2014 EmployeeScreenIQ Background Screening Trends Results

Nearly 600 human resources professionals opened up to EmployeeScreenIQ about how they use employment background checks to make hiring decisions and their candid feedback is detailed in our just-released, fifth annual survey of U.S. based employers. The new report looks at how companies manage the process of employment screening, their practices concerning Fair Credit Reporting Act (FCRA), Equal Opportunity Employment Commission (EEOC) guidance, candidates’ self-disclosure of criminal records and how they address adverse findings.

4/26/14 Work resumes still important in hiring (Shreveport Times)

Call it a resume or a curriculum vitae, the sheaves of paper, portfolio or CD/DVD prospective employees hand to a prospective boss still form an important part of landing a job, local and national placement experts say.

“It’s important for people who have professional jobs and technical jobs, people who work in production and clerical workers to have a good resume, to represent yourself,” says Randy Miller, vice president and general manager of Shreveport-based employment firm Career Adventures. With that firm since 2000, he also is affiliated with the American Staffing Association, Shreveport/Bossier Executives Association, South Shreveport Business Association, and Society of Human Resource Managers for Shreveport/Bossier.

Not So Fast: Swift Settles FCRA Claim with $4.4M for Background Checks

Swift Transportation Settlement for Background Checks

It’s finally over. Swift Transportation Corporation has entered into an agreement to pay $4.4 million and settle a long-running and contentious class action lawsuit for alleged Fair Credit Reporting Act (FCRA) violations. The settlement marks the resolution of yet another high dollar case following the growing trend of FCRA class action claims for background check violations. The case, Ellis et al v. Swift Transportation Corporation, was filed on behalf of US job seekers who applied for truck driver positions with Swift from July 23, 2008 and after.

FCRA Claims Abound

Swift is not alone—it’s just the latest large employer to capitulate. K-Mart agreed to pay out $3 million last year to settle an FCRA claim over background checks, specifically for alleged adverse action and notice violations. Domino’s Pizza paid out a cool $2.5 million in a similar case, and US Xpress settled for $2.75 million. Whole Foods and Disney are currently defending class action claims over their background screening policies filed earlier this year. Continue reading Not So Fast: Swift Settles FCRA Claim with $4.4M for Background Checks

4/25/2014 Staff Shortages in Santa Cruz, California Delay Background Checks

Our court researches in Santa Cruz, California have notified us that county criminal research has been taking substantially longer than normal over the past month.  Criminal record searches in this county can only be performed by court clerks.  As a result of budget constraints and shorthanded staff, the turnaround time can be 2 – 5 business days and sometimes up to approximately 2 weeks.

Multiple clerks perform these searches.  While some clerks search within a reasonable amount of time, others take considerably longer.  Consequently, lists are often returned out of order so it is possible to obtain results on searches submitted 4 days ago while searches submitted 5 or 6 days ago will remain outstanding.

Sometimes lists turn up missing on occasion.  Unfortunately, due to rules imposed by the court, researchers are not allowed to inquire about a list within 5 days of submission to the court.

We will continue to stay on top of this situation and provide personal notifications if you are affected.  In the meantime, we recommend that you build time into your hiring process if you know you will be requesting research in Santa Cruz.

 

4/23/2014 EmployeeScreenIQ 5th Annual Hiring Trends Survey Report Features Employer Attitudes on Criminal Records, Credit Reports, Resume Lies and Social Media (MarketWatch)

“ The Unvarnished Truth: 2014 Top Trends in Employment Background Checks ” confirms that employers continue to rely on background checks to protect themselves, their workforces and their customers. The 26-page report examines the impact of criminal records on hiring and the practice of asking candidates for self-disclosure.

Human resources professionals representing a wide range of U.S. organizations completed the survey in late 2013/early 2014. The results are available for complimentary download here .

Nebraska Bans the Box For Public Employers

Nebraska Ban the Box

On April 18, 2014, Governor Dave Heineman (R) signed off on a ban the box provision for the State of Nebraska.  The “box” in question is the somewhat controversial check-box on job applications that asks prospective employees about their criminal histories. In this case, the ban applies only to public employers in the state. Continue reading Nebraska Bans the Box For Public Employers

Is Bad Credit Really Costing You That Job? EmployeeScreenIQ Trends Survey Reveals All

Employment Credit Checks

Nearly 600 human resources professionals opened up to EmployeeScreenIQ about how they use employment background checks to make hiring decisions and their candid feedback is detailed in our just-released, fifth annual survey of U.S. based employers. The new report looks at how companies manage the process of employment screening, their practices concerning Fair Credit Reporting Act (FCRA), Equal Opportunity Employment Commission (EEOC) guidance, candidates’ self-disclosure of criminal records and how they address adverse findings.

In the past few years, the EmployeeScreenIQ Trends Survey has become a benchmark many employers use to evaluate their background screening policies and practices. This year’s survey provides a unique cross-section of opinions and insights from an assortment of organizations and is a must-read for HR professionals that want to learn about what their industry peers are doing.

Today, we’d like to analyze one of our top findings: Does your organization utilize employment credit reports in your hiring process? Continue reading Is Bad Credit Really Costing You That Job? EmployeeScreenIQ Trends Survey Reveals All

4/20/2014 Employers prefer candidates with criminal records to those who lie on resumes: "The Unvarnished Truth" (Cleveland Plain Dealer)

A recent survey of companies that rely on employee background checks found “that employers consider resume distortions as a serious breach of trust and confidence, which directly impacts a candidate’s chances of getting hired.

This Week in Employment Background Checks: April 18, 2014

4-18

Happy Friday! If you were unable to keep up with our blog this week, you’re in the right place. Earlier in the week, we shared our thoughts on the official court ruling in the EEOC vs. Kaplan Higher Education case. Jason shared the results of this year’s NAPBS Mid-Year Legislative and Regulatory Conference in Washington D.C. Read his account here. And since the release of our 2014 Employment Background Screening Trends Survey Report a couple weeks ago, we’ve begun to dive deeper into the specific results in our post, EmployeeScreenIQ Survey Reveals Criminal Offenses That Concern Employers. And lastly, with news of a luggage theft problem at LAX, we shared best practices for the airline industry to improve its background screening practices.

Kaplan Higher Education Triumphs Again Over EEOC on Employment Credit Reports

Earlier this week, the Sixth Court of Appeals affirmed a lower court ruling granting summary judgment to Kaplan in a high profile lawsuit brought by the Equal Employment Opportunity Commission (EEOC v. Kaplan Higher Education Corp.) over their use of employment credit reports. Read More

Continue reading This Week in Employment Background Checks: April 18, 2014

4/17/2014 No, You Can’t Check if That Job Applicant Has a Criminal History (Daily Beast)

“The movement itself is coming from a really good place. They want ex-offenders to get back to work, and we agree that is a good thing,” said Angela Preston, vice president of compliance at Employee Screen IQ, which conducts background checks. “Our position is that ‘Ban the Box’ is not a bad thing but businesses are saying, ‘We need clarity.’ When you have 10 different state laws and 55 different local and county laws, it just confuses the issue. Businesses are saying, ‘Tell us what the rules are.’”