Thanksgiving is just a few weeks away, and that means Black Friday, shopping online, and holiday music overload as we get ready for the big gift-giving season. It’s hard to believe, but holiday hiring season is already well under way. If you hire holiday or other temporary workers, it’s important to hire ones that you can trust. [...]
Halloween or not, most organizations are not looking to scare away their best candidates. However, they may be doing just that if their candidate experience is not up to snuff. Job seekers talk – and the ripple effect of a negative candidate experience has frightening ramifications: desirable candidates will look elsewhere; referrals will wane and an organization’s reputation and brand in the marketplace will suffer. Scarier still? Many organizations are unaware of the critical impact their background screening process has on the overall candidate experience. [...]
While reading Orange is the New Black recently, I was struck by a point the author made about the difficulties prisoners face when they’re finally able to leave prison and re-enter society. After living in an institution that supplies them with a job, food, and place to live, many are unprepared to step back into the “real” world.
For example, the book’s author mentions that because of advantages she had before prison (like a college degree) there was a job waiting for her when she finished her sentence—which was not the case for many prisoners. Many of the women around her did not even have a high school diploma let alone a college degree. And not only did they lack education, but experience. Many of the prisoners had never had real jobs. With little practical job training available in prison, job opportunities have become severely limited for the formerly incarcerated.
To Hire Or Not to Hire?
The message I want to share is simply that employers shouldn’t be afraid to hire ex-offenders just because of a conviction. While there are cases when a candidate with a criminal record should be disqualified for the safety of your employees, clients, company, etc., there are instances when you shouldn’t let a conviction stand in the way of your hiring decision.
On the candidate’s side of the argument, it’s fair to say for most—they are looking for jobs. They want jobs. Whether they spent time in prison, or simply made unfortunate mistakes in the past, many want to redeem themselves by finding a stable job. And it’s for individuals like these that employers have the choice to look beyond the results of an employment background check.
Whether you need to be convinced that hiring ex-offenders could be a good idea or you want to hear best practices for doing so, keep reading. [...]
Fall has officially arrived in Northeast Ohio complete with chillier temperatures and of course, a variety of posts on the IQ Blog. Haven’t had a chance to keep up? See a few of our top posts below in addition to the full blog here. And stay tuned to our blog to hear about our upcoming webinar at the end of October and more!
BMW is questioning why EEOC can conduct employment background checks as a reliable exercise in hiring risk management, but questions BMW’s right to do so. Read More
Congress is showing signs of life in the fight for employers to conduct reasonable background checks. Learn more about three recent bills aimed to increase the accountability of the EEOC. Read More
Three major ride-sharing services, Sidecar, Uber, and Lyft have been warned that company practices violate California law in two areas: background checks and car-pooling. Read More
You don’t have to be a football fan to know that the NFL is facing an unprecedented amount of negative publicity over the criminal transgressions of some of its players. Read More
EmployeeScreenIQ president and chief operating officer, Jason B. Morris will present, “My Candidate Has a Criminal Record. Now What?” at the HR Florida Conference & Expo in Orlando, Florida on October 6, 2014, 4:15pm-5:15pm.
Not a month went by in 2013 without a multi-million dollar lawsuit filed against an employer for their background screening practices.
For those interested in staying up-to-date with the latest in compliance for pre-employment background screening and the laws that affect your use of employment background checks, follow our publication, BTW: Your Guide to Staying Out of Hot Water. This compliance resource has been created by our VP of Compliance and General Counsel, Angela Preston, and is a must-read for human resources and security professionals.
It’s nice to share. At least that’s what we learned as kids. But for some people, sharing is more than just nice—it’s a way to make a buck. I’m talking about the sharing economy, which Forbes estimates at $3.5 billion this year, with growth exceeding 25%. Read More
With over a year of debate and some last minute amendments, the District of Columbia’s Council passed a ban-the-box law that includes its own unique list of considerations before an employer can withdraw an offer of employment based on criminal history. Read More
Congress is showing signs of life in the constant fight for employers to conduct reasonable background checks. Representative Tim Walberg, R, Mich., chairman of the House Subcommittee on Workforce Protections, held the Equal Employment Opportunity Commission’s feet to the fire in a hearing on September 17, 2014. Read More
With over a year of debate and some last minute amendments, the District of Columbia’s Council passed a ban-the-box law that includes its own unique list of considerations before an employer can withdraw an offer of employment based on criminal history.
Council vote was 12-1; only Chairman Phil Mendelson (D) voted against the bill. In an interview, Mendelson said that he supports the “basic thrust” of the legislation but that late amendments were “troublesome,” giving ex-offenders greater rights in the hiring process than other citizens. “This goes way beyond ‘ban the box’ and into telling businesses how to hire,” he said. “How much do we want to regulate how a business wants to hire somebody?” Exactly. [...]
Is Your Company at Risk for a Fall?
Everywhere you turn it seems there’s another compliance hazard threatening your company’s background screening program. So how do you protect your company, employees, and candidates?
Our guide, Protect Your Company from Hidden Compliance Traps with EmployeeScreenIQ, provides a checklist crucial for safeguarding your screening program.
Our guide explains how compliance services:
- Allow you to make smarter hiring decisions
- Ensure a more positive candidate experience
- Help you to align your screening process with the EEOC & FCRA Guidelines
Here’s a glimpse inside our guide:
Download your complimentary copy of the full guide today!
What’s in a credit report? Credit reports are not routinely used in pre-employment screening. In fact, our most recent survey revealed that only 12% of employers use them regularly. However, employment credit reports can be valuable to hiring managers as a part of the employment background check process because they can offer insight into an applicant’s reliability and offer clues about a person’s sense of personal responsibility. An employment credit report might include derogatory credit information, public record filings (bankruptcies, liens and judgments), account standing with creditors, and other clues like previous address history.
Credit reports also allow employers to quickly verify and expand on information they receive from applicants. They can reveal additional information that may prompt further review of the applicant and their past. They also provide credit information that would not otherwise be shared by applicants but may have an impact on job performance. These reports are especially useful for companies whose candidates will have check-writing privileges or other access to company funds.
But, before you jump into the fray and start screening for credit, read our article, HR’s Guide to Employment Credit Reports for some key considerations, such as:
- Which positions might necessitate use of an employment credit report
- An examination of the growing trend of state law restrictions on the use of credit reports
- Pending federal legislation designed to curb the use of credit reports
- How to determine if credit reports are right for your company
Given all of the existing limitations, companies need to weigh their options carefully when it comes to pre-employment credit. Not only are there legislative limits on the use of credit, but adding to the mix, the Equal Employment Opportunity Commission (EEOC) and the trial bar are aggressively pursuing class action lawsuits in situations where they claim that the use of credit reports leads to race discrimination. Because of the uptick in cases involving credit, the increase in legislative initiatives, and the high cost of litigation, you should do some preventive risk analysis to determine whether credit reports are right for your organization.
Download our guide to help determine if credit reports are right for you.
Having been involved in the employment background screening industry for over twenty years one could say I have seen it all. I have seen class action lawsuits, congressional hearings, state hearings, and pundits slamming an industry they really don’t understand. Often critics don’t realize that there’s a loophole in the federal law (the Fair Credit Reporting Act) that was designed to help consumers but actually hurts them.
Employment background checks exist because organizations simply want to protect their interests. Hiring managers have a duty to insulate their employees, customers and clients from individuals who pose a risk to them or the organization as a whole. But many times the pre-employment screening process is questioned for a lack of accuracy or seen as a barrier for employment.
So where is the flaw? [...]