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The latest Visa Retail Spend Monitor reveals that holiday spending in the U.S. soared by 4.2% this year. For small business owners, this surge presents both opportunities and challenges as they navigate a landscape increasingly shaped by consumer preferences and technological advancements. According to Visa’s report, physical store sales dominated the holiday spending scene, capturing 73% of the total retail expenditure. This strong performance underscores the ongoing relevance of brick-and-mortar locations, highlighting that small businesses still have a significant chance to compete against larger retailers. Wayne Best, Visa’s chief economist, noted that consumers are not merely spending more but also becoming increasingly strategic about their purchases. “This season also marked a turning point, with artificial intelligence shaping how people discover products, compare prices, and interact with offers,” he commented. This shift toward more intentional purchasing behaviors underscores the need for small businesses to adapt quickly to maintain a competitive edge. Small business owners should take note of the substantial increase in e-commerce, which grew by 7.8%. This trend illustrates that online sales are not only thriving but are also critical for reaching a broader audience. As customers increasingly prefer the convenience of online shopping, small businesses that have yet to establish robust e-commerce platforms may want to consider investing in digital sales capabilities. E-commerce enhances reach beyond local limitations, allowing small businesses to tap into national or even international markets. The data also sheds light on specific retail categories that performed particularly well during the season. Electronics sales experienced a notable rise of 5.8%, driven by consumer demand for high-performance devices. Small electronics retailers or those selling tech-related products might find this an opportune moment to enhance their promotion strategies, possibly leveraging online marketing to promote tech sales targeted at holiday shoppers. Clothing and accessories also saw a strong performance, climbing by 5.3%. For small fashion retailers, this demonstrates that innovative product offerings and marketing efforts tailored to trends can yield substantial returns. However, the Visa report indicates that while certain sectors flourished, others—like home improvement—experienced a decline, with sales of building materials and garden equipment dropping by 1%. This poses a cautionary tale for small businesses operating within those struggling categories. Owners should consider adjusting inventory or exploring new marketing strategies to boost sales. One of the most striking observations from this season is how technology, particularly artificial intelligence, is influencing consumer behavior. As Best emphasized, consumers today are more informed and intentional in their spending due to the convenience of digital tools. Small business owners must consider how they can leverage technology not just in sales but also in understanding their customers. Implementing data analytics tools may provide insights into consumer behavior, helping owners make informed decisions about inventory, pricing, and promotions. The Visa Consulting and Analytics team highlights that insights from their analysis can help small businesses adapt to changing consumer behaviors. They emphasize the importance of having the right data to identify trends and make data-driven decisions. As Kate Manfred, head of advisory services at Visa North America, noted, “Insights from the VCA Retail Spend Monitor help businesses adapt to changing consumer behaviors and prepare for the rapidly evolving future of commerce.” For small business owners, the key takeaway from Visa’s report lies in striking a balance between physical retail and e-commerce. While traditional store sales continue to play a pivotal role, the surge in online shopping indicates that small businesses can no longer afford to neglect their digital presence. As they move forward, small businesses should be proactive about leveraging new technologies and consumer trends to enhance their sales strategies. Abandoning outdated models in favor of integrated online and offline sales approaches could very well be the recipe for sustained growth in this and future seasons. For further insights into Visa’s findings, you can read the full press release at Visa’s official page. Image via Google Gemini This article, "U.S. Holiday Spending Jumps 4.2%, With In-Store Sales Leading the Way" was first published on Small Business Trends View the full article

When a gunman began firing inside an academic building on the Brown University campus, students didn’t wait for official alerts warning of trouble. They got information almost instantly, in bits and bursts — through phones vibrating in pockets, messages from strangers, rumors that felt urgent because they might keep someone alive. On Dec. 13 as the attack at the Ivy League institution played out during finals week, students took to Sidechat, an anonymous, campus-specific message board used widely at U.S. colleges, for fast-flowing information in real time. An Associated Press analysis of nearly 8,000 posts from the 36 hours after the shooting shows how social media has become central to how students navigate campus emergencies. Fifteen minutes before the university’s first alert of an active shooter, students were already documenting the chaos. Their posts — raw, fragmented, and sometimes panicked — formed a digital time capsule of how a college campus experienced a mass shooting. As students sheltered in place, they posted while hiding under library tables, crouching in classrooms, and hallways. Some comments even came from wounded students, like one posting a selfie from a hospital bed with the simple caption: #finalsweek. Others asked urgent questions: Was there a lockdown? Where was the shooter? Was it safe to move? It would be days before authorities identified the suspect and found him dead in New Hampshire of a self-inflicted gunshot wound, later linking him to the killing of a Massachusetts Institute of Technology professor. Here’s a look at how the shooting unfolded. Stream of collective consciousness Described by Harvard Magazine as “the College’s stream of collective consciousness,” Sidechat allows anyone with a verified university email to post to a campus feed. On most days, the Brown feed is filled with complaints about dining hall food, jokes about professors, and stress about exams — fleeting posts running the gamut of student life. On the Saturday afternoon just before the shooting, a student posted about how they wished they could “play Minecraft for 60 hours straight.” Then, the posts abruptly shifted. Crowds began pouring out of Brown’s Barus and Holley building, and someone posted at 4:06 p.m.: “Why are people running away from B&H?” Others quickly followed. “EVERYONE TAKE COVER,” one wrote. “STAY AWAY FROM THAYER STREET NEAR MACMILLAN 2 PEOPLE JUST GOT SHOT IM BEING DEAD SERIOUS,” another user wrote at 4:10 p.m. Dozens of frantic messages followed as students tried to fill the information gap themselves. “so r we on lockdown or what,” one student asked. By the time the university alert was sent at 4:21 p.m., the shooter was no longer on campus — a fact Brown officials did not yet know. “Where would we be without Sidechat?” one student wrote. A university spokesperson said Brown’s alert reached 20,000 people minutes after the school’s public safety officials were notified shots had been fired. Officials deliberately didn’t use sirens to avoid sending people rushing to seek shelter into harm’s way, said the spokesperson, Brian E. Clark, who added Brown commissioned two external reviews of the response with the aim of enhancing public safety and security. Long hours of hiding Long after the sun had set, students sheltered in dark dorm rooms and study halls. Blinds were closed. Doors were barricaded with dressers, beds, and mini fridges. “Door is locked windows are locked I’ve balanced a metal pipe thing on the handle so if anyone even tries the handle from the outside it’ll make a loud noise,” one student wrote. Students reacted to every sound — footsteps in hallways, distant sirens, helicopters overhead. When alerts came, the vibrations and ringtones were jarring. Some feared that names of the dead would be released — and that they would recognize someone they knew. Law enforcement moved through campus buildings, clearing them floor by floor. A student who fled Barus and Holley asked whether anyone could text his parents to let them know he had made it out safely. Others said they had left phones behind in classrooms when they fled, unable to reach frantic loved ones. Ironically, those closest to the shooting often had the least information. Many American students expressed emotions hovering between numbness and heartbreak. “Just got a text from a friend I haven’t spoken to in nearly three years,” one student wrote. “Our last messages? Me checking in on her after the shooting at Michigan State.” Multiple students replied, saying they’d had similar experiences. International students posted about parents unable to sleep on the other side of the world. “I just want a hug from my mom,” one student wrote. Anxiety sets in As the hours dragged on, students struggled with basic needs. Some described urinating in trash cans or empty laundry detergent bottles because they were too afraid to leave their rooms. Others spoke of drinking to cope. “I was on the street when it happened & suddenly I felt so scared,” one student wrote. “I ran and didn’t calm down for a while. I feel numb, tired, & about to throw up.” Another wrote: “I’m locked inside! Haven’t eaten anything today! I’m so scared i don’t even know if I get out of this alive or dead.” Some students posted into the early morning, more than 10 hours into the lockdown, saying they couldn’t sleep. Sidechat also documented acts of kindness, including a student going door to door with macaroni and cheese cups in a dark dorm. Information, and its limits Students repeatedly asked the same questions — news? sources? — and challenged one another to verify what they saw before reposting it. “Frankly I’d rather hear misinformation than people not report stuff they’ve heard,” one student wrote. Others pushed back, sharing a Google Doc that would grow to 28 pages where students could find the most updated, verified information. Some posted police scanner transcriptions or warned against relying on artificial intelligence summaries of the developing situation. Professors — who rarely post on the app — joined the feed, urging caution and offering reassurance. “If you’re talking about the active situation please add a source!!!” one student wrote. But “reliable information,” students noted, often arrived with a delay. Within about 30 minutes of the shooting, posts incorrectly claimed the shooter had been caught. Reports of more gunshots — later proven false — continued into the night and the next day, fueling fear and frustration. Asked one student, what are police doing “RIGHT NOW”? Replies came quickly. “They are trying their best,” one person responded. “Be grateful,” another added. “They are putting their lives in danger at this moment for us to be safe.” A campus changed Students awoke Sunday to a campus they no longer recognized. It had snowed overnight — the first snowfall of the academic year. In post after post, students called the sight unsettling. What was usually a celebration felt instead like confirmation something had irrevocably shifted. “It truly hurt seeing the flakes fall this morning, beautiful and tragic,” one student wrote. Even as the lockdown lifted, many said they were unsure what to do — where they could go, whether dining halls were open, whether it was safe to move. “What do I do rn?” one student posted. “I’m losing my mind.” Students walked through fresh snow in a daze, heading to blood donation centers. Others noticed flowers being placed at the campus gates and outside Barus and Holley. Many mourned not only the two students killed, but the innocence they felt had been stripped from their campus. “Will never see the first snow of the season and not think about those two,” one student wrote. With the lockdown ended, students returned to their dorms as Sidechat continued to fill with grief and reflection. Many said Brown no longer felt the same. “Snow will always be bloody for me,” one person posted. —Leah Willingham, Associated Press View the full article

