Compliance

The Wrong Way to Comply with Ban the Box: Austin, Texas

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.

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This Week in Employment Background Checks: August 15, 2014

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

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Integrating the Candidate Experience & Saving Time

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. (more…)

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

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”. (more…)

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

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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Background Checks May Not Be the Myers-Briggs Test—4 Reasons They’re Better

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

San fran skyline

Things aren’t getting any easier for employers in California. As I posted way back in February, San Francisco has banned the box. Effective August 13, 2014, employers in the city or county of San Francisco may no longer inquire about criminal history on employment applications or during interviews. It’s Ban the Box on steroids, and it may be coming to a city near you.

Titled The San Francisco Fair Chance Ordinance, No. 17-14, the new law prohibits both private and public employers with at least 20 employees from asking about a criminal past on the job application or in an initial interview. The law also restricts asking about criminal history on applications for affordable housing within the city. With respect to employment, the law applies to temporary workers, contract workers, and city contractors and subcontractors. The proponents of this and similar laws are trying to give ex-offenders a second chance by deferring questions about criminal history until after the application stage of hiring.

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July BTW: Two New FCRA Class Actions & The Problem with Ban the Box

Compliance Employment Background Checks

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. The Sharks are Circling: Two New FCRA Class Actions

Just when you thought it was safe to get back in the water, the sharks are circling with more FCRA-related class action claims. This time Home Depot and Aaron’s furniture stores are the companies under attack. Read More

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The Sharks are Circling: Two New FCRA Class Actions

Compliance Employment Background Checks

Just when you thought it was safe to get back in the water, the sharks are circling with more FCRA-related class action claims. This time Home Depot and Aaron’s furniture stores are the companies under attack. Just a couple weeks ago, when most Americans were cutting out of work early to get to their July 4th parties, these two retailers were hit with class action lawsuits alleging violations of the Fair Credit Reporting Act (FCRA) in their background screening process.

This is a continuation of the wave of FCRA class action lawsuits that I have written about all too often in the past year. Investing in some preventive FCRA compliance measures this summer can really pay off, especially since the litigation continues—and recent settlements are costing employers millions of dollars.

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The Problem(s) with Ban the Box

Ban the Box Employment Background Checks

Ban the box has gone viral. And while the removal of this little check box has potentially made life easier for job seekers with a criminal past, it has created much confusion and frustration for employers. If you haven’t been in the loop, “ban the box” is the catchy phrase that refers to removal of the check box on a job application asking whether a candidate has been convicted of a crime. Ban the box shows no signs of slowing down, and it’s creating new headaches, not to mention real risks, for employers across the country.

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