6/16/2013 Talking Employment Background Checks at 2013 SHRM Annual Conference

It’s that time of year again kids.  So get your HR freak on and head to Chicago for the 2013 Annual SHRM Conference, June 16-19, 2013. As always, EmployeeScreenIQ will be there talking all things Employment Background Checks.

So, please stop by booth #1335 and say hello.  This year, we’ll be raffling off six Apple TV’s and a Parrot AR Drone 2.0!  And because we know that no one walks the trade show floor to collect giveaways (not!), we’ve got something to get you all charged up about your favorite background screening company.

Talking Employment Background Checks at 2013 SHRM Annual Conference

Employment Background Checks at SHRM 2013

It’s that time of year again kids.  So get your HR freak on and head to Chicago for the 2013 Annual SHRM Conference, June 16-19, 2013. As always, EmployeeScreenIQ will be there talking all things Employment Background Checks.

So, please stop by booth #1335 and say hello.  This year, we’ll be raffling off six Apple TV’s and a Parrot AR Drone 2.0!  And because we know that no one walks the trade show floor to collect giveaways (not!), we’ve got something to get you all charged up about your favorite background screening company.

We’ve also taken the minimalist approach to this year’s booth concept and asked one simple question, “Is It Time To Break Up with Your Background Screening Provider?”.  We’ve even developed a employment background screening “Relationship Quiz” which we will be distributing in the coming week and at the conference so that you can decide if it’s time to start looking for the new Mr. (or Ms.) Right.

Oh yeah!  We’ve also decided to create a sales free zone at this year’s conference.  This year’s booth staff will feature our VP of Compliance and General Counsel, Angela Preston, Human Resource Manager, Lauren Skrovan (because it’s always nice to benchmark with one of your peers) and President and COO Jason Morris (I’ve heard he’ll be signing autographs).

We’ll look forward to seeing you in Chi-town.  Go Blackhawks!

Is It Time to Break Up with Your Employment Background Screening Provider

5/31/2013 EmployeeScreenIQ Webinar Tackles Complex Issue: Screening Job Candidates Via Social Media

Screening job candidates through social media – it’s a growing trend but not one without its share of controversy. Employers face a dilemma regarding whether or not to adopt the practice and the accompanying legal risks when social media is used inappropriately.

HR professionals are invited to attend a free webcast from EmployeeScreenIQ, the leading global provider of background screening services, and hear both sides of this challenging issue. Scheduled for June 4 and titled, “The Risks and Rewards of Screening Job Applicants through Social Media,” this highly topical webinar will address four essential legal considerations when screening through sites such as Google, LinkedIn, Facebook and Twitter – privacy, discrimination, accuracy and negligent hiring. An all-star panel of industry experts will lead the discussion:

5/30/2013 A conviction that a conviction shouldn't mean joblessness (Philadelphia Inquirer)

On April 25, Dietrich sent out an email — she called it a birthday card, in light of the EEOC anniversary. In it, she quotes a report from EmployeeScreenIQ, a Cleveland company that conducts background checks. The company surveyed employers in December and January. Of the 992 that responded, 68 percent had reviewed their employment practices as a result of the EEOC guidelines. Of them, about half made changes to their policies.

“This news is both heartening and challenging,” Dietrich wrote. “As a result of the guidance, large segments of the nation’s employers have confronted their criminal background screening practices and made changes (which almost certainly are positive ones for people with criminal records). But a significant number of employers remain in the dark.

5/30/2013 Nevada Imposes Strict Restrictions on Employment Credit Reports

On May 25, 2013 Nevada Governor Brian Sandoval signed into law Senate Bill 127 which prohibits employers from using information found on credit reports to make a hiring decision.

This is not an all-out ban for employers

The law which will go into effect on October 1, 2013 includes exemptions under which credit can be used in theemployment background screening process:

  • The employer is required or authorized, pursuant to state or federal law, to use a consumer credit report or other credit information for that purpose;
  • The employer reasonably believes that the employee or prospective employee has engaged in specific activity which may constitute a violation of state or federal law; or
  • The information contained in the consumer credit report or other credit information is “job related” or reasonably related to the position for which the employee or prospective employee is being evaluated for employment, promotion, reassignment or retention as an employee.

Snake Eyes: Nevada Law Restricts Employment Credit Reports

Employment Background Checks in Nevada

And the hits keep coming . . .

On May 25, 2013 Nevada Governor Brian Sandoval signed into law Senate Bill 127 which prohibits employers from using information found on credit reports to make a hiring decision.

This is not an all-out ban for employers

The law which will go into effect on October 1, 2013 includes exemptions under which credit can be used in the employment background screening process: Continue reading Snake Eyes: Nevada Law Restricts Employment Credit Reports

EmployeeScreenIQ Wrap Up: May 28, 2013

Last week was quite eventful for EmployeeScreenIQ–if you weren’t able to keep up with our blog, keep reading. We released a new article last Tuesday, Screening Job Candidates via Social Media: Reckless Practice or Savvy Strategy? This article not only details the legal risks involved in social media screening, but also reveals the 7 do’s and don’ts if you choose to screen candidates via social media. Download a complimentary copy today! In line with our article, we also announced our upcoming webinar, The Risks and Rewards of Screening Job Candidates Through Social Media , taking place next Tuesday, June 4th 2:00PM ET. Don’t miss out and register today! Since our last wrap up, we’ve posted a few blogs, including Stronger Background Checks for Federally Funded Child Care Centers. Check out our blog for more.