A reader writes: I need to partner with a team whose manager rejected me for a job, and I’m struggling to have a positive attitude. A year ago, I applied to an internal role for which I met 90% of the criteria on the nose. It was a team doing the same work as I did but in another part of the company, and the gap in qualifications was akin to having experience grooming llamas but not alpacas – it’s highly transferrable. I have great performance reviews, scoring the elusive 5/5, and I had completed an internal leadership program that is supposed to highlight me as a candidate for internal roles. I didn’t expect to be handed the role but I did think I was a strong internal candidate and expected, if not an interview, maybe a note from the recruiter or hiring manager about why the skillset wasn’t a fit or what might make me more competitive if another opening came around. I got crickets. Not even a form rejection. I just happened to see on the site that I was “not selected” and that was that. Fast forward and I am now working in that business unit, but not on that team. And I’ve learned I will likely be tasked with working with them to create new processes and systems because I have a skill and experience that they do not. The team, manager included, has been perfectly polite and fine to work with. The issue is on my side – every time I provide useful information, help troubleshoot, suggest improvements … a bit of me thinks, “Why should I help you? You didn’t want me before!” I know it wasn’t a personal affront, but I do feel snubbed and am not sure how to get past it. Hiring isn’t pass/fail! You could have been entirely capable of doing the job well but someone else was just stronger. Maybe they had more directly applicable experience or an additional skillset that the manager thought the team could benefit from, or it might not even be related the job description at all — it could be something like the person they hired having the right sort of thick skin to deal with some of their difficult customers (or direct experience with a particular customer, or a particular kind of tact, or all sort of other traits that you wouldn’t necessarily know from the outside they cared about). Or they might have already had a candidate in mind who they wanted to hire — like someone who they’d worked with before or who they knew through networking or had interviewed for another job previously. Ultimately, you can’t really know. There are so many possible reasons for why they didn’t interview you that it’s not very useful to speculate. But when it’s an internal role, you can ask! Realistically, it’s probably too late now since a year has gone by, but ideally when they didn’t interview you last year, you could have contacted the hiring manager and asked for feedback on how to be a stronger candidate for their team in the future. Who knows, you might have heard “we’ve been trying to hire this candidate for years and they were finally available and realistically we weren’t going to pass them up so we didn’t want to waste your time” or “it wasn’t emphasized enough in the job description, but we really wanted skill X for this role” or all sorts of other things that might have left you with a much better understanding of what happened. Since it’s a little late for that conversation now, the best thing you can do is to just figure that there’s some explanation along those lines that would make sense — or at least makes sense to them — and that it wasn’t an intentional slight or a devaluing of what you offer. And for what it’s worth, it’s not out of line for them to seek help from you now! You work for the same company, you presumably have useful skills that are relevant to what they’re doing, and the fact that they recognize that and want to collaborate with you doesn’t mean they clearly made the wrong call earlier. It means that you have things of value to offer — but that’s not the same thing as being the best hire for their very specific set of circumstances and needs last year. The post I need to partner with a team that rejected me for a job appeared first on Ask a Manager. View the full article

US vice-president blasts ‘leftwing radicals’ as death sparks anger at tactics used by The President anti-immigrant squadsView the full article

US policy of regional domination is being greeted with alarm by its northern neighbourView the full article

Google Search Advocate John Mueller responded to a Reddit user who asked whether SEO is still “enough,” or if marketers now need to think about generative engine optimization (GEO). Mueller’s answer was simple: labels matter less than reality. “If you have an online business that makes money from referred traffic, it’s definitely a good idea to consider the full picture, and prioritize accordingly.” AI isn’t going away. Mueller didn’t get into the name debate or confirm GEO as a new discipline, but he made it clear AI is here to stay: “What you call it doesn’t matter, but ‘AI’ is not going away.” So far, Google, has pushed back on the idea that AI optimization should be treated as something separate from SEO. See: Google says normal SEO works for ranking in AI Overviews and LLMS.txt won’t be used Google’s Danny Sullivan: ‘Good SEO is good GEO’ Google VP: SEO and AI search optimization have ‘a lot of overlap’ Google says doing optimization for AI search is ‘the same’ as doing SEO for traditional search Google’s Danny Sullivan: SEO for AI is still SEO Ignore hype. Mueller urged people to focus on actual audience behavior. (“Be realistic and look at actual usage metrics and understand your audience.”) He suggested asking practical questions, like: How much of your audience actually uses AI tools? How does that compare with search, social, or other channels? What does that mean for where you invest time and resources? Why we care. SEO still drives traffic and revenue. However, you shouldn’t assume that search visibility automatically translates into AI visibility. Because it doesn’t 100% of the time – even if many SEO best practices overlap with GEO. What he said. Here’s Mueller’s full quote from Reddit: “If you have an online business that makes money from referred traffic, it’s definitely a good idea to consider the full picture, and prioritize accordingly. What you call it doesn’t matter, but ‘AI’ is not going away, but thinking about how your site’s value works in a world where ‘AI’ is available is worth the time. Also, be realistic and look at actual usage metrics and understand your audience (what % is using ‘AI’? what % is using Facebook? what does it mean for where you spend your time?).” The Reddit thread. Is SEO still enough, or do we need to start thinking about GEO too? View the full article

