EmployeeScreenIQ’s Top 15 Background Screening Stories of 2013

With a new year just around the corner, there’s no better way to move forward than to reflect on the events, challenges, and growth of the past year. Particularly for the background screening industry and HR professionals, it’s essential to learn from these stories to prepare for the challenges ahead in 2014. Some of our top stories include the misuse of employment background checks, the ban the box movement, and screening candidates on social media. Keep the lessons in these stories under consideration as you move forward with your background screening program in 2014.

EmployeeScreenIQ's Top Background Screening Stories 2013

1. EEOC Targets Dollar General and BMW for Criminal Background Checks

The EEOC continued its crusade to fight discrimination by way of litigation against Dollar General and BMW. Take a closer look at the claims and what employers need to know. Read More

2. Texas Takes on the EEOC: The Case You’ve Been Waiting For

Texas is took on the EEOC claiming that the latest guidelines unlawfully limit the ability of employers to exclude convicted felons from employment. Read More

3. Cha-Ching! K-Mart to Pay $3 Million to Settle Background Check Claims

Charged with background screening violations in relation to adverse action notifications, employers need to be increasingly aware of compliance risks in 2014. Read More

Continue reading EmployeeScreenIQ’s Top 15 Background Screening Stories of 2013

Senate Committee Brings Data Brokers Into the Light

Data Brokers

Senator Jay Rockefeller (D-W.Va.) blasted data brokers in a Senate Committee on Commerce, Science and Transportation hearing held on December 18, 2013. Witnesses were questioned on the practices of data brokers as the committee explored the need for more oversight, including new laws to govern and regulate the activity of businesses that aggregate and sell information about consumers for marketing purposes. The hearing followed the release of a scathing report by the committee’s Office of Oversight and Investigation.

The report, which can be found here, reaches a troubling conclusion that data brokers operate under a veil of secrecy, collecting large volumes of detailed information about hundreds of millions of consumers, identifying those who may be financially vulnerable, and allowing businesses to target products and services through tailored outreach both off and online.

Continue reading Senate Committee Brings Data Brokers Into the Light

6 Reasons Why Proposed Ban on Employment Credit Reports Will Fail

Massachusetts senator Elizabeth Warren has introduced a bill that will effectively bar employers from conducting credit checks on potential job candidates as part of the employment background screening process.  The proposed “Equal Opportunity for All” Act would make credit checks illegal in many cases except in specific areas such as national security.

Now let me be the first to say that this bill doesn’t stand a snowball’s chance in H-E-Double-Hockey-Sticks and I thought it would be good to highlight 6 ideas as to why. Continue reading 6 Reasons Why Proposed Ban on Employment Credit Reports Will Fail

Accreditation: Is the Seal of Approval Significant?

Accreditation is more than a label or fancy term, and particularly for a background screening company, being accredited speaks volumes for the company’s services and standards. While many companies are affiliated with the National Association of Professional Background Screeners (NAPBS), only a few of all background screening providers are accredited by this organization (less than 2% of all background screening companies.) Find out from our background screening experts why some providers choose to become accredited, while others don’t, and why NAPBS accreditation should be important to employers when choosing a background screening provider.

It’s likely that you’ve seen several background screening providers advertising accreditation with NAPBS. But what does it really mean?

What You Should Know About Accreditation

  • Affiliation is not equal to accreditation
  • Accredited companies are held to standards in areas like data security, compliance, and truth in advertising–all of which are determined by an evaluation by an independent verification auditor
  • Becoming accredited takes a few months for background screening providers
  • Companies that are accredited commit to verifying that they are exercising best practices
  • Indicates to employers that the provider has a neutral 3rd party seal of approval
  • Candidates can feel secure that their personal information is protected by an accredited background screening company
  • Accreditation is not a one-time process—companies are audited on a regular basis and standards can change
  • The background screening provider must receive 100% on their evaluation

Watch the video above for more information on this topic.

Related EmployeeScreenIQ Content

Quick Takes is a video series blending together bits of experience and expertise from EmployeeScreenIQ’s background screening experts. With a newsroom feel, discussions surround the latest issues in the background screening industry. All of the videos were filmed unscripted-giving you the opportunity to hear genuine responses from the professionals. Topics range from social media background checks to conducting a thorough criminal records search. We’re releasing a new video every month, so stay tuned.

