps you better approach employee growth, ensuring you meet both immediate and future needs within your organization. Short-term vs. Long-term Recognizing the difference between short-term and long-term approaches in employee development can greatly impact how organizations shape their workforce. Employee training targets immediate skill acquisition for specific tasks, leading to quick performance improvements. Conversely, development focuses on long-term personal growth, encouraging broader career conversations and leadership potential. Training often utilizes workshops and shadowing, whereas development emphasizes mentorship and structured career mapping, cultivating open dialogue between employees and management. Organizations benefit from training by filling skill gaps, whereas development builds a pipeline of future leaders. Although effective training boosts job performance swiftly, development nurtures employee engagement and satisfaction over time, eventually reducing turnover rates and promoting long-term retention, which is vital for organizational resilience and adaptability. Benefits for Employees When you participate in corporate training, you’re likely to see an improvement in your job performance, as many learners can apply their new skills right away. This training likewise boosts job satisfaction, making you feel more confident and engaged at work. Furthermore, gaining new skills prepares you for career advancement, aligning your growth with the evolving needs of your role. Enhanced Job Performance Improved job performance is a key benefit of corporate training, as employees who participate in these programs often find themselves better equipped to excel in their roles. Many employees report significant skill acquisition, with 87% stating they can immediately apply what they’ve learned. This improvement isn’t just personal; 59% of employees recognize that training improves their overall job performance. Focused training on hard and soft skills cultivates adaptability and problem-solving, allowing you to navigate challenges more effectively. Moreover, a culture of continuous learning raises confidence, with 90% of learners feeling more self-assured at work. Improved problem-solving capabilities Increased adaptability to change Greater confidence in implementing new technologies Increased Job Satisfaction Corporate training plays a crucial role in increasing job satisfaction among employees, as those who participate often feel a greater sense of self-assurance in their abilities. With 90% of learners reporting boosted confidence after training, it’s clear that these programs improve morale and cultivate a sense of value within the organization. Engaged employees who take part in training additionally contribute to a positive workplace culture. Furthermore, training aligns your personal growth with professional goals, leading to improved engagement and motivation. A strong commitment to employee development can greatly reduce turnover rates, as 88% of organizations view retention as a top priority. When companies invest in your growth, you’re more likely to feel satisfied and committed to your role. Career Advancement Opportunities Employees can considerably improve their career advancement opportunities through targeted training programs that align with their professional goals. Engaging in these programs not just improves your skills but also boosts your confidence, making you more likely to pursue promotions. You’re 70% more likely to stay with your employer when you see growth potential through training. About 90% of learners report increased job satisfaction, directly impacting their capacity for new responsibilities. A significant 84% of workers feel employers should provide ongoing training for evolving roles, underscoring the necessity for continuous development. Benefits for Organizations Investing in training development offers numerous benefits for organizations, improving their overall performance and sustainability. When you prioritize employee training, you promote innovation and adaptability; in fact, 59% of employees believe that training directly improves their job performance. By providing growth opportunities, you can further boost retention rates, as 88% of organizations recognize employee retention as a top concern. Additionally, developing internal talent through training can considerably reduce hiring costs, saving your company money associated with turnover. Strong training programs lead to improved employee engagement and morale, creating a more collaborative and productive environment. Furthermore, implementing effective training initiatives can result in long-term cost savings; 43% of companies report increased revenue following such programs. Approaches to Employee Development and Unique Programs Regarding employee development, utilizing diverse training formats can greatly improve learning experiences. Customized coaching techniques address individual strengths and weaknesses, ensuring that each employee receives the support they need for growth. Diverse Training Formats Corporate training programs offer a range of diverse formats, ensuring that various learning preferences and needs are explored. By incorporating different approaches, companies can improve employee development effectively. Here are some key training formats: Group Workshops: Facilitate collaborative learning and encourage teamwork. Mentorship Programs: Pair employees with experienced mentors to develop soft skills and nurture communication. Onboarding Seminars: Establish a structured introduction for new hires, ensuring they feel supported from day one. These diverse training formats cater to individual learning styles, whether through hands-on experiences or structured discussions. Companies like HubSpot and The Cheesecake Factory exemplify effective training by focusing on specific skills, like emotional intelligence and wellness, which eventually contribute to a more competent and cohesive workforce. Tailored Coaching Techniques Customized coaching techniques play a critical role in improving employee development by focusing on individual strengths and weaknesses. These personalized approaches guarantee that training is relevant to each employee’s specific role, enhancing their learning experience. Interpersonal relationships, such as mentoring, are essential in these programs, nurturing