If you’re looking for reliable free editing software, you’ve got several great options at your disposal. Each tool serves different needs, whether you’re a beginner or more experienced. For instance, DaVinci Resolve offers professional-grade features, whereas CapCut stands out for its user-friendly design. Clipchamp provides a web-based solution for quick edits, and ACDSee Luxea is customized for serious beginners. Canva simplifies the editing process with its intuitive interface. Let’s explore these options further to find the best fit for your projects. Key Takeaways DaVinci Resolve offers professional-grade editing tools, including advanced color correction and audio features, suitable for both novices and experienced editors. CapCut is user-friendly, designed for quick content creation with keyframe animations and auto captions for improved accessibility. Clipchamp provides a straightforward web-based editing platform with multi-track editing and free templates, perfect for beginners needing quick edits. ACDSee Luxea Video Editor caters to serious beginners and intermediates, supporting 4K video and offering features like screen recording for tutorials. Canva simplifies video editing with a drag-and-drop interface, basic editing functions, and access to a library of royalty-free music and stock clips. DaVinci Resolve: Professional-Grade Editing for Free If you’re looking for professional-grade editing software without the hefty price tag, DaVinci Resolve stands out as an outstanding option. This software is often hailed as one of the best free editing software for Mac, offering advanced tools that cater to both novice and experienced editors. With its unique Cut page, you can quickly edit videos, whereas the Edit page gives you full timeline control for detailed projects. DaVinci Resolve thrives in color correction, featuring industry-standard grading tools and advanced tracking capabilities. In addition, it includes pro-level audio tools and motion graphics, all integrated within the timeline. For creators focused on YouTube, this software provides an extensive suite of features, making it a top choice among good editing programs for YouTube videos. CapCut: User-Friendly Editing for Short and Long-Form Content CapCut offers a user-friendly platform that caters to both short-form and long-form video content, making it a versatile choice for all types of creators. Developed by the team behind TikTok, it includes features like keyframe animations and auto captions, enhancing your videos’ professionalism and accessibility. Its intuitive timeline editor and drag-and-drop functionality simplify the editing process, perfect for beginners and efficient for experienced editors. Feature Description Keyframe Animations Add dynamic effects to your videos Auto Captions Improve accessibility for viewers No Watermark Exports Deliver polished final products Intuitive Interface Quick and easy editing experience Free with Pro Options Access advanced features if needed With its capabilities, CapCut ranks among the best film editing apps for iPhone and is a solid choice for good free editing software. Clipchamp: Accessible Web-Based Editing for Beginners For those seeking a straightforward and accessible video editing solution, Clipchamp emerges as a compelling option. This web-based software runs smoothly in Chrome or Edge, so you won’t need a high-end computer to get started. Clipchamp offers multi-track editing, allowing you to work with various video and audio layers, which is useful for creating detailed projects. With its free version, you can export videos in 1080p, making it one of the best video editing software for MacBook users who want quality without spending money. Furthermore, you’ll find a diverse library of free templates and assets, perfect for easing beginners into the editing process. Overall, it stands out as an affordable video editing software ideal for quick edits on-the-go. ACDSee Luxea Video Editor: Great for Serious Beginners and Intermediates Designed particularly for serious beginners and intermediates, ACDSee Luxea Video Editor offers a user-friendly interface that simplifies the video creation and editing process. This software is particularly valuable for users interested in music video editing, as it supports keyframing for precise control over animations and effects. With 4K video support, you can produce high-quality content with ease. Furthermore, it includes features for screen and webcam recording, making it versatile for tutorials and presentations. Whereas the free version adds an intro and outro and restricts commercial use, it’s excellent for personal projects. If you’re seeking good video editing programs for Mac, ACDSee Luxea is a great option for efficient video creation without a steep learning curve. Canva: Simple Video Editing With a Clean Interface If you’re looking for a straightforward and accessible video editing tool, Canva stands out with its user-friendly, drag-and-drop interface. This budget video editing software is perfect for beginners and casual users alike. Here are some key features you’ll appreciate: Basic editing functions like trimming, splitting, and adding changes. A library of royalty-free music and stock video clips to improve your projects. An intuitive design that makes it easy to create engaging videos without complexity. Upgrade options with Canva Pro for advanced features such as background removal. Frequently Asked Questions What Editing Software Do Most Creators Use? Most creators use a variety of editing software based on their specific needs. For instance, DaVinci Resolve is popular for its advanced features like color grading, whereas iMovie appeals to Mac users for its simplicity. Adobe Premiere Rush is chosen for quick edits, and Kdenlive is favored in the open-source community for its robust tools. Beginners often opt for Clipchamp because of its user-friendly, web-based platform, which allows for easy drag-and-drop editing. What Is the Best Completely Free Editing Software? The best completely free editing software depends on your needs. DaVinci Resolve stands out for its professional-grade tools, including advanced color correction and audio editing. If you prefer an open-source option, Kdenlive offers multitrack editing and keyframeable effects. For Mac users, iMovie provides user-friendly features like stabilization. Shotcut is versatile with crucial tools, whereas Lightworks gives a taste of high-end editing, though it limits exports to 720p. Choose based on your specific requirements. What Do Youtubers Use to Edit for Free? Many YouTubers edit their videos for free using various software options. DaVinci Resolve offers professional features, including color correction and motion graphics. iMovie provides a user-friendly experience for Mac users. Kdenlive supports multitrack editing and extensive effects as an open-source tool. Clipchamp, integrated into Windows 11, is great for quick edits. CapCut, developed by TikTok‘s team, features intuitive tools like auto captions and background removers, appealing to creators of all content types. Is Capcut Worth It? CapCut is definitely worth considering if you’re looking for effective video editing software. It offers a user-friendly interface, allowing you to easily arrange clips with its drag-and-drop functionality. You’ll find advanced features like keyframe animations and auto captions helpful for enhancing your videos. Plus, you can export your projects without watermarks, giving them a professional touch. Whereas some features require a Pro subscription, the free version covers a lot of ground for creators. Conclusion To sum up, choosing the right free editing software depends on your specific needs and skill level. DaVinci Resolve offers advanced features for those ready to plunge deep into editing, whereas CapCut provides quick solutions for engaging content. If you prefer web-based tools, Clipchamp is a solid choice. For serious beginners, ACDSee Luxea Video Editor offers intuitive options, and Canva simplifies the process with its user-friendly design. Each of these tools can improve your creative projects effectively. Image via Google Gemini This article, "5 Good Free Editing Software Options for Every Creator" was first published on Small Business Trends View the full article

If you’re looking for reliable free editing software, you’ve got several great options at your disposal. Each tool serves different needs, whether you’re a beginner or more experienced. For instance, DaVinci Resolve offers professional-grade features, whereas CapCut stands out for its user-friendly design. Clipchamp provides a web-based solution for quick edits, and ACDSee Luxea is customized for serious beginners. Canva simplifies the editing process with its intuitive interface. Let’s explore these options further to find the best fit for your projects. Key Takeaways DaVinci Resolve offers professional-grade editing tools, including advanced color correction and audio features, suitable for both novices and experienced editors. CapCut is user-friendly, designed for quick content creation with keyframe animations and auto captions for improved accessibility. Clipchamp provides a straightforward web-based editing platform with multi-track editing and free templates, perfect for beginners needing quick edits. ACDSee Luxea Video Editor caters to serious beginners and intermediates, supporting 4K video and offering features like screen recording for tutorials. Canva simplifies video editing with a drag-and-drop interface, basic editing functions, and access to a library of royalty-free music and stock clips. DaVinci Resolve: Professional-Grade Editing for Free If you’re looking for professional-grade editing software without the hefty price tag, DaVinci Resolve stands out as an outstanding option. This software is often hailed as one of the best free editing software for Mac, offering advanced tools that cater to both novice and experienced editors. With its unique Cut page, you can quickly edit videos, whereas the Edit page gives you full timeline control for detailed projects. DaVinci Resolve thrives in color correction, featuring industry-standard grading tools and advanced tracking capabilities. In addition, it includes pro-level audio tools and motion graphics, all integrated within the timeline. For creators focused on YouTube, this software provides an extensive suite of features, making it a top choice among good editing programs for YouTube videos. CapCut: User-Friendly Editing for Short and Long-Form Content CapCut offers a user-friendly platform that caters to both short-form and long-form video content, making it a versatile choice for all types of creators. Developed by the team behind TikTok, it includes features like keyframe animations and auto captions, enhancing your videos’ professionalism and accessibility. Its intuitive timeline editor and drag-and-drop functionality simplify the editing process, perfect for beginners and efficient for experienced editors. Feature Description Keyframe Animations Add dynamic effects to your videos Auto Captions Improve accessibility for viewers No Watermark Exports Deliver polished final products Intuitive Interface Quick and easy editing experience Free with Pro Options Access advanced features if needed With its capabilities, CapCut ranks among the best film editing apps for iPhone and is a solid choice for good free editing software. Clipchamp: Accessible Web-Based Editing for Beginners For those seeking a straightforward and accessible video editing solution, Clipchamp emerges as a compelling option. This web-based software runs smoothly in Chrome or Edge, so you won’t need a high-end computer to get started. Clipchamp offers multi-track editing, allowing you to work with various video and audio layers, which is useful for creating detailed projects. With its free version, you can export videos in 1080p, making it one of the best video editing software for MacBook users who want quality without spending money. Furthermore, you’ll find a diverse library of free templates and assets, perfect for easing beginners into the editing process. Overall, it stands out as an affordable video editing software ideal for quick edits on-the-go. ACDSee Luxea Video Editor: Great for Serious Beginners and Intermediates Designed particularly for serious beginners and intermediates, ACDSee Luxea Video Editor offers a user-friendly interface that simplifies the video creation and editing process. This software is particularly valuable for users interested in music video editing, as it supports keyframing for precise control over animations and effects. With 4K video support, you can produce high-quality content with ease. Furthermore, it includes features for screen and webcam recording, making it versatile for tutorials and presentations. Whereas the free version adds an intro and outro and restricts commercial use, it’s excellent for personal projects. If you’re seeking good video editing programs for Mac, ACDSee Luxea is a great option for efficient video creation without a steep learning curve. Canva: Simple Video Editing With a Clean Interface If you’re looking for a straightforward and accessible video editing tool, Canva stands out with its user-friendly, drag-and-drop interface. This budget video editing software is perfect for beginners and casual users alike. Here are some key features you’ll appreciate: Basic editing functions like trimming, splitting, and adding changes. A library of royalty-free music and stock video clips to improve your projects. An intuitive design that makes it easy to create engaging videos without complexity. Upgrade options with Canva Pro for advanced features such as background removal. Frequently Asked Questions What Editing Software Do Most Creators Use? Most creators use a variety of editing software based on their specific needs. For instance, DaVinci Resolve is popular for its advanced features like color grading, whereas iMovie appeals to Mac users for its simplicity. Adobe Premiere Rush is chosen for quick edits, and Kdenlive is favored in the open-source community for its robust tools. Beginners often opt for Clipchamp because of its user-friendly, web-based platform, which allows for easy drag-and-drop editing. What Is the Best Completely Free Editing Software? The best completely free editing software depends on your needs. DaVinci Resolve stands out for its professional-grade tools, including advanced color correction and audio editing. If you prefer an open-source option, Kdenlive offers multitrack editing and keyframeable effects. For Mac users, iMovie provides user-friendly features like stabilization. Shotcut is versatile with crucial tools, whereas Lightworks gives a taste of high-end editing, though it limits exports to 720p. Choose based on your specific requirements. What Do Youtubers Use to Edit for Free? Many YouTubers edit their videos for free using various software options. DaVinci Resolve offers professional features, including color correction and motion graphics. iMovie provides a user-friendly experience for Mac users. Kdenlive supports multitrack editing and extensive effects as an open-source tool. Clipchamp, integrated into Windows 11, is great for quick edits. CapCut, developed by TikTok‘s team, features intuitive tools like auto captions and background removers, appealing to creators of all content types. Is Capcut Worth It? CapCut is definitely worth considering if you’re looking for effective video editing software. It offers a user-friendly interface, allowing you to easily arrange clips with its drag-and-drop functionality. You’ll find advanced features like keyframe animations and auto captions helpful for enhancing your videos. Plus, you can export your projects without watermarks, giving them a professional touch. Whereas some features require a Pro subscription, the free version covers a lot of ground for creators. Conclusion To sum up, choosing the right free editing software depends on your specific needs and skill level. DaVinci Resolve offers advanced features for those ready to plunge deep into editing, whereas CapCut provides quick solutions for engaging content. If you prefer web-based tools, Clipchamp is a solid choice. For serious beginners, ACDSee Luxea Video Editor offers intuitive options, and Canva simplifies the process with its user-friendly design. Each of these tools can improve your creative projects effectively. Image via Google Gemini This article, "5 Good Free Editing Software Options for Every Creator" was first published on Small Business Trends View the full article

