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Background Check Company

You know that feeling when you’re watching a horror movie? That creeping feeling of anticipation, knowing that at any minute something will go wrong? If you think horror movies are scary, just imagine how a hiring horror story might feel for your company. Maybe a candidate’s criminal record wasn’t found in the screening process…or you didn’t send an adverse action notice to your applicant and now you have a lawsuit breathing down your neck. And you’re left wondering, how could this happen?

We’ve said it before and we’ll say it again—an employment background check is only as effective as the background screening provider behind the results. Are you confident that your company is receiving the most accurate results? You rely on these results to ensure that you’re making informed hiring decisions and that the candidate you choose is the best fit for the position. Are you placing your trust in less-than-reliable background check results?

If you’re unsure about the quality of your employment background checks, we have two resources that will help you determine if you should start searching for a new screening partner.

Take our quiz to find out if it’s time to break up with your background screening provider:

Pre-employment screening

Our article, HR’s Guide to Effective Evaluation of Background Screening Providers will provide you with the five key areas to evaluate a current or potential provider:

HR's Guide to Evaluating Background Screening Providers

 

 

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EEOC Guidelines Employment Background Checks

Despite the two years that have passed since the EEOC clarified its guidance on the use of criminal background checks, there’s still a lot of confusion out there. I am hearing from many employers struggling with how to draft and implement a background screening policy that 1) protects their organization 2) is fair to job applicants, and 3) will stand up to an EEOC enforcement action. Below are a just a few of the questions that I’ve been hearing recently.

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Background Checks in Healthcare

With recent news coverage putting the spotlight on stricter background checks for senior caregivers and screening requirements (or lack thereof) for Obamacare navigators, the healthcare industry should be increasingly aware of the need for more comprehensive employment background checks.

Employers in the healthcare industry should be concerned about not only the safety of employees, but particularly the safety and wellbeing of the people they care for—the patients. Whether it’s a hospital, nursing home, or hospice, the healthcare industry is another industry in which employment background checks are more than just an asset—they are vital to protecting patients. EmployeeScreenIQ data shows that of those we screen in the healthcare industry, we find a 21% criminal hit rate, which is lower than our average hit rate of 28%, but this is obviously still a significant number of job candidates.

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For quite some time now, I’ve felt the organizations that support the formerly incarcerated have done a disservice to ex-offenders when it comes to their stance on employment background checks.  Rather than educating ex-offenders about the reality of criminal background checks and how to prepare for the tough questions from employers that are sure to come and educating employers about the benefits of hiring ex-offenders, organizations such as The National Employment Law Project (NELP) and the National Consumer Law Center (NCLC) have spent far too much time focusing on what they can do to eliminate the practice altogether.

In doing so, they continually point to statistics that they should know are misleading.  The best example of this is NELP’s assertion that the 65 million Americans with criminal records are unemployable due to their convictions.  If this were true, employers wouldn’t be able to hire anyone.  EmployeeScreenIQ data shows that less than 10% of those with criminal records are actually eliminated from employment when a background check reveals a conviction.  Based on our experience, the number of unemployed ex-offenders is widely exaggerated.

I don’t pretend to ignore the fact that some employers have enacted unfair hiring criteria when it comes to those with criminal records, but it is important to acknowledge the public safety and risk management benefits society receives as a result of this practice.

Here are my top 3 strategies to really promote re-entry into the workplace

1. They need to spend time educating ex-offenders about what they can do to prepare themselves for the process.  U.S. News and World Report columnist, Jada Graves recently wrote what I consider to be the best career advice geared towards those with criminal records I have seen.  It doesn’t sugar coat the issue and provides candidates a simple road map to follow.  It encourages candidates to set reasonable expectations for the jobs that might be out there, cautions them not to lie about their past and suggests that they study their consumer rights.  If you haven’t read this article yet, I would encourage you to do so.  To me, this should be required reading for all ex-offenders and the organizations that support them and should be used to develop training and assistance programs.