soft skills and effective communication within teams. Companies like The Cheesecake Factory lead by prioritizing emotional intelligence training for managers, addressing unique leadership challenges. Furthermore, organizations such as Panda Restaurant Group incorporate wellness webinars, catering to diverse employee needs and promoting overall well-being. Implementing customized coaching techniques, like Grainger‘s unconscious bias training, greatly improves workplace dynamics and boosts employee engagement by addressing specific social and professional challenges employees face daily. Transform Your Workforce With HBS Online Transforming your workforce with HBS Online can greatly improve your team’s capabilities and overall organizational performance. HBS Online offers flexible, self-paced programs designed for busy professionals, ensuring skill application in real-time. With 91% of learners reporting a deeper comprehension of their subjects, your employees can contribute more effectively to your organization. Customized courses address specific industry challenges, keeping your team competitive. Consider these key benefits: Employees gain relevant skills, enhancing their professional development. Continuous learning nurtures confidence, with 90% of participants feeling more self-assured at work. Investing in employee growth helps retain talent, as 70% would consider leaving for companies that prioritize development. Frequently Asked Questions What Are the Benefits of Training and Development in an Organization? Training and development in an organization boost employee skills and job performance. When employees gain new abilities, they apply them immediately, enhancing productivity. In addition, organizations that prioritize training often see higher retention rates, as employees feel valued and supported. A culture of continuous learning nurtures confidence, making employees more self-assured in their roles. Why Is Corporate Training Important? Corporate training is vital since it equips you with fundamental skills that improve your job performance and adaptability. It furthermore nurtures a culture of continuous learning, encouraging creativity and innovation within the organization. With effective training, you bridge skill gaps, addressing concerns about workforce capabilities. Furthermore, organizations that invest in your development often see higher retention rates, as they create an environment where you feel valued and engaged in your career growth. What Is a Major Purpose of Training and Development? A major purpose of training and development is to improve your skills and knowledge, which directly improves your job performance. As you participate in training, you’ll find that it addresses skill gaps and encourages a deeper comprehension of your field. This continuous learning not just boosts your confidence but additionally prepares you to adapt to market changes. In the end, investing in your development aligns your personal growth with the goals of your organization. Which of the Following Is a Benefit of Successful Training and Development Programs? A major benefit of successful training and development programs is improved job performance. When you participate in effective training, you’re likely to acquire skills that you can apply immediately to your role, leading to better outcomes for your organization. Furthermore, ongoing training promotes a culture of continuous learning, which improves employee engagement and job satisfaction. In the end, investing in your development can lead to personal growth and help align your goals with those of your employer. Conclusion To summarize, investing in corporate training development is crucial for enhancing employee skills and nurturing a productive work environment. By promoting continuous learning, organizations not only boost employee confidence and engagement but additionally improve talent retention and adaptability in a competitive market. With flexible learning models and unique development programs, both employees and organizations can reap significant benefits. Prioritizing training guarantees a motivated workforce that is equipped to meet current and future challenges effectively. Image via Google Gemini and ArtSmart This article, "Key Benefits of Corporate Training Development" was first published on Small Business Trends View the full article

Corporate training development provides numerous advantages that can greatly influence both employees and organizations. By sharpening skills, it helps employees achieve high-priority goals during boosting their confidence and engagement. Moreover, effective training cultivates talent retention and guarantees that organizations remain competitive in a swiftly changing market. Exploring the various benefits for both employees and organizations reveals how strategic training approaches can transform your workforce. Comprehending these elements is essential for long-term success. Key Takeaways Corporate training enhances employee skills, leading to improved job performance and adaptability in a changing work environment. Increased confidence from training boosts decision-making abilities and overall job satisfaction among employees. Companies with effective training programs experience higher employee retention rates and reduced turnover costs. Continuous learning fosters a culture of innovation, allowing organizations to swiftly adapt to market shifts. Flexible learning models cater to diverse employee needs, integrating training seamlessly into daily routines. Sharpen Employees’ Skills and Achieve High-Priority Goals When organizations invest in training, they not merely improve employee skills but likewise align those skills with their most pressing goals. Corporate training programs play a fundamental role in this process, as they address skill gaps directly tied to industry challenges. By participating in corporate management training programs, employees acquire knowledge that 87% can immediately apply, enhancing both productivity and efficiency. Furthermore, customized corporate learning and development initiatives drive a significant 91% of participants to a deeper comprehension of critical topics. This focused approach not only boosts individual performance but additionally encourages creative problem-solving across teams. Establishing a common language through these training