New York Attorney General Letitia James is demanding more information about Instacart’s recent, and highly controversial, price tests, and suggesting that the scheme—which saw customers charged notably different prices for the same products, when offered at the same stores—might have violated a new state law. Late last year, Consumer Reports and the Groundwork Collaborative released an investigation that found that a single item posted on Instacart could have as many as five different prices, and that costs for a single item could range from just seven cents to $2.56. The investigation found that while some prices changed, and some differed only marginally, for some items—including Oscar Mayer turkey and Skippy peanut butter—they could vary by more than 20 percent. In response to the widespread outcry and accusations that Instacart had deployed surveillance pricing, the company turned off technology that, it argued, had sought only to allow retailers who wanted to experiment with prices offered at their own stores. Instacart denied ever using demographic information to set prices, or using “dynamic pricing or surveillance pricing.” “Pricing is complex, and retailers have long used different approaches across different markets,” wrote the company in a blog. “Just as prices can vary between physical store locations, retail partners may continue to vary item prices on a store-by-store basis on Instacart.” In a letter sent on Thursday, the New York attorney general’s office suggests that Instacart’s test may have violated a new state law, the Algorithmic Pricing Disclosure Act. The legislation went into effect in November and bans platforms from using algorithmic pricing without clear, prior disclosure to customers. It’s one of the first laws in the country that requires companies to be this transparent. New York is accusing Instacart of burying its disclosures. In the letter, the attorney general’s office says that Instacart’s “disclosure on a page linked to certain retail stores’ front pages” was “accessed by clicking fine print text” and wasn’t “clear and conspicuous.” Moreover, the office argues the prices didn’t appear on “category pages listing product prices” or “on individual product pages displaying price,” as required by law. New York is now asking for more details from Instacart about its price setting agreements, the tools the company used to control displayed prices, and information about its efforts to meet the standards set out in New York law. “Charging different prices for the exact same products leaves shoppers feeling cheated and threatens to raise costs at a time when consumers are already paying too much at the grocery store,” James said in a statement. “Instacart’s pricing experiments raise serious concerns about its use of algorithmic pricing.” View the full article

Fast-casual salad chain Salad and Go is closing more stores and exiting Texas and Oklahoma completely. The eatery will close a total of 32 stores, 25 in Texas and seven in Oklahoma, by January 11. The closures will impact around 600 employees. The company will also close its Dallas headquarters and relocate to Phoenix. Salad and Go operates as a drive-through and grab-and-go business, known for affordable salads, wraps, and other healthy menu items. The fast-casual chain was founded in 2013 in Gilbert, Arizona. Salad and Go began rapid expansion efforts in 2022. However, the salad chain has recently been reducing its retail footprint, closing 41 of its stores in September 2025. Salad and Go will focus its efforts in its home state of Arizona Until recently, the salad chain served customers in four states: Arizona, Nevada, Oklahoma, and Texas. Moving forward, it will only operate restaurants in Arizona and Nevada. “After assessing our business, we made the decision to exit our Texas and Oklahoma markets and refocus on strengthening our core operations in Arizona and Nevada,” CEO Mike Tattersfield told Fast Company in an email. “By consolidating our operations at our Phoenix area headquarters, we can focus on what matters most: food quality, menu innovation, guest experience and building for long-term growth.” “We’re grateful to our team members in Texas and Oklahoma for the care they brought every day, and we deeply appreciate the communities that welcomed Salad and Go,” Tattersfield said. Tattersfield, who is the former president and CEO of Krispy Kreme, joined Salad and Go in April 2025. Tattersfield also told the Phoenix Business Journal that the closures are the result of the economic burden of a flawed expansion plan and a large central kitchen in Dallas: “We were so focused on expanding out in Texas and other areas and we neglected Arizona,” he told the journal. View the full article

