Background Check Service Spotlight

Legal or Not, Employers Concerned About Marijuana Use

Trends in Employment Background Checks

For the sixth consecutive year, EmployeeScreenIQ surveyed U.S.-based employers regarding their use of employee background checks. As with our previous surveys, the 2015 survey was designed to provide a reliable snapshot of:

    How employers currently utilize background checks. How they respond to adverse findings on background checks. Their paramount screening-related concerns. And their practices concerning Fair Credit Reporting Act (FCRA) responsibilities, Equal Employment Opportunity Commission (EEOC) guidance, and evolving ban the box legislation.

Today, I’d like to share our findings on employers’ attitudes about how their hiring practices might change if recreational marijuana were to become legal throughout the United States.

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Is Finding a Criminal Record like Looking for a Needle in a Haystack?

Searching for Criminal Records

Finding a candidate who is a good fit for your company is difficult enough—once you’ve found that candidate, you still need to perform an employment background check to ensure that nothing in their past will interfere with their job. For employers who have even a basic understanding of criminal background checks, you might still wonder how your background screening provider is able to find a record with so many resources available.

In truth, finding a criminal record is like looking for a needle in a haystack. Fortunately for employers, a background screening provider that follows best practices will not only find a candidate’s criminal record but will also verify that the information reported is accurate. Keep reading to learn four ways background screening companies find criminal records and ultimately, deliver the results to you.

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When Your Job Candidate Asks About the Background Check

Background Screening Questions

Most job candidates will have many questions for an employer throughout the hiring process—including questions about the employment background check. Do you have the answers?

Ultimately, knowing these answers benefits you, your company and candidates. Being transparent throughout the hiring process as a whole, and especially during the background screening process greatly affects your candidate experience. The following are questions that you should be prepared to answer about your background checks.

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5 Things I’ve Learned About Background Checks

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 I’ve been knee-deep in the online employment space for almost 20 years. But when EmployeeScreenIQ offered me a full time job last year, among other things, I thought it would be a great opportunity to stay in the industry while viewing the world through a very different perspective.

One example: Not every job opening needs a Help Wanted sign on the Internet but every hire needs a background check – even if every employer doesn’t do one on every candidate.

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What Do Bernie Madoff, Al Capone and The Unabomber Have In Common? Understanding Federal Criminal Background Checks

Federal Criminal Background Checks for Employers

If you’re running a criminal background check by adhering to best practices, including a search in each county to determine if your candidate has any convictions on his/her record, then you might consider your employment background screening program both thorough and accurate. On the other hand, if this does not describe your current program, you should consider submitting a request to find out how EmployeeScreenIQ helps clients create a comprehensive screening program tailored to their needs.

But even if your background check company conducts a thorough search, there could be another piece of the puzzle missing: what if your candidate was convicted of a federal crime?

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NAPBS Welcomes Latest Report Recognizing Need for Background Screening

Background Screening for In-Home Workers

The National Association of Professional Background Screeners (NAPBS) issued a press release on Tuesday, supporting the Today Show’s recent report that emphasized the critically important role background screening plays in today’s environment.

If you missed the piece, you can read more about the Today Show story here, as well as Nick’s take on why background checks for in-home workers are critical. NAPBS voiced its support of the Today Show story, and shared this message:

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Canada Pardoning Citizens with Criminal Records

Criminal Background Check Record Suspension

We often discuss the challenges of ex-felons going back to work and the problems they face when making this transition. From issues like ban the box to a company’s compliance in their use of criminal records in hiring decisions, there’s a never ending list of challenges that arise. One of these topics includes expunging criminal records, so that even if an employer conducts a background check, an applicant’s criminal record will not be found.

In Canada, a job candidate could simply submit an application and if accepted, their criminal record will be suspended. This action may allow those with a criminal history to find a job more quickly and will assist in making the hiring process much smoother. In Canada, they recently implemented legislation (in March of 2012) for this practice of record suspension, allowing ex-offenders a pardon for past crimes. According to Chris Heringer, a senior executive with Pardon Applications of Canada, a nationwide application firm, this is a great opportunity, particularly for those seeking employment:

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City to Require Background Checks to Rent Buildings

City to require background checks to rent buildings

Thursday, February 26, 2009
Pittsburgh Post-Gazette

Background checks now will be required of anyone wanting to rent a city school building for a private or group event.

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Microsoft Sued for Rescinding Offer Following Background Check

HRRecruitingAlert’s Sam Narisi just posted a great story about a case where Microsoft was sued and found liable for rescinding a job offer after it found adverse information on the candidate’s background check.  I had always been under the impression that a conditional offer could be made pending the successful completion of the check.  It turns out that this is correct, however there’s a little wrinkle everyone should pay attention to in Schley v. Microsoft Corp. See post below.

Offer Rescinded After Background Check: Can Candidate Sue?– By Sam Narisi

Your company offers a candidate the job — then rescinds after his background check uncovered a felony conviction. He sues, claiming he was promised a job, quit his old position and bought a house in preparation to relocate. Who wins?

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