 

Social Media Employment Background ChecksAre You a Social Media Snoop? The Ups & Downs of Social Media Background Screening

Today’s employers are faced with a growing dilemma: whether or not to use social media to screen job candidates. EmployeeScreenIQ’s latest article, Screening Job Candidates via Social Media: Reckless Practice or Savvy Strategy?takes on this timely topic and offers you invaluable insights into three key areas of legal risk that accompany the use of these sites. This article also features advice for employers who do want to use social media for screening candidates, to ensure you won’t find yourself or your company in legal trouble. Read More

 

 

Webinar: The Risks and Rewards of Screening Job Candidates Through Social MediaSocial Media Background Checks

With the recent release of our article, “Screening Job Candidates via Social Media: Reckless Practice or Savvy Strategy?” we’re excited to announce our upcoming webinar on the same topic, The Risks and Rewards of Screening Job Candidates Through Social Media on Tuesday, June 4, 2013 2:00 PM-3:00 PM EDT. Our dynamic panel includes, Geoff Andrews, COO of Social Intelligence, Lisa Kaye, Founder & CEO of greenlightjobs.com, and from EmployeeScreenIQ, Jason Morris, President & COO, Nick Fishman, Chief Marketing Officer and Angela Preston, VP of Compliance & General Counsel. Read More

 

Stronger Background Checks for Federally Funded Child Care CentersCriminal Background Check

No background check is created equal. If you haven’t heard this before, this simply means that there is no standard background check that will be sufficient for every job candidate or industry. It’s up to each company’s policy or hiring manager to determine if a candidate should have a criminal background check (and if that includes county, state, etc.), employment verification, education verification, etc. However, one industry in which this is especially complicated is education, and any organization that cares for children. Read More

 

 

 

 

 

EmployeeScreenIQ Supports the American Cancer Society at Relay for Life

Cleveland American Cancer Society

At EmployeeScreenIQ, we work to provide not only the best product and services to our clients, but also to contribute to our community and beyond. Last weekend, from 6:00pm on Friday, May 17th to 11:00am, Saturday May 18th, EmployeeScreenIQ participated in a local Relay for Life event supporting the American Cancer Society. EmployeeScreenIQ president & COO Jason Morris, currently serves as the board president of the American Cancer Society’s Cuyahoga County unit.

If you don’t know what Relay for Life is, essentially the event requires at least one member from each team to walk on the track at all times throughout the event. In order for our team to raise money for this event, they asked for donations on the team’s web page, ran a 50/50 raffle in the office and sold pizza at the event.

The Stats:

  • EmployeeScreenIQ’s team had 25 participants
  • Our team raised $4,338
  • This event in Cleveland raised a total of $31,629.93
  • At least one member from each team walked on the track at all times during the event

In honor of the 100th anniversary of the American Cancer Society, Jason wrote a letter to Cleveland’s local newspaper, the Plain Dealer.

A Century Spent Fighting Cancer: Letter to the Editor

Today, the American Cancer Society turns 100 years old. From deadly to treatable, from treatable to preventable, the progress the society has helped make in the past 100 years is remarkable — more than any other cancer-fighting organization on the planet.

 

As board president of the American Cancer Society’s Cuyahoga County unit, I have seen the vast impact of our local efforts. The Road to Recovery program has provided more than 2,000 trips to treatment for local cancer patients who would have no other way of getting there. Hope Lodge has provided free lodging to more than 5,000 cancer patients who have traveled to Cleveland to receive treatment, saving patients more than $32 million since the lodge opened. And in 2012, $8.4 million in society-funded research was happening in the Cleveland area.

 

Today, two out of three people diagnosed with cancer are surviving at least five years, but our work is not done. Join us as we make this cancer’s last century by going to cancer.org/fight to see how you can fight back.

 

We’ve never been more ready to put the American Cancer Society out of business. Join me in this fight at we celebrate 100 years of saving lives.

 

Jason Morris, Moreland Hills

Morris is president and chief operating officer of EmployeeScreenIQ.

To find out how you can contribute to the American Cancer Society, visit their website here.

 

5/27/2013 Memorial Day Court Closures

 

Happy Memorial Day weekend!  Just wanted to send a quick reminder that all U.S. Courts will be closed this Monday, May 27th in observance Memorial Day.  So those who conduct employee background checks at the county level, be aware that your results could be delayed by a day.

Thank you to all of our soldiers, past and present who allow us to live in the greatest country in the world.

7 Do's & Don’ts of Background Screening with Social Media

Today’s employers are faced with a growing dilemma: whether or not to use social media to screen job candidates.

EmployeeScreenIQ’s latest article, “Screening Job Candidates via Social Media: Reckless Practice or Savvy Strategy?” takes on this timely topic and offers you invaluable insights into three key areas of legal risk that accompany the use of these sites. This article also features advice for employers who do want to use social media for screening candidates, to ensure you won’t find yourself or your company in legal trouble.

For example, one guideline to consider when using social sites:

Don’t ask candidates for passwords. It’s already illegal to request passwords in six states, and 21 additional states are considering similar legislation. Asking for passwords may also damage your company’s reputation (if candidates start spreading the word) and its employment brand, making it harder for you to engage and hire top talent.