The dreaded performance review draws the ire of employees and managers alike. Workers fret that reviews fail to capture the full scope of their work, or that they are an unfair assessment of their performance. For managers, reviews can be a time-consuming nuisance and involve the challenging task of delivering tough feedback. But a new study from Cornell University finds that the structure of the performance review can have a huge impact on how workers feel about them. Over the last decade, a number of companies have revamped their performance reviews, seemingly to address the long-standing pain points. The likes of Goldman Sachs and Morgan Stanley have moved away from numerical ratings, while tech companies like Microsoft eliminated stack rankings (reviews that essentially rank employees against their colleagues) and Adobe eliminated reviews altogether. (More recently, however, tech giants like Google and Meta have actually pushed for more stringent evaluations of employees and, in turn, lower ratings.) The Cornell researchers examined how the shift away from numerical reviews has influenced employee sentiment. Emily Zitek, a professor of organizational behavior, and her coauthors analyzed how employees feel about performance reviews that emphasize “narrative” or qualitative feedback over numerical rankings. The team looked at three different performance review formats: those that exclusively used either numerical ratings or narrative feedback, and those that employed a mix of both. What the researchers found overall was that employees believed performance reviews were, in fact, more fair when they did not have numbers attached and were purely narrative-driven. “Even if they’re given kind of average numbers versus wording that says they were very average, it feels more fair if they just see the words and not the numbers,” Zitek says. “So we thought that was very interesting. We were originally expecting the combined feedback to still be viewed positively, but people didn’t like the numbers within that either.” Employees were also more likely to want to improve their performance if they received narrative feedback—and, more notably, if they felt their review was fair. “Obviously, one of the goals is improvement,” Zitek says. “[If you’re] just giving people numbers, they don’t know as much about what they need to do to perform better.” But there was an exception: If their reviews were very positive, then people perceived them as fair, regardless of format. “People love knowing if they’re at the top,” Zitek says. More average ratings, on the other hand, seem to betray an employee’s self-perception—which is why a more middling review feels more palatable if there is no number attached. “Psychology research has shown a lot of people think they are above average, or that they’re doing better than they are,” Zitek adds. “When they get narrative-only feedback, they’re able to maintain that view because there’s no explicit information showing that they didn’t do well.” That’s one of the reasons Zitek and her coauthors argue there is still a place for numerical ratings, in spite of the study’s findings: If one of the goals of performance reviews is to determine raises and bonuses, then including numbers-based feedback can be important—and arguably more fair. “If employees are deluding themselves that they’re performing really well, sometimes it helps to have the number,” she says. “Sometimes you want employees to realistically know where they stand. And yes, they’re going to be mad about it; they’re not going to think it’s fair. But that could be important.” The reality is that many companies still rely on numerical ratings to make decisions about compensation—and if they stop using those metrics in reviews, they may still utilize a ranking system without informing employees. “If the company is going to want some kind of number anyway, it seems worse to not tell the employee that number,” Zitek says. “And that’s what some companies are doing—they have shadow rankings behind the scenes. They don’t tell them to the employees, and then employees are like, ‘Wait, why did I get a smaller bonus than this other person?’” Regardless of format, one of the most frequent critiques of performance reviews is that they are vulnerable to bias. Even if reviews are standardized across a company, your performance rating can be impacted by a number of variables and often hinges on how your manager or team approaches reviews. A narrative component can help address this issue—but that still depends on how managers are trained and whether they understand the value of proffering real feedback. To ensure managers actually commit to the review process, Zitek says, it’s important for employers to emphasize the purpose of providing thoughtful feedback. “People are more willing to do things if they know why they’re doing it,” she says. “So it could just be making an effort to convince the managers [that] this isn’t just another box to check.” It’s also crucial that managers are trained on how to give constructive performance feedback, she adds—something that many employers fail to do effectively—and that they offer it at a more regular cadence so employees are not surprised when their review rolls around. “Feedback can be uncomfortable to give sometimes,” Zitek says. “But it’s more uncomfortable later if they don’t get promoted and don’t understand why—and they could have been performing better the entire time if they were given that feedback.” View the full article

Five Republicans join Democrats in advancing legislation that halts further strikes without Congress’s approvalView the full article

FCC says President The President is 'unleashing American innovation' with the purported creation of a new class of Wi-Fi devices. The post FCC to vote on expanding outdoor 6 GHz Wi-Fi rules to higher powers using geofencing appeared first on Wi-Fi NOW Global. View the full article

Shares in the New York-listed members’ club sank more than 20% following announcement by MCR HotelsView the full article

The 30-year fixed remains in its current range, but most expect the rate to reach 6% for 2026, and one observer feels it could actually break under this point. View the full article

If you had a severe case of the Sunday Scaries last weekend, you are not alone. It’s a sentiment many have been sharing online. Ready or not, with it comes an influx of unread emails, meeting invites, and responsibilities—smugly pushed to the New Year in the last weeks of December—now coming back to haunt us all. Indeed, the first Monday of the year is the Monday-est Monday of all. “Oh god,” one TikTok user posted on Monday 6th. “Everyone is circling back.” “Worst aesthetic ever: Back to work in the first week of jan,” another wrote, riffing on TikTok’s “rare aesthetic” trend. Some have used the lyrics to The Smiths’ “Heaven Knows I’m Miserable Now” to sum up the feeling of corporate workers logging back on the first Monday of the year. After weeks of late nights of holiday fun, overindulgence, friends and family time and a slower pace of life, the abrupt shift back to the corporate grind can trigger feelings of anxiety in even the most enthusiastic of employees. “Monday 5th January isn’t for the weak,” another TikTok user wrote in the caption of a clip. “The idea of an unwanted convo at 9am on Monday 5th,” the closed captions reads, soundtracked to frantic voiceovers sputtering workplace jargon, including KPIs, decks, emails, and Salesforce. If this week so far you’ve felt unusually slow, unfocused, or overwhelmed, you’re likely experiencing what is commonly referred to as the “holiday hangover,” or January blues. These feelings are not unique to one generation or another, and tend to resurface like clockwork come January each year. As another TikTok user wrote: “The way I logged on after two weeks off only to realise i can barely remember what i was doing when I left or what im supposed to be doing now so im lowkey terrified and every email and teams alert feels like a jack-in-the-box.” Relatable. While time off work over the holidays has been linked to reduced stress and overall improved health, these benefits tend to vanish relatively quickly once back to work. And research has shown when workers are expected to hit the ground running after a break, they often experience depleted energy, focus and motivation. Reestablishing some semblance of routine post-holidays is essential for keeping the January blues to a minimum. This means fixing sleep schedules after going to bed consistently after midnight and waking up at midday for the past few weeks. Giving up the chocolate and leftovers from the fridge diet and going back to overnight oats and desk salads. And not only having to remember what day of the week it is, but also spending the next few months mistakenly writing 2025, crossing it out, and rewriting 2026. The key is to keep expectations low. If you simply showed up, caught up on the post-holiday small talk with colleagues, and made it to 5 p.m.? Honestly—that’s enough for this week. View the full article

American Airlines will begin offering free, high-speed Wi-Fi on flights beginning this month. The airline made the announcement this week in a press release, explaining that the service will extend to around two million flights in 2026. However, not all fliers will receive the perk. The new service will be sponsored by wireless provider AT&T. “Free high-speed Wi-Fi isn’t just a perk—it’s essential for today’s travelers,” said Heather Garboden, chief customer officer at American Airlines, in the release. The rollout won’t kick off all at once, the announcement explained, but instead will happen in phases. This month, the service will be available only on “narrowbody and dual-class regional fleets,” the announcement says. But in just a few months, it will be made available on “nearly every American Airlines flight.” Who gets free, high-speed Wi-Fi? While the service will be available on almost all flights, it’s not for everyone. Eligible fliers have to be in the airline’s loyalty program, AAdvantage. If you aren’t a member but want to become one, you can sign up for a free account on the American Airlines website by providing a few personal details. Doing so will enable you to start earning miles, loyalty points, and free Wi-Fi on flights. How can AAdvantage® members access free Wi-Fi on their flights? Accessing free Wi-Fi for AAdvantage members can be accomplished through the new and improved aainflight.com portal. Customers will be asked to log in using their AAdvantage® membership number and password. Then, they can select “Free Wi-Fi” to start using the service. If you don’t have access to free Wi-Fi, it’s available on most American Airlines flights for $10. Who else offers free Wi-Fi? Not having to pay for Wi-Fi is certainly a desirable perk for fliers. However, American Airlines is not the first to offer it. Many U.S. airlines, like Delta, United, Alaska Airlines, Hawaiian Airlines, and Southwest, also ensure free Wi-Fi for loyalty members. However, JetBlue remains the only U.S. airline that offers free Wi-Fi to all travelers on most of its flights—a service it first rolled out in 2013. By January 2017, the service was extended to all flights. Wi-Fi for non-members costs around $8 to $10 on most carriers. But for longer, international flights, prices can go up to as much as $35. Frequent fliers, especially those who are traveling internationally often and want Wi-Fi access, can save money by purchasing monthly Wi-Fi passes on their preferred airline, rather than paying for the service on each and every flight. View the full article

