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6 Ways to Protect Your Clients by Hiring the Right Employees

Person Holding Hire Me Sign in CrowdIt goes without saying that any company’s goal when interviewing applicants for a new position is to hire the right employee. Everyone knows that employment searches are stressful for the job hunter, who has to go through filling out application after application, writing cover letter after cover letter, all for positions about which he or she may never hear back for. What many people fail to realize is that employment searches are also extremely stressful for the employers running them. Finding the “right” employee takes a wealth of resources, times, and commitment, from getting the word out about a job posting, to coordinating a uniform interview process that will judge all applicants by the same, unbiased criteria.

This process can sometimes take weeks or even months, so when an employee finally decides to issue an employment offer, they want to make sure they are hiring the right person. Finding the “right person” for a job means more than just hiring someone who can do the job at hand and bring valuable experience to table. On the contrary, the “right employee” needs to be someone that an employer can trust to represent their brand and carry their reputation, and won’t prove to be a liability to the company, its workers, its partners, its investors, or especially, to its customers.

From careless confrontations to violent outbursts, an employee who has an altercation with a customer can cost a company a lot of money and respect, whether due to lost business, or worse, because of legal difficulties. Luckily, a company can protect its customers – and thereby protect itself – by simply hiring an employee who will be respectful, trustworthy, and safe. Here are six steps your company should be taking to find such a customer-friendly worker.

1. Run criminal background checks: An employee with a history of assault, child abuse, or any other form of violent crime is a risk for a company to take on. This statement is especially true in jobs where the employee would be working, in a stressful environment, while serving customers, but also holds true for workplaces where co-worker disagreements or altercations could arise and escalate. The easiest way of spotting an applicant with a history of violence is to run a criminal background check. Look at local county, state, and federal criminal records, and also take a look at child abuse registries just to make sure you’ve covered all your bases.

2. Look at sex offender registries: Physical violence is not the only thing you have to worry about when considering your customers’ safety. An employee with a history of sex-related offenses or documented sexual aggression can present a liability to your company, your employees, and your customers alike. It goes without saying that known sex offenders need to be kept out of scenarios where they would be given close access to children, but in many cases, these criminals also just make customers and co-workers uncomfortable. If a sex offense does come up on a prospective employee’s record, look at the details of the offense and the length of time that has elapsed since it took place, then make the judgment call on whether or not you think hiring that person would represent a risk to anyone else’s safety.

3. Speak to former employers: Criminal records and sex offender registries won’t always necessarily contain every trace of an applicant’s violent or sexually aggressive behavior. Speaking with past employers can help you determine whether or not an applicant has a history of angry interactions with customers, sexually inappropriate behavior toward co-workers, or some mix of both. Since this behavior won’t always necessarily involve law enforcement, an old boss is often the best source for finding out whether an applicant will behave in a safe and respectful fashion at work.

4. Look at driving records: If the position at hand involves the operation of a motor vehicle or a heavy piece of machinery, then it is imperative that you include a driving record check in your pre-employment screening policy. Employers often look at driving records to avoid hiring applicants with DUI offenses, reckless driving charges, or other similar vehicular incidents. Obviously, such driving record red flags aren’t always grounds to disqualify someone from employment, but if the position is with a taxi driving company, a limo service, or a delivery business, such offenses are directly relevant and should be taken into account.

5. Verify licenses and certifications: Many positions in today’s job market require an applicant to acquire a special license or certification from a state or national governing board before they are allowed to work in a specific industry. From medical professionals to chauffer workers in the taxi and limo industries, these licenses can tell you whether or not an applicant is a trained professional or just a pretender. With that in mind, a background check that verifies the validity of such licenses is paramount, not only to ensuring the safety of your customers, but also to ensuring that your business won’t be held liable for irresponsible hiring practices if an accident should occur.

6. Run name history, alias, and Social Security checks: It’s an upsetting fact in the employment sector that not every person is honest. Every once in a while, you will encounter an applicant who is not who they say they are. This applicant may have changed his or her name to avoid troubles with courts and law enforcement agencies, or he or she may be an identity thief trolling for a new victim. In any case, dishonest employees who lie to you about their identity should raise a huge red flag, and are not a liability you should be willing to take on. After all, one of the last things you want to do is to leave sensitive customer information in the hands of a potential identity thief.



Guest Author, Michael Klazema

Michael Klazema has been developing products for pre-employment screening and improving online customer experiences in the background screening industry since 2009. He is the lead author and editor for Backgroundchecks.com. He lives in Dallas, TX with his family and enjoys the rich culinary histories of various old and new world countries.

