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Employment Background Checks in Detroit

As an employer in Detroit, Michigan, you probably already know that running a business in our current job economy means that there is an overabundance of job candidates with few viable hires at times. In addition, you shouldn’t have to worry that one of your trusted employees could put your company at risk. In a city with such high crime statistics such as Detroit, it pays to be thorough with your employment background checks. [...]

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Background Checks

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:

Background check companies

Download your complimentary copy of the full guide today!

Compliance guide

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HR's Guide to Employment Credit Reports

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.

 

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Background Screening Law Being Exploited

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? [...]

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Employment Background Checks and Ban the Box in Austin, Texas

Question: What do you get when you combine ban the box” compliance with utterly idiotic hiring practices? (I know I’m supposed to be diplomatic but no can do in this instance.)

Answer: Ask the city of Austin, Texas who hired a six-time convict to work in their public library . . .  that just plead guilty to attempted indecency with a child.

Before we dig into the details, let me show you the resume (see: rap sheet) of said employee, Joe Heath brought with him to the Austin Public library where he would come in regular contact with the public, including children.

  • 1987 – Trespassing
  • 1987 – Assault 1-year probation
  • 1990 – Assault 1-year probation
  • 2004 – Aggravated Assault w/ deadly weapon  4-years probation
  • 2005 – Money Laundering  = >$20K <$100K, sentenced to 4-years jail in 2007
  • 2006 – Hindering Secured Creditors  = >$100K – $200K

And here’s the kicker, not only didn’t the city of Austin fail to ask about past convictions on their job application, their hiring manager never bothered to ask at any point in the hiring process. Worse, they never conducted an employment background check.

How Did This Guy Get Hired?

The comedy of errors that led to Joe Heath’s hiring and retention would be funny if the consequences weren’t so serious. Read on to learn how you can avoid these mistakes when it comes to complying with ‘Ban the Box’ laws and exercising responsible hiring practices through employee background checks. [...]

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Employment Background Checks

It’s been awhile since our last weekly wrap up, and we’ve posted quite a few stories on our blog the past couple of weeks. If you’ve been out of the loop, now is a great time to get plugged back in, and I’ll give you a jump start with four of our latest blogs.

Ban the Box Has Jumped the Shark- It’s Getting Ugly Employers

The talent management community needs to push back.  Employers can’t just sit back anymore and think that these background screening laws are benign. Read More

Integrating the Candidate Experience & Saving Time

Wondering about the benefits of integrating your background screening program with your ATS or is there something you can do better? Watch our video to learn more. Read More

Is Your Background Screening Program Missing a Piece of the Puzzle?

Is your company using resume verification in its background screening program? If not, your hiring decisions could come back to haunt you someday. Read More

San Francisco “Ban the Box” Effective on August 13, 2014

Employers beware: you will need to do a lot more than just take the check box off of the application. Removing the box is not enough. Read More



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Employment Background Checks

Want to save time and improve the candidate experience? Look no further than streamlining your background screening program with an applicant tracking system (ATS). Whether you’re seeking to understand compliance best practices for your current system, or simply want to learn more about how an ATS can significantly save you time and improve the candidate experience—listen as our experts discuss the benefits of integration.

Wondering what some of the benefits of an applicant tracking system are or wondering if there’s anything you can do better? Watch our brief video and take a look at the overview below. [...]

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Ban the Box- Criminal Background Checks

If you are in the talent management space, you know that there has been an explosion of “Ban the Box” laws that have popped up at the federal, state and local levels over the last few years.  These employment and labor laws generally prohibit employers from asking whether a job candidate has been convicted of criminal activity on the job application.  Sometimes, these laws only affect government workers, but more often they include private sector employers as well.

If you conduct employment background checks, you’ll want to read on to see why it’s time to take a harder stance on “ban the box”. [...]

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resume verification

Just when you thought your background screening program was perfect—you discover one of your top candidates wasn’t completely honest when they submitted their resume. In today’s job market, resume lies abound and vary from the famous to desperate job seekers. The trouble is—if you hire someone based on a lie, you’re not hiring the person you thought.

We’ve been talking about resume verification a lot lately—from our latest webinar to our newest white paper, we believe resume verification is a great addition to any employment background screening program. And while this service might not be as crucial to some employers as criminal background checks, overlooking this service could truly hurt your company.

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Employment Background Checks

Surely you’ve heard of the Myers-Briggs test—an assessment that categorizes people into 16 different personality types, the results supposedly able to determine the types of jobs that would be best for you. However, a recent article reveals this test may not be as telling as many employers—and others, once believed and reports, “Analysis shows the test is totally ineffective at predicting people’s success at various jobs.” And yet, many companies continue to spend money on this test and trust in its ability to reveal a person’s personality and behavior.

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