We may earn a commission from links on this page. When shopping for cordless power tools, you'd think you could simply purchase the best option of each to fit your needs. But there's a big problem that makes this a lot harder (and more expensive) than it should be: battery incompatibility. By design, you can’t simply pop a Ryobi battery into a DeWalt tool and expect it to work. Engineering decisions aside, using proprietary batteries allows companies to create a sort of obligatory brand loyalty, forcing you to stick with their line of tools unless you want to invest in a whole new set of batteries for every new tool you buy. If you've been building your cordless tool collection for some time, you may wind up with four or five different chargers and multiple batteries cluttering your workspace. And that clutter can be expensive, because you wind up buying more chargers and batteries than you might not need if batteries were interchangeable. But it turns out they are, sort of. You can actually swap batteries between brands—you just need the right adapters. Adapters let you swap tool batteries between brandsThere are two kinds of battery adapters to consider: Inter-brand adapters allow you to use one brand’s batteries in another brand’s tool (like DeWalt batteries in Milwaukee tools). Voltage adapters allow you to use a different voltage battery than the tool expects (say, a 20-volt battery in a 18-volt tool). These adapters are a fairly simple solution to the problem of incompatible battery systems. If you have a lot of DeWalt tools, for example, you can purchase a Milwaukee tool without a battery (which will be cheaper) and just use an adapter to plug in one of the DeWalt batteries you already have. Of course, these batteries weren’t specifically designed for these tools, so there can be some trade-offs. While tool performance has been found to be broadly similar (and some tools even performed better when using batteries from different brands), for some tools (like grinders and some circular saws) there’s a dropoff in power and performance when using an adapter. That said, you might not notice it if you're just looking to tackling simple DIY projects around the house. Another caveat to consider: You might lose some features. Some tools are designed to communicate with the battery to modulate power draw in order to extend the life of the battery, and using an adapter will remove this functionality. But again, if you’re simply using a power drill for basic maintenance tasks, this might not be a huge issue for you. Universal adapters are a good solution if you own a bunch of brandsIf you’ve got a bunch of disparate tool brands, of course, buying multiple adapters might not seem like much of an improvement over your collection of batteries and chargers. If this is you, consider something like the Ceenr PDNation Universal Battery System, which provides an 18-volt battery and a series of adapters that allow it to be used in a wide range of power tools, including major brands like Ryobi, Milwaukee, and DeWalt. For example, you can buy a battery with an adapter for DeWalt tools, then buy a second adapter for the same battery that will work with Makita tools. This means you can standardize on one battery system for pretty much any tool you buy (it’s not a truly universal system, since you’re dependent on the range of adapters they offer, but it’s probably close enough for most people). As with other adapters, there can be some performance loss using a universal adapter, but by and large, it’s probably not a big issue if you’re doing work around the house, as opposed to working professionally on a job site. View the full article

Google's Robby Stein explains why AI Overviews appear for some searches but not others, describing an engagement-based system. The post Google: AI Overviews Show Less When Users Don’t Engage appeared first on Search Engine Journal. View the full article

Across-the-board decreases across all loan types drove the Mortgage Bankers Association's full credit availability index to its lowest in three months. View the full article

Shares in Danish territory’s biggest bank have risen 33% this weekView the full article

If you’re considering a career in background screening, there are several key roles worth exploring. Positions like Background Check Analyst and Compliance Officer are vital in ensuring organizations meet legal standards. Roles such as Employment Verification Specialist and Screening Coordinator focus on vetting candidates effectively. Meanwhile, Data Privacy Specialists and Risk Assessment Consultants help manage sensitive information and assess potential risks. Each role plays a critical part in a growing field that demands precision and expertise. What might suit you best? Key Takeaways Background Check Analysts are in high demand for conducting thorough criminal checks and ensuring compliance with Texas laws. Employment Verification Specialists streamline hiring by verifying candidates’ employment histories while maintaining data privacy compliance. Screening Coordinators manage the entire background check process, ensuring accuracy and adherence to legal requirements and company policies. Compliance Officers develop programs to mitigate legal risks associated with background checks and stay updated on laws like the FCRA. Data Privacy Specialists ensure screening processes align with privacy laws, conducting audits and preparing incident response plans to protect candidate information. Background Check Analyst A Background Check Analyst plays an important role in the hiring process by ensuring that potential employees meet an organization’s standards through thorough screenings. You’ll conduct extensive investigations, including criminal background checks in Texas, employment verification, and credit checks, to confirm candidates’ eligibility. Proficiency in specialized software and databases is imperative, as it helps you gather and analyze information efficiently. With a sharp eye for detail, you’ll identify discrepancies in applicants’ information and report your findings to employers. It’s crucial to stay updated on Texas background check laws and regulations, ensuring compliance to protect the organization from legal risks. As background checks in Texas become increasingly important, the demand for skilled analysts is on the rise, particularly in sectors like JPMorgan Chase, healthcare, and education. This makes the role of a Background Check Analyst both a growing career option and a central component of effective hiring practices. Compliance Officer Guaranteeing compliance with legal standards and internal policies is fundamental for organizations, especially regarding employment background checks and data privacy regulations. As a Compliance Officer, you’ll play a significant role in developing and implementing compliance programs that protect your organization from legal risks. Here are key responsibilities to reflect on: Understand legislation like the Fair Credit Reporting Act (FCRA) to navigate background checks effectively. Conduct audits to assess the accuracy and consistency of screening processes, minimizing legal complications. Stay updated on technological advancements to secure data in background screening. Adapt to changes, such as the new law on background checks in Texas, to maintain compliance. In this growing field of background screening jobs, you’ll often find yourself addressing questions like “how long does a background check take in Texas?” Your expertise will be imperative in safeguarding your organization’s hiring practices. Data Privacy Specialist As a Data Privacy Specialist, you play an essential role in ensuring that background screening processes align with privacy laws like GDPR and FCRA. Your responsibilities include conducting audits of data handling practices to protect sensitive information and utilizing automated systems to improve data security. To excel in this position, you’ll need a solid grasp of legal frameworks, technical skills, and relevant certifications, paving the way for promising career growth in a field that’s increasingly in demand. Role Responsibilities Overview Data Privacy Specialists play a crucial role in safeguarding personal information collected during background screenings. You’ll find yourself ensuring compliance with data protection regulations like GDPR and CCPA, which is essential for any organization. Your responsibilities will include: Conducting regular audits to identify vulnerabilities in data handling practices. Developing and maintaining data privacy policies as you provide training on best practices. Collaborating with legal teams to manage risks and prepare incident response plans. Staying updated on evolving data privacy laws to advise on compliance strategies. Required Skills and Qualifications To excel as a Data Privacy Specialist, you need a solid grasp of data protection laws, including key regulations like GDPR and CCPA. Proficiency in data management tools and technologies is crucial for effectively handling sensitive information and implementing security measures. You should also possess strong analytical skills to assess data processing activities and identify potential risks related to data breaches or non-compliance. Excellent communication skills are fundamental for collaborating with cross-functional teams, educating employees on data privacy practices, and addressing concerns from stakeholders. Furthermore, relevant certifications, such as Certified Information Privacy Professional (CIPP), improve your qualifications and demonstrate your expertise in data privacy management, making you a valuable asset in this field. Career Growth Opportunities With the increasing demand for data protection as a result of evolving regulations, professionals in the field of data privacy can expect substantial career growth opportunities. Here are some key aspects to reflect on: Rising Market: The global data privacy market is projected to reach $4.5 billion by 2026, indicating a strong demand for expertise. Competitive Salaries: Average earnings for Data Privacy Specialists range from $70,000 to over $120,000 annually, depending on your experience and the industry. Evolving Compliance Standards: You’ll need to stay updated on regulations like GDPR and CCPA, which can improve your skill set. Continuous Learning: The role presents ongoing opportunities in cybersecurity and legal compliance, ensuring your skills remain relevant in a fast-paced environment. Employment Verification Specialist Employment Verification Specialists play a vital role in the hiring process by guaranteeing the accuracy of candidates’ employment histories. By contacting previous employers, you verify job titles, dates of employment, and reasons for leaving, which helps employers avoid hiring unqualified individuals. This position is significant since about 30% of resumes contain inaccuracies. You’ll often collaborate with Microsoft and recruitment teams to streamline the hiring process and provide timely updates on verification statuses. Familiarity with various tools and databases, alongside knowledge of data privacy laws, is necessary for success in this role. Here’s a quick overview of the key responsibilities: Responsibility Description Importance Confirm Employment History Validate job titles and dates Reduces hiring risks Collaborate with HR Work closely with recruitment teams Streamlines hiring process Maintain Compliance Guarantee adherence to privacy laws Protects candidate information Utilize Tools Use databases for efficient verification Increases accuracy Provide Updates Keep teams informed on verification status Improves communication Risk Assessment Consultant As organizations increasingly recognize the importance of thorough hiring practices, Risk Assessment Consultants have emerged as key players in evaluating potential candidates. These professionals analyze and evaluate risks associated with hiring, focusing on criminal history, credit reports, and previous employment verification. They use advanced data analytics and background screening tools to identify discrepancies, ensuring informed hiring decisions. The demand for Risk Assessment Consultants is rising, particularly in finance, healthcare, and technology sectors. Here are four reasons why this role is crucial: Reducing Risks: Effective risk assessments can lower employee-related incidents by up to 30%. Safeguarding Reputation: A thorough screening process protects organizations from potential liabilities. Enhancing Workplace Safety: Ensuring a trustworthy workforce contributes to a safer environment. Improving Hiring Quality: Extensive evaluations lead to better hiring decisions, benefiting overall company performance. With this significant role, companies can prioritize due diligence and risk mitigation in their hiring processes. Human Resources Manager Human Resources Managers play a significant role in shaping the recruitment environment, guaranteeing that organizations attract and retain qualified candidates during adherence to legal standards. You’re responsible for overseeing the recruitment process and implementing background screening to confirm candidates meet organizational and legal requirements. Staying updated on employment laws related to background checks is imperative, as it protects your organization from potential liabilities. You often collaborate with third-party screening providers to conduct thorough checks, including criminal history, employment verification, and education verification. A fundamental aspect of your role is balancing extensive background checks with fair hiring practices, especially considering “ban-the-box” legislation that limits inquiries into criminal history at the hiring stage. Furthermore, you develop and communicate internal policies regarding background screening, guaranteeing all hiring managers understand the importance and processes involved in vetting potential employees effectively. Your leadership is critical for maintaining a fair and compliant hiring environment. Screening Coordinator A Screening Coordinator plays an important role in managing the background check process for potential hires, guaranteeing compliance with both legal requirements and company policies. You’ll coordinate with third-party background screening providers and review reports to identify any red flags or discrepancies in candidates’ histories. Your strong organizational skills and attention to detail are significant, as you’ll handle multiple requests and maintain accurate records of screenings. Effective communication is also important; you’ll interact with candidates, hiring managers, and legal teams regarding findings and procedures. Here are some key responsibilities of a Screening Coordinator: Review and analyze background check reports to verify accuracy. Communicate findings clearly to relevant parties. Stay updated on legal requirements and company policies. Manage timelines to expedite the hiring process without compromising quality. This role is critical for making informed hiring recommendations and maintaining a trustworthy workforce. Frequently Asked Questions What Do Most Employers Use for Background Checks? Most employers use various methods for background checks to guarantee candidate reliability. They often conduct criminal history checks, especially for sensitive roles in education and healthcare. Employment verification confirms past job titles and responsibilities, meanwhile social media checks help evaluate a candidate’s public persona. For financial positions, credit report checks assess financial integrity. Furthermore, drug testing is common in safety-sensitive jobs to make sure candidates aren’t under the influence. Which Company Is Best for Background Verification? Choosing the best company for background verification depends on your specific needs. HireRight and Sterling offer thorough solutions, including criminal history and employment verification. GoodHire provides a customizable platform, whereas Checkr automates the process for quicker results. If speed is crucial, Accurate Background specializes in fast checks with a focus on data security. For global reach, First Advantage can help you screen candidates across multiple countries, catering to various business sizes and needs. What Background Check Do Most Employers Use for Employment? Most employers typically use criminal history checks as a primary part of the background screening process. These checks help guarantee candidates don’t pose safety risks. Furthermore, employment verification checks confirm a candidate’s job history and validate resumes. For roles with financial responsibilities, credit report checks are common to assess trustworthiness. Finally, education verification checks verify candidates have the necessary qualifications, whereas social media checks offer insight into a candidate’s online behavior. What Is the Hardest Background Check to Pass? The hardest background check to pass often involves a criminal history check. If you have multiple felony convictions or violent offenses, it can severely limit your job prospects. Employment verification checks can likewise be tough, especially with gaps in your history or negative references from past employers. Moreover, credit checks may pose challenges if you’ve experienced bankruptcy or poor credit, impacting your eligibility for specific roles, particularly in finance-related positions. Conclusion Considering a career in background screening can open doors to various roles that emphasize compliance and risk management. Each position, from a Background Check Analyst to a Human Resources Manager, plays a critical role in ensuring organizations maintain high standards in hiring practices. As the demand for thorough vetting continues to grow across industries like finance and healthcare, exploring these opportunities can lead to a rewarding career focused on safety, integrity, and data privacy. Image via Google Gemini and ArtSmart This article, "Top 7 Background Screening Jobs to Consider" was first published on Small Business Trends View the full article