Kavaliro Employment Agency has offices in Tampa, Fla., Charlotte, N.C., Orlando, Fla. and Washington, D.C. and can make sure you find the right people for this important role. We are ready and waiting to help you anytime and look forward to hearing from you. 


Kavaliro Q1 Newsletter – Time to Erupt!

Kavaliro BannerThe start of 2014 has come and gone, but Kavaliro’s Q1 newsletter “Time to Erupt!” has arrived to recap all of the exciting events Kavaliro has been involved in so far! It also highlights the efforts the company has made to help the employees know how important they are to the success of Kavaliro. Kavaliro’s employee conference was held in January to get the staff ready to “erupt” in 2014. With the Orlando Magic’s Pat Williams as a motivational speaker, the staff felt inspired and dedicated to make this year Kavaliro’s best so far. The leadership team continued to promote staff bonding and community involvement with their yearly March Madness competition, where the winning team will earn a donation to the charity of their choice from Kavaliro. It was a month full of employee and company recognition because Kavaliro is so proud of each one of their staff members. To check out the Q1 Newsletter click here: Kavaliro Newsletter – Time To Erupt!


Consultant of the Month

Consultant of the month imageKavaliro would like to recognize our employee, Paul Beach as the March Consultant of the Month for representing our pillar of Commitment.  Paul was nominated by his project manager, who said “He did a fantastic job on this critical system.” This project made it possible to satisfy the needs of a demanding industry and Paul as well as his team deserve this.

Thank you for all of your hard work, Paul.  Congratulations and we appreciate your excellence!

Kavaliro Employment Agency has offices in Tampa, Fla., Charlotte, N.C., Orlando, Fla., Washington, D.C., and Jacksonville, Fla. and can make sure you find the right people for this important role. We are ready and waiting to help you anytime and look forward to hearing from you. 


10 Job Interview Tips for New Grads


Spring Break is over, and for college seniors the last few months of school will fly by. Graduation can be one of the most exciting times, but also one of the most confusing. Spring is the time of year when students scramble to figure out what to do next. At Kavaliro, we meet with students from all over the country looking to make their first step into the working world. While every business is different in the specific skillsets they look for, there are some skills and attributes that are sure to impress every employer. You accomplished the first step, which is making your resume stand out enough to be selected, but the actual job interview is your next (and most important) chance to shine from the competition. Here are a few tips to help!

10. Be Punctual
Being on time is a basic skill that goes a long way. You should never keep a potential employer waiting; they will not want to hear any of your excuses. Being anywhere from 15 to 30 minutes early is an easy way to start the interview on a positive note. Kavaliro’s Managing Partner, Bill Peppler, suggests driving to the location the night prior, especially if it’s out of town, to make sure you are aware of your surroundings.

9. Dress for Success
You can’t redo a first impression with a future employer so make the first look great! Jacksonville Resource Manager, Jackie Grahame says, “The way you look is actually a critical factor in the decision making process. You can set the tone with your appearance before the interview even begins.” Even if a company’s attire is business casual on a daily basis, don’t attempt to dress like them because you haven’t been hired yet. Dress as a business professional, it shows that you are prepared to take on the most superior of tasks.

8. Clean Up Your “Social Resume”
In today’s world of social media, you never know when an employer may check on how you present yourself online. Graduates should make sure they are putting their best foot forward in person, but also on the web. With so many companies using social media to connect with their clients and customers, it is impressive for a company to see you are present on Twitter, Facebook, and LinkedIn.

7. Come Prepared
When interviewing for a new position, there is no such thing as being too prepared. There are a number of materials you can bring to show your prior experience that will be relevant to the current open position. Even if you send a copy of your resume, you should always come with multiple copies as you may be interviewed by multiple people. Any documents or projects that were well received from past internships or professors are always great for an employer to see. If you’re interviewing for a sales job and have a prior sales pitch from a project in school, you can go the extra mile to adapt it to the specific company. This shows initiative and knowledge of the business.

6. Focus on Key Accomplishments
 In your interview, you may be asked about your responsibilities and duties at your previous jobs or internships. While it is important to point out key tasks that will be helpful in the potential position, be sure to mention any of your notable accomplishments within your answer. Kavaliro’s Orlando Operations Manager, Stephanie Bruha explains, “We all know what a receptionist does, but what made you the best receptionist your team has ever had?”

5. Do Your Research
“Do your research, you will ALWAYS be asked in one way or another, what you know about the company,” says Kaity Ostrowsky, Resource Manager for Kavaliro Orlando.  The internet is a wonderful resource to learn just about anything before going into your interview. Knowing the company’s current happenings, and of course the actual job description, can be used to correlate your past experience with tasks you may be given in the position being hired for. Kavaliro’s Charlotte Director of MSP Delivery, Josh Ridgeway suggests getting to know the person who will be conducting the interview. “Ask who you will be interviewing with,” Ridgeway says. “Do some research on LinkedIn about this person and see if there are any common interests, such as college or social organizations. This can be a good ice breaker before the interview even starts.”