Webinar Recording: My Candidate Has a Criminal Record. Now What?

Criminal Record

If you missed our webinar this past Tuesday, you’re in luck—we have a complimentary recording available for download. We had an action-packed hour with veteran HR executives L. Gordon Paisley from United Airlines, Tammy Henry from Walmart and background screening experts Jason Morris, Angela Preston, and Nick Fishman from EmployeeScreenIQ. What is this webinar all about? Keep reading.

When a background check reveals that your job candidate has a criminal record, how do you respond? Company hiring practices have fallen under increased government scrutiny and it’s critical that you understand the implications of your actions – and have a proactive process in place to address these unique hiring situations.

To learn more, watch our recorded webinar, “My Candidate Has a Criminal Record. Now What?” This session will demonstrate the steps you must take when a candidate’s background check uncovers adverse information. In the webinar, we discuss important legal considerations and share practical advice for developing a safe and compliant hiring protocol.

This Webinar Addresses:

  • Precautions to ensure their organization’s hiring practices are legally compliant with FCRA & EEOC requirements
  • Essential considerations before making a hiring decision on a candidate with a criminal record
  • Best practices for individualized assessments and adverse action

Download the webinar recording here

Employment Screening Trends Survey

We would also like to invite you to take part in our 5th Annual Employment Background Screening Trends Survey. Take our survey and share your insights on some of the most talked-about issues shaping hiring practices and the background screening industry. The survey will take just a few minutes of your time and your feedback will help inform your professional peers. You will also receive a free executive summary of the results for your participation and be entered to win one of two $250 American Express gift cards!

Nick Fishman Talks Employment Background Checks with DriveThruHR

It must have been a slow week over at Drive Thru HR because they’ve asked yours truly to join them for this coming Monday’s  broadcast (December 16, 2013 at 12:00pm CST) to talk all things employment background checks.

The plan is to talk about increased government scrutiny around background screening and the resultant flurry of legislation – and litigation which have left many human resources professionals struggling to maintain compliance. We’ll also talk about criminal records, credit checks, resume distortion and social networking and other serious challenges facing the HR community when conducting background checks – all under the watchful eye of the EEOC, which issued new guidance last year.

And I’m sure William Tincup (@williamtincup) and Bryan Wempen (@bryanwempen) will have some other fun tricks up their sleeve.

Me, I’m just focused on the intro music.  I’m thinking something like Metallica’s Enter Sandman.

Here’s the 411 if you are interested in joining. http://ht.ly/rurPZ

12/16/2013 Nick Fishman at Lunch with DriveThruHR

EmployeeScreenIQ executive vice president, Nick Fishman will be joining the crew of the DriveThruHR internet radio broadcast at 12:00pm CST on Monday, December 16, 2013 to talk employment background checks.


Increased government scrutiny around background screening and the resultant flurry of legislation – and litigation – have left many human resources professionals struggling to maintain compliance. Criminal records, credit checks, resume distortion and social networking are among the serious challenges facing the HR community when conducting background checks – all under the watchful eye of the EEOC, which issued new guidance last year.

EmployeeScreenIQ’s Nick Fishman, EVP and chief marketing officer, offers listeners the latest updates on compliance issues and laws affecting the use of employment background checks as well as screening best practices in this evolving and contentious environment. In addition, background checks may be giving some organizations a false sense of security.  Nick can also instruct listeners on what it means to truly conduct a comprehensive background and criminal records check.

About DriveThruHR

DriveThruHR was designed to be a captivating and easy-to-digest lunch discourse that covers topics relevant to HR professionals.  Each 30-minute episode features a guest speaker who shares her or his knowledge and experience in human resources. Our hosts and special guest cover a wealth of topics, including HR Technology, Recruiting, Talent Management, Leadership, Organizational Culture and Strategic HR, every day at 12:00 pm Central Time.  The radio program is hosted by @bryanwempen @williamtincup and @thehrbuddy The #1 HR show, with amazing HR conversations and follow us on the twitters at  @drivethruhr and #dthr.