Compliance

5 Steps to Ensure Your Airline’s Background Screening Program Survives Its Next Audit

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Commercial, freight, and fractional jet airlines impact the lives of millions of people every day. Due to the sensitive nature of facilities that airline employees (including third party contractors) work in every day, there’s no doubt that they must undergo a thorough and accurate employment background check. Letting the wrong person into any restricted facility or area can be disastrous; consider the recent case of Brian Howard, a contract employee of the Federal Aviation Administration (FAA), who started a fire in an Illinois control center that canceled or delayed over 2,000 flights at more than three different airports.

If you are in the airline industry, you know that your background screening practices are audited on a regular basis by any one of the following agencies: FAA, Department of Homeland Security (DHS) and the United States Postal Service (USPS). Fail one of these audits and the consequences could be disastrous. How can your airline avoid issues and other penalties that could result from a failure to successfully complete one of these audits?

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5 Steps to a Successful Background Check in Financial Services

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You work hard to safeguard not only your company’s finances, but those of your clients as well. And as a company in the financial services industry, you deal with both on a daily basis. From a business perspective, it’s vital to the success of your organization that your finances are not only in order, but that you can entrust your company’s financial information with your employees. From a personal perspective, you are serving a wide range of customers—who are entrusting your company with both their personal and financial information.

For an industry that’s already heavily regulated to keep sensitive information secure, you have to wonder, is it possible to increase security? When it comes to the safety of your company as well as your customers—you can’t be too careful. And your customers’ information should be particularly safeguarded by your employees, whether you work for a bank our any other financial institution (private wealth management, brokerage services, credit union, credit card company, insurance company…the list goes on). (more…)

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13 Tips for a Winning Background Screening Process

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One poor candidate experience doesn’t end there. More than 60% of candidates who have a negative experience with your organization will let someone else know. And rest assured that your job candidates are talking about your company—for better or worse. Fortunately, there are steps you can take to improve the overall candidate experience. (more…)

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October BTW: FCRA Class Action Targets LinkedIn, Another Retailer Settles for $4M, and Holiday Hiring

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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. FCRA Class Action Targets LinkedIn

A recent case has pushed the issue back into the headlines, and this time, LinkedIn is in the spotlight. The popular social network was sued on October 9, 2014, for alleged violations of the Fair Credit Reporting Act (FCRA). The class action, filed in the Northern District of California, claims that LinkedIn’s reference checking services are essentially background screening functions that should be regulated by the FCRA. Read More

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FCRA Class Action Targets LinkedIn

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Have you ever used LinkedIn to check up on someone? An employee or a prospective new hire? Of course you have–who hasn’t? And while I’ve never actually given the “recommendations” on LinkedIn much weight, I’ve often wondered whether employers actually rely on them to make a hiring decision. Social media sites have given us a whole new window through which to view candidates—both professionally and personally. (more…)

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Retailer Dollar General Settles FCRA Class Action for $4M

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This is a great time of year for most retailers. The holidays are just ahead, and consumer confidence is high. That’s the good news. Here’s the bad news: the trend of retailers being hit with FCRA class action cases continues to grow. As a colleague of mine, Scott Paler said recently, you can’t drive down the street in suburban American without noting the businesses in your shopping plaza that have been hit: Home Depot, Aaron’s Furniture, Whole Foods, CVS, Panera, Nine West, A.M.C., and so on. (more…)

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Cost of a Bad Hire vs. Cost of a Background Check

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They say a background check can cost someone a job, but what’s the cost of employers not doing a background check and making bad hiring decisions? It’s difficult to pinpoint the precise value of your employees. I mean, they are worth the world to you, right? However, when it comes to hiring and retaining new employees—ones that you hope will have a lasting contribution to your company, you can in fact pinpoint your costs if an employee does not work out. (more…)

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Holiday Hiring: Keep it Legal and Don’t Forget the Background Check

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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. (more…)

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Are You Scaring Away Your Best Candidates? Get It Right Before, During, and After a Background Check

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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. (more…)

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3 Failures in Background Checks in Denver’s Jail System

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Denver’s year-old policy allowing for the disposal of pre-employment background checks in its jail system is garnering more attention for a system already under the microscope. An April 2013 policy allows for the destruction of pre-employment records in as little as three years after the employee is hired. This is only a year above the minimum set by the Equal Employment Opportunity Commission (EEOC) and far below the minimum recommended by Colorado municipal clerks and consultants. Keep reading to learn the three failures of background checks in Denver’s jail system.

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