initiatives promotes better communication and collaboration, which are significant for achieving high-priority organizational goals. In the end, investing in targeted training guarantees that employees are equipped to meet the specific needs of the organization as they sharpen their skills for future challenges. Boost Employee Confidence and Engagement Investing in corporate training not only sharpens employees’ skills but furthermore greatly boosts their confidence and engagement levels. Research shows that 90% of learners feel more self-assured at work after participating in training programs. This improved confidence translates into enhanced decision-making, as 84% of employees report feeling more capable in their roles. A robust culture of continuous learning signals to employees that their growth is valued, leading to higher engagement and motivation. Confident employees take ownership of their roles and collaborate effectively. Engaged employees infuse energy and creativity into their tasks. Company culture training promotes a positive work environment that drives success. Through corporate training development, organizations cultivate an environment where employees thrive, finally contributing to greater organizational effectiveness. Emphasizing confidence and engagement isn’t just beneficial for employees; it’s crucial for the company’s overall success. Grow and Retain Talent Organizations that prioritize employee development are more likely to grow and retain talent, as a commitment to training signals to employees that their professional growth matters. With 70% of employees considering leaving for companies that invest in their development, it’s clear that corporate training opportunities play a crucial role in retention. Companies that implement the best corporate training programs experience a 75% higher retention rate, demonstrating the direct connection between training and employee loyalty. Furthermore, a culture that encourages continuous learning boosts employee satisfaction and greatly reduces turnover costs, which can be as high as 200% of an employee’s annual salary. By partnering with corporate training companies, organizations can create a pipeline of future leaders, ensuring they’re equipped to address challenges and advance their talent. Considering that 88% of organizations cite retention as a top concern, embedding training into the corporate culture is fundamental for maintaining a competitive workforce. Stay Competitive in a Changing Market As the business environment continues to evolve, staying competitive hinges on your ability to adapt to market changes and customer demands. Investing in corporate training programs is crucial for enhancing your workforce’s skills and ensuring your training business remains relevant. With a well-structured technical training program, you can equip employees with the necessary tools to integrate digital solutions and respond to emerging trends. Continuous workforce development encourages a culture of learning. Prioritizing training allows for swift responses to market shifts. Commitment to employee growth attracts and retains top talent. Flexible Learning Model and Supportive Training Environment In today’s fast-paced work environment, a flexible learning model is essential for accommodating the diverse needs of employees. Programs like those offered on corporate training websites, such as HBS Online, are customized for busy professionals, allowing them to learn at their own pace. Self-paced modules enable you to integrate coursework into your daily routine, ensuring that learning doesn’t disrupt your work responsibilities. Moreover, private cohorts encourage teamwork, promoting collaboration and shared experiences among colleagues. Built-in progress reporting helps track milestones, allowing management to recognize top performers during support to those who may need it. In addition, discounted group enrollment rates make it cost-effective for organizations to invest in high-quality training, maximizing the overall value of their corporate training initiatives. This flexible and supportive training environment not only improves learning but contributes to a more engaged workforce. Importance of Employee Training and Development Employee training and development play a critical role in today’s workplace, greatly influencing retention rates and overall productivity. Investing in these programs can lead to significant benefits for both employees and organizations. For instance, 63% of employees cite a lack of growth opportunities as a reason for leaving, highlighting the necessity of development initiatives. Furthermore, 87% of learners find that training equips them with skills they can immediately apply, enhancing job performance. Organizations prioritizing employee training are twice as likely to retain their workforce. 90% of employees report increased confidence at work after participating in training programs. A commitment to development creates a pipeline of future leaders, ensuring long-term success. Definition and Distinction Between Training and Development When you think about training and development, it’s important to recognize their differences. Training focuses on immediate skill acquisition to meet current job demands, whereas development aims for long-term personal growth and career advancement. Comprehending this distinction can help you leverage both effectively for your professional path. Training vs. Development Comprehending the distinction between training and development is essential for cultivating a productive workplace. Training focuses on immediate job-specific skills, using structured activities like workshops and on-the-job training to fill skill gaps. Conversely, development emphasizes long-term personal growth, encouraging ongoing conversations between employees and management about career progression. Training targets short-term needs, providing tactical solutions. Development promotes mentorship and career mapping for broader professional growth. Although 87% of employees report receiving training, development initiatives align personal aspirations with organizational goals. Understanding these differences helps you better approach employee growth, ensuring you meet both immediate and future needs within your organization. Short-term vs. Long-term Recognizing the difference between short-term and long-term