If you’re considering a career in background screening, there are several key roles worth exploring. Positions like Background Check Analyst and Compliance Officer are vital in ensuring organizations meet legal standards. Roles such as Employment Verification Specialist and Screening Coordinator focus on vetting candidates effectively. Meanwhile, Data Privacy Specialists and Risk Assessment Consultants help manage sensitive information and assess potential risks. Each role plays a critical part in a growing field that demands precision and expertise. What might suit you best? Key Takeaways Background Check Analysts are in high demand for conducting thorough criminal checks and ensuring compliance with Texas laws. Employment Verification Specialists streamline hiring by verifying candidates’ employment histories while maintaining data privacy compliance. Screening Coordinators manage the entire background check process, ensuring accuracy and adherence to legal requirements and company policies. Compliance Officers develop programs to mitigate legal risks associated with background checks and stay updated on laws like the FCRA. Data Privacy Specialists ensure screening processes align with privacy laws, conducting audits and preparing incident response plans to protect candidate information. Background Check Analyst A Background Check Analyst plays an important role in the hiring process by ensuring that potential employees meet an organization’s standards through thorough screenings. You’ll conduct extensive investigations, including criminal background checks in Texas, employment verification, and credit checks, to confirm candidates’ eligibility. Proficiency in specialized software and databases is imperative, as it helps you gather and analyze information efficiently. With a sharp eye for detail, you’ll identify discrepancies in applicants’ information and report your findings to employers. It’s crucial to stay updated on Texas background check laws and regulations, ensuring compliance to protect the organization from legal risks. As background checks in Texas become increasingly important, the demand for skilled analysts is on the rise, particularly in sectors like JPMorgan Chase, healthcare, and education. This makes the role of a Background Check Analyst both a growing career option and a central component of effective hiring practices. Compliance Officer Guaranteeing compliance with legal standards and internal policies is fundamental for organizations, especially regarding employment background checks and data privacy regulations. As a Compliance Officer, you’ll play a significant role in developing and implementing compliance programs that protect your organization from legal risks. Here are key responsibilities to reflect on: Understand legislation like the Fair Credit Reporting Act (FCRA) to navigate background checks effectively. Conduct audits to assess the accuracy and consistency of screening processes, minimizing legal complications. Stay updated on technological advancements to secure data in background screening. Adapt to changes, such as the new law on background checks in Texas, to maintain compliance. In this growing field of background screening jobs, you’ll often find yourself addressing questions like “how long does a background check take in Texas?” Your expertise will be imperative in safeguarding your organization’s hiring practices. Data Privacy Specialist As a Data Privacy Specialist, you play an essential role in ensuring that background screening processes align with privacy laws like GDPR and FCRA. Your responsibilities include conducting audits of data handling practices to protect sensitive information and utilizing automated systems to improve data security. To excel in this position, you’ll need a solid grasp of legal frameworks, technical skills, and relevant certifications, paving the way for promising career growth in a field that’s increasingly in demand. Role Responsibilities Overview Data Privacy Specialists play a crucial role in safeguarding personal information collected during background screenings. You’ll find yourself ensuring compliance with data protection regulations like GDPR and CCPA, which is essential for any organization. Your responsibilities will include: Conducting regular audits to identify vulnerabilities in data handling practices. Developing and maintaining data privacy policies as you provide training on best practices. Collaborating with legal teams to manage risks and prepare incident response plans. Staying updated on evolving data privacy laws to advise on compliance strategies. Required Skills and Qualifications To excel as a Data Privacy Specialist, you need a solid grasp of data protection laws, including key regulations like GDPR and CCPA. Proficiency in data management tools and technologies is crucial for effectively handling sensitive information and implementing security measures. You should also possess strong analytical skills to assess data processing activities and identify potential risks related to data breaches or non-compliance. Excellent communication skills are fundamental for collaborating with cross-functional teams, educating employees on data privacy practices, and addressing concerns from stakeholders. Furthermore, relevant certifications, such as Certified Information Privacy Professional (CIPP), improve your qualifications and demonstrate your expertise in data privacy management, making you a valuable asset in this field. Career Growth Opportunities With the increasing demand for data protection as a result of evolving regulations, professionals in the field of data privacy can expect substantial career growth opportunities. Here are some key aspects to reflect on: Rising Market: The global data privacy market is projected to reach $4.5 billion by 2026, indicating a strong demand for expertise. Competitive Salaries: Average earnings for Data Privacy Specialists range from $70,000 to over $120,000 annually, depending on your experience and the industry. Evolving Compliance Standards: You’ll need to stay updated on regulations like GDPR and CCPA, which can improve your skill set. Continuous Learning: The role presents ongoing opportunities in cybersecurity and legal compliance, ensuring your skills remain relevant in a fast-paced environment. Employment Verification Specialist Employment Verification Specialists play a vital role in the hiring process by guaranteeing the accuracy of candidates’ employment histories. By contacting previous employers, you verify job titles, dates of employment, and reasons for leaving, which helps employers avoid hiring unqualified individuals. This position is significant since about 30% of resumes contain inaccuracies. You’ll often collaborate with Microsoft and recruitment teams to streamline the hiring process and provide timely updates on verification statuses. Familiarity with various tools and databases, alongside knowledge of data privacy laws, is necessary for success in this role. Here’s a quick overview of the key responsibilities: Responsibility Description Importance Confirm Employment History Validate job titles and dates Reduces hiring risks Collaborate with HR Work closely with recruitment teams Streamlines hiring process Maintain Compliance Guarantee adherence to privacy laws Protects candidate information Utilize Tools Use databases for efficient verification Increases accuracy Provide Updates Keep teams informed on verification status Improves communication Risk Assessment Consultant As organizations increasingly recognize the importance of thorough hiring practices, Risk Assessment Consultants have emerged as key players in evaluating potential candidates. These professionals analyze and evaluate risks associated with hiring, focusing on criminal history, credit reports, and previous employment verification. They use advanced data analytics and background screening tools to identify discrepancies, ensuring informed hiring decisions. The demand for Risk Assessment Consultants is rising, particularly in finance, healthcare, and technology sectors. Here are four reasons why this role is crucial: Reducing Risks: Effective risk assessments can lower employee-related incidents by up to 30%. Safeguarding Reputation: A thorough screening process protects organizations from potential liabilities. Enhancing Workplace Safety: Ensuring a trustworthy workforce contributes to a safer environment. Improving Hiring Quality: Extensive evaluations lead to better hiring decisions, benefiting overall company performance. With this significant role, companies can prioritize due diligence and risk mitigation in their hiring processes. Human Resources Manager Human Resources Managers play a significant role in shaping the recruitment environment, guaranteeing that organizations attract and retain qualified candidates during adherence to legal standards. You’re responsible for overseeing the recruitment process and implementing background screening to confirm candidates meet organizational and legal requirements. Staying updated on employment laws related to background checks is imperative, as it protects your organization from potential liabilities. You often collaborate with third-party screening providers to conduct thorough checks, including criminal history, employment verification, and education verification. A fundamental aspect of your role is balancing extensive background checks with fair hiring practices, especially considering “ban-the-box” legislation that limits inquiries into criminal history at the hiring stage. Furthermore, you develop and communicate internal policies regarding background screening, guaranteeing all hiring managers understand the importance and processes involved in vetting potential employees effectively. Your leadership is critical for maintaining a fair and compliant hiring environment. Screening Coordinator A Screening Coordinator plays an important role in managing the background check process for potential hires, guaranteeing compliance with both legal requirements and company policies. You’ll coordinate with third-party background screening providers and review reports to identify any red flags or discrepancies in candidates’ histories. Your strong organizational skills and attention to detail are significant, as you’ll handle multiple requests and maintain accurate records of screenings. Effective communication is also important; you’ll interact with candidates, hiring managers, and legal teams regarding findings and procedures. Here are some key responsibilities of a Screening Coordinator: Review and analyze background check reports to verify accuracy. Communicate findings clearly to relevant parties. Stay updated on legal requirements and company policies. Manage timelines to expedite the hiring process without compromising quality. This role is critical for making informed hiring recommendations and maintaining a trustworthy workforce. Frequently Asked Questions What Do Most Employers Use for Background Checks? Most employers use various methods for background checks to guarantee candidate reliability. They often conduct criminal history checks, especially for sensitive roles in education and healthcare. Employment verification confirms past job titles and responsibilities, meanwhile social media checks help evaluate a candidate’s public persona. For financial positions, credit report checks assess financial integrity. Furthermore, drug testing is common in safety-sensitive jobs to make sure candidates aren’t under the influence. Which Company Is Best for Background Verification? Choosing the best company for background verification depends on your specific needs. HireRight and Sterling offer thorough solutions, including criminal history and employment verification. GoodHire provides a customizable platform, whereas Checkr automates the process for quicker results. If speed is crucial, Accurate Background specializes in fast checks with a focus on data security. For global reach, First Advantage can help you screen candidates across multiple countries, catering to various business sizes and needs. What Background Check Do Most Employers Use for Employment? Most employers typically use criminal history checks as a primary part of the background screening process. These checks help guarantee candidates don’t pose safety risks. Furthermore, employment verification checks confirm a candidate’s job history and validate resumes. For roles with financial responsibilities, credit report checks are common to assess trustworthiness. Finally, education verification checks verify candidates have the necessary qualifications, whereas social media checks offer insight into a candidate’s online behavior. What Is the Hardest Background Check to Pass? The hardest background check to pass often involves a criminal history check. If you have multiple felony convictions or violent offenses, it can severely limit your job prospects. Employment verification checks can likewise be tough, especially with gaps in your history or negative references from past employers. Moreover, credit checks may pose challenges if you’ve experienced bankruptcy or poor credit, impacting your eligibility for specific roles, particularly in finance-related positions. Conclusion Considering a career in background screening can open doors to various roles that emphasize compliance and risk management. Each position, from a Background Check Analyst to a Human Resources Manager, plays a critical role in ensuring organizations maintain high standards in hiring practices. As the demand for thorough vetting continues to grow across industries like finance and healthcare, exploring these opportunities can lead to a rewarding career focused on safety, integrity, and data privacy. Image via Google Gemini and ArtSmart This article, "Top 7 Background Screening Jobs to Consider" was first published on Small Business Trends View the full article

