How many blog posts have we spent reviewing regulatory legal actions, class action litigation, and general bad publicity caused by employers or their background screening companies for their less than compliant background check practices? In our opinion, way too many.
In addition, lost in much of the negative publicity is the fact that an overwhelming majority of employers like you (and accredited background screening companies like us) are doing things right when it comes to employee background checks.
You want to make sure that you operate compliant background screening programs and that your candidates’ rights are kept at the forefront to maintain the best possible candidate experience. After all, these are people that you want to hire. You’ve already invested a significant amount of time and money finding and recruiting top talent, interviewing them, and selling them to your organization—only to have the whole thing blow up in their face over a background check? No doubt, there will be some candidates whose past behavior will raise red flags. But when that happens, it should be based on accurate and reliable information obtained in compliance with all applicable federal and state laws and addressing areas such as privacy, non-discrimination, accuracy, etc.
A Candidate’s Bill of Rights
That said, we thought it would be helpful to create a “Candidates’ Bill of Rights” for employers to use both as an important checklist and even to share with their job candidates. If you are looking for a great place to start developing a compliant background screening program or want to reinforce your practices, this list is for you. Check it out. [...]