approaches in employee development can greatly impact how organizations shape their workforce. Employee training targets immediate skill acquisition for specific tasks, leading to quick performance improvements. Conversely, development focuses on long-term personal growth, encouraging broader career conversations and leadership potential. Training often utilizes workshops and shadowing, whereas development emphasizes mentorship and structured career mapping, cultivating open dialogue between employees and management. Organizations benefit from training by filling skill gaps, whereas development builds a pipeline of future leaders. Although effective training boosts job performance swiftly, development nurtures employee engagement and satisfaction over time, eventually reducing turnover rates and promoting long-term retention, which is vital for organizational resilience and adaptability. Benefits for Employees When you participate in corporate training, you’re likely to see an improvement in your job performance, as many learners can apply their new skills right away. This training likewise boosts job satisfaction, making you feel more confident and engaged at work. Furthermore, gaining new skills prepares you for career advancement, aligning your growth with the evolving needs of your role. Enhanced Job Performance Improved job performance is a key benefit of corporate training, as employees who participate in these programs often find themselves better equipped to excel in their roles. Many employees report significant skill acquisition, with 87% stating they can immediately apply what they’ve learned. This improvement isn’t just personal; 59% of employees recognize that training improves their overall job performance. Focused training on hard and soft skills cultivates adaptability and problem-solving, allowing you to navigate challenges more effectively. Moreover, a culture of continuous learning raises confidence, with 90% of learners feeling more self-assured at work. Improved problem-solving capabilities Increased adaptability to change Greater confidence in implementing new technologies Increased Job Satisfaction Corporate training plays a crucial role in increasing job satisfaction among employees, as those who participate often feel a greater sense of self-assurance in their abilities. With 90% of learners reporting boosted confidence after training, it’s clear that these programs improve morale and cultivate a sense of value within the organization. Engaged employees who take part in training additionally contribute to a positive workplace culture. Furthermore, training aligns your personal growth with professional goals, leading to improved engagement and motivation. A strong commitment to employee development can greatly reduce turnover rates, as 88% of organizations view retention as a top priority. When companies invest in your growth, you’re more likely to feel satisfied and committed to your role. Career Advancement Opportunities Employees can considerably improve their career advancement opportunities through targeted training programs that align with their professional goals. Engaging in these programs not just improves your skills but also boosts your confidence, making you more likely to pursue promotions. You’re 70% more likely to stay with your employer when you see growth potential through training. About 90% of learners report increased job satisfaction, directly impacting their capacity for new responsibilities. A significant 84% of workers feel employers should provide ongoing training for evolving roles, underscoring the necessity for continuous development. Benefits for Organizations Investing in training development offers numerous benefits for organizations, improving their overall performance and sustainability. When you prioritize employee training, you promote innovation and adaptability; in fact, 59% of employees believe that training directly improves their job performance. By providing growth opportunities, you can further boost retention rates, as 88% of organizations recognize employee retention as a top concern. Additionally, developing internal talent through training can considerably reduce hiring costs, saving your company money associated with turnover. Strong training programs lead to improved employee engagement and morale, creating a more collaborative and productive environment. Furthermore, implementing effective training initiatives can result in long-term cost savings; 43% of companies report increased revenue following such programs. Approaches to Employee Development and Unique Programs Regarding employee development, utilizing diverse training formats can greatly improve learning experiences. Customized coaching techniques address individual strengths and weaknesses, ensuring that each employee receives the support they need for growth. Diverse Training Formats Corporate training programs offer a range of diverse formats, ensuring that various learning preferences and needs are explored. By incorporating different approaches, companies can improve employee development effectively. Here are some key training formats: Group Workshops: Facilitate collaborative learning and encourage teamwork. Mentorship Programs: Pair employees with experienced mentors to develop soft skills and nurture communication. Onboarding Seminars: Establish a structured introduction for new hires, ensuring they feel supported from day one. These diverse training formats cater to individual learning styles, whether through hands-on experiences or structured discussions. Companies like HubSpot and The Cheesecake Factory exemplify effective training by focusing on specific skills, like emotional intelligence and wellness, which eventually contribute to a more competent and cohesive workforce. Tailored Coaching Techniques Customized coaching techniques play a critical role in improving employee development by focusing on individual strengths and weaknesses. These personalized approaches guarantee that training is relevant to each employee’s specific role, enhancing their learning experience. Interpersonal relationships, such as mentoring, are essential in these programs, nurturing soft skills and effective communication within teams. Companies like The Cheesecake Factory lead by prioritizing emotional intelligence training for managers, addressing unique leadership