Google is adding a slate of AI features to Gmail that could save some of the hassle of searching for important information buried in messages and threads. Many users will soon see a more personalized inbox with AI-powered suggestions, summaries, and proofreading support. Plus, some AI functionality that was previously available only to paid subscribers will be rolling out to all Gmail users, including Help Me Write, AI Overviews for threaded emails, and Suggested Replies. See personalized, AI-powered snapshots Gmail users will soon have an AI Inbox view with two sections. "Suggested to-dos" will show immediate action items found in your inbox, such as bills to be paid and appointments to be confirmed. The task will be bolded and followed by a summary and a link to the relevant email or thread. Below that, "Topics to catch up on" includes items that are less urgent (but still important), such as order status and event updates. AI Inbox is an optional toggle in the Gmail side panel. You won't see it immediately, though—the feature is being made available to those in Google's Trusted Tester program before launching for users more broadly "in the coming months." Get AI Overviews via Gmail searchGoogle AI Pro and Ultra subscribers will also be able to get AI Overviews from natural language questions typed into the Gmail search bar (just like a Google search). Instead of a running standard keyword search and clicking through multiple message threads, you'll be able to ask things like “Who was the plumber that gave me a quote for the bathroom renovation last year?” and get a detailed summary of information pulled from emails in your inbox. The response will also provide citations to specific threads. AI will proofread your emailsFinally, Gmail will have a built-in, AI-powered proofreading feature that will check grammar, tone, and style and analyze your emails for clarity and structure. Similar to third-party tools like Grammarly, you'll see one-click suggestions for fixing typos, simplifying sentence structure, selecting improving word choice, and making writing more concise. Like AI Overviews, Proofread will be limited to paid subscribers. Note that these AI features are optional and can be disabled, and Google says it does not use personal information or content to train its AI models. View the full article

Originators with less than $59 million in assets don't have to share their loan data with CFPB, as the semi-shuttered regulator continues mortgage oversight. View the full article