4. Ask Questions
While this may not be a deciding factor in their decision, employers will be impressed to hear what you’re looking to learn about the job. A good plan is to go in to an interview with at least one creative question, to demonstrate your curiosity and eagerness. Your questions may range from “Do you have a timeline for when you would like to fill this position,” to more in depth inquiries like, “If I were to start tomorrow, what would be my first task?” This will show that you came prepared, and that you are interested and engaged in the details of the position.

3. Speak Clearly
Using the correct terminology in an interview is very important. One skill that will impress an employer is being able to translate how your experiences, both academic and extracurricular, have prepared you for the position in which you’re interviewing for. You can do this by utilizing words in the job description. For example, if you’re a theater major, describe how you managed and promoted a play or musical production using your project management, creativity and sales skills.

2. Be Yourself
An interview is your time to shine. If you’re new to the interview process, don’t be afraid to be yourself. Company culture is a top priority to growing businesses. Certain technical skills can be taught, but having interpersonal or soft skills make you stand out to an employer. Kavaliro’s Charlotte Resource Manager, Ryley Fitzsimmons says, “With so many others with similar skills, employers often choose the candidate they’d like to work with on a day-to-day basis.”

1. Follow Up
Following up is essential. You should never feel like you are pestering a company, but rather know that you are showing interest. A genuine thank you note is one way to show your appreciation for the interview and interest in the job. “Post-interview, send a thank you letter no less than 24 hours after the interview. In the letter, thank the manager(s) for their time, point out how you are a match, and use specific items mentioned during the interview to demonstrate your were actively engaged in the interview,” says David Gilcher, Kavaliro’s Orlando Lead Resource Manager. “You always want to stand out to the company for good reason. A thank you letter is one of the best ways to do that.”

An important thing to remember is that everyone started somewhere. Many new graduates have issues being excited about an entry level role because they feel it is beneath them or the work isn’t as exciting. The point of each interview is to impress the hiring managers in order to move forward in the selection process. You may not ace every interview, but you can use each one as a learning experience for future opportunities. As the process moves forward, you may find the position and the company are exactly what you’re looking for. Remember, your first position is the launching platform for the rest of your career. If done correctly from the beginning, it can only go up from there. Good luck and congratulations on graduating!

Kavaliro Employment Agency has offices in Tampa, Fla., Charlotte, N.C., Orlando, Fla., Washington, D.C., and Jacksonville, Fla. and can make sure you find the right people for this important role. We are ready and waiting to help you anytime and look forward to hearing from you.


March Madness 2014

march mad

It’s that time again! Kavaliro will soon kick off their office’s annual March Madness events. This year Kavaliro has incorporated its strong community values into their office competition!

March Madness is the popular term for the fan frenzied and fast paced NCAA Basketball tournament that occurs during the month of March every year. The rapid speed of scheduled games and long list of teams competing gives this event it’s “madness” title. Fans participate by creating a process of elimination type bracket where they guess which team will be the final champion. Over the years the competition has made its way into offices across the nation. The spirit of the competition gives coworkers a chance to compete for possible incentives. It also allows them to bond and find camaraderie after the watching the games, and recapping together the next day.

Kavaliro uses March Madness for this exact purpose each year. Instead of trying to keep the excitement at bay during the work day, Kavaliro promotes the team bonding of the competition. The leadership team has found that it is a great way to bring together employees from each branch including Tampa, Orlando, Jacksonville, Charlotte and Washington D.C. In the past, the competitive nature and cooperation it takes to develop a bracket with a team has helped develop unique skills that transfer into the daily routine at Kavaliro. This year, Kavaliro plans to kick off its office competition on March 20th to get its teams excited.

Teams will consist of one Team Captain/Athlete (read about our in office athletes here) and four team members from each branch. Each team will meet up or Skype to their long distance team mates and choose their picks for the March Madness bracket. The way the prize works for the competition this year is that each team will choose a charity to play for. In the end, Kavaliro will make a donation to the winning team’s charity!

At the core of Kavaliro is a community of people who come from all different places and experiences, which is why giving back is always a top priority for the company. The March Madness competition gives Kavaliro a chance to bond as a team. The team who wins will certainly feel victorious, but all of Team Kavaliro will feel like winners because they are giving back to a great cause. Good luck to all of our teams!!



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