challenges. Furthermore, organizations such as Panda Restaurant Group incorporate wellness webinars, catering to diverse employee needs and promoting overall well-being. Implementing customized coaching techniques, like Grainger‘s unconscious bias training, greatly improves workplace dynamics and boosts employee engagement by addressing specific social and professional challenges employees face daily. Transform Your Workforce With HBS Online Transforming your workforce with HBS Online can greatly improve your team’s capabilities and overall organizational performance. HBS Online offers flexible, self-paced programs designed for busy professionals, ensuring skill application in real-time. With 91% of learners reporting a deeper comprehension of their subjects, your employees can contribute more effectively to your organization. Customized courses address specific industry challenges, keeping your team competitive. Consider these key benefits: Employees gain relevant skills, enhancing their professional development. Continuous learning nurtures confidence, with 90% of participants feeling more self-assured at work. Investing in employee growth helps retain talent, as 70% would consider leaving for companies that prioritize development. Frequently Asked Questions What Are the Benefits of Training and Development in an Organization? Training and development in an organization boost employee skills and job performance. When employees gain new abilities, they apply them immediately, enhancing productivity. In addition, organizations that prioritize training often see higher retention rates, as employees feel valued and supported. A culture of continuous learning nurtures confidence, making employees more self-assured in their roles. Why Is Corporate Training Important? Corporate training is vital since it equips you with fundamental skills that improve your job performance and adaptability. It furthermore nurtures a culture of continuous learning, encouraging creativity and innovation within the organization. With effective training, you bridge skill gaps, addressing concerns about workforce capabilities. Furthermore, organizations that invest in your development often see higher retention rates, as they create an environment where you feel valued and engaged in your career growth. What Is a Major Purpose of Training and Development? A major purpose of training and development is to improve your skills and knowledge, which directly improves your job performance. As you participate in training, you’ll find that it addresses skill gaps and encourages a deeper comprehension of your field. This continuous learning not just boosts your confidence but additionally prepares you to adapt to market changes. In the end, investing in your development aligns your personal growth with the goals of your organization. Which of the Following Is a Benefit of Successful Training and Development Programs? A major benefit of successful training and development programs is improved job performance. When you participate in effective training, you’re likely to acquire skills that you can apply immediately to your role, leading to better outcomes for your organization. Furthermore, ongoing training promotes a culture of continuous learning, which improves employee engagement and job satisfaction. In the end, investing in your development can lead to personal growth and help align your goals with those of your employer. Conclusion To summarize, investing in corporate training development is crucial for enhancing employee skills and nurturing a productive work environment. By promoting continuous learning, organizations not only boost employee confidence and engagement but additionally improve talent retention and adaptability in a competitive market. With flexible learning models and unique development programs, both employees and organizations can reap significant benefits. Prioritizing training guarantees a motivated workforce that is equipped to meet current and future challenges effectively. Image via Google Gemini and ArtSmart This article, "Key Benefits of Corporate Training Development" was first published on Small Business Trends View the full article

How enterprise brands can stay visible and credible as AI transforms search behavior and measurement in 2026. The post 5 Key Enterprise SEO And AI Trends For 2026 appeared first on Search Engine Journal. View the full article

Handmade punch cards are currently trending on TikTok as a cute, visual way to track 2026 goals. Modeled after the punch cards that will secure you a free coffee or sandwich after showing loyalty to one cafe or another, users instead punch, stamp or check off a square every time they make progress on their goals, whether that’s staying consistent at the gym, completing a no-spend weekend or paying down debt. “Today’s New Year’s Eve, and I made these little punchcards this morning of goals I have for myself starting this new year,” TikTok user @camiunderthesea said in a video showing off her deck of cards. “The first one is to read five books. I’ve been trying to get into reading more, and I just can’t do it, so hopefully this will motivate me. She continued: “The way it works, if I read a book, I punch it out. When I have all five, I get a treat.” Another TikTok user, @aleegatorrr, set herself the goals of going on 12 hikes this year, a date night once a month, and baking eight new recipes. This isn’t a new trend, first surfacing in early 2025. But it has once again been embraced this year as a way to visually track goals and turn vague resolutions like “go to the gym” or “stop doomscrolling” into measurable habits. One week into 2026, and there are over 200 videos under the hashtag #2026punchcards. There are a few tutorials online, but the process is simple enough—all it takes is a few index or blank business cards, markers, and a hole punch. Simply make a list of some obtainable goals for the year. With a marker, title each card with a goal and draw as many punch spots as you hope to achieve. Add rewards across the bottom and jazz the cards up with borders and/or illustrations. Punch a small hole in the top left corner and tie them all together with a ribbon to keep them close at hand as you successfully check off your goals throughout the year. You may not get a free cappuccino. But you might actually make it to the gym three times a week. View the full article