2. Rather than focus on misleading information such as the example I showed above, run with the issue that allows you to take the high ground:  Accuracy.  Every time I read Broken Records: How Errors by Criminal Background Checking Companies Harm Workers and Businesses, a study conducted by the NCLC I find myself applauding their efforts to highlight their concerns over inaccurate background checks, while at the same time cringing over their gross over-generalizations about the fact that all background screening companies knowingly report unverified data.  The NCLC highlights instances of reporting false positives, sealed or expunged information, multiple ledgers for the same offense, etc.  Unfortunately, there are some companies that routinely engage in these practices but they are the exception, not the rule.  I strongly support their efforts to hold those offenders accountable for failing to adopt reasonable procedures to avoid inaccurate information.  That’s a real problem and is unfair to anyone who has fallen victim to inaccurate data; ex-offender or not.  But let’s not paint the picture that all background screening companies have no regard for accuracy.

3. Develop studies that highlight the benefits of hiring ex-offenders.  To be sure, not everyone with a criminal record will qualify for every job, but show employers what they might gain by taking a chance.  Looking at retention rates, recidivism, tax credits, etc.  If groups like NELP and NCLC would work hand in hand with the employer community, they would accomplish so much more for their constituents than they do by waging war on background checks.

By taking these steps, I think that ex-offender advocacy stands a much better chance of making a real impact on the lives of those with criminal records and being a reliable voice in the eyes of the public and the media.



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Employment Background Screening

As an HR professional, we know that managing your day-to-day responsibilities is not always a piece of cake. Whether it’s drama in the workplace, recruiting and hiring candidates, or handling employment background checks, there are endless challenges you may encounter throughout the day.

And we also understand that it can be a struggle to keep up with all of the challenges related to employment background screening. And it’s for this reason that we not only want, but need your help in our 5th Annual Employment Background Screening Trends Survey. Your story is one of many, but your story is also crucial to the bigger picture in our 2014 Employment Background Screening Trends Report.

3 Reasons Your Story Matters

1. We’re seeking perspectives from a wide array of HR professionals—from every industry, experience level, and company size–we want to hear your story!

2. Your peers will benefit from your input and vice versa—by sharing your experience in our survey, we will create our 2014 Employment Background Screening Trends Report, which will reveal valuable information on topics ranging from criminal background checks, compliance, employment verifications, credit checks, screening candidates on social media, in addition to other background screening trends.

3. Your voice makes a difference beyond the HR industry–Last year, we received a response from nearly 1,000 HR professionals. For just one example of the media response to our 2013 survey, check out this USA Today article. We hope our 2014 Trends Report will be a powerful influence again in 2014, but we need your response to make this happen.

Employment Screening Trends Survey

Time is running out—our survey will only be available for a short time, so take the survey TODAY (it only takes about 10 minutes) and share with your HR peers so that we can hear as many stories as possible. Oh, and along with providing your valuable opinion, you can enter to win one of two $250 American Express gift cards.









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With a new year just around the corner, there’s no better way to move forward than to reflect on the events, challenges, and growth of the past year. Particularly for the background screening industry and HR professionals, it’s essential to learn from these stories to prepare for the challenges ahead in 2014. Some of our top stories include the misuse of employment background checks, the ban the box movement, and screening candidates on social media. Keep the lessons in these stories under consideration as you move forward with your background screening program in 2014.

EmployeeScreenIQ's Top Background Screening Stories 2013

1. EEOC Targets Dollar General and BMW for Criminal Background Checks

The EEOC continued its crusade to fight discrimination by way of litigation against Dollar General and BMW. Take a closer look at the claims and what employers need to know. Read More

2. Texas Takes on the EEOC: The Case You’ve Been Waiting For

Texas is took on the EEOC claiming that the latest guidelines unlawfully limit the ability of employers to exclude convicted felons from employment. Read More

3. Cha-Ching! K-Mart to Pay $3 Million to Settle Background Check Claims

Charged with background screening violations in relation to adverse action notifications, employers need to be increasingly aware of compliance risks in 2014. Read More

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Criminal Record

If you missed our webinar this past Tuesday, you’re in luck—we have a complimentary recording available for download. We had an action-packed hour with veteran HR executives L. Gordon Paisley from United Airlines, Tammy Henry from Walmart and background screening experts Jason Morris, Angela Preston, and Nick Fishman from EmployeeScreenIQ. What is this webinar all about? Keep reading.

When a background check reveals that your job candidate has a criminal record, how do you respond? Company hiring practices have fallen under increased government scrutiny and it’s critical that you understand the implications of your actions – and have a proactive process in place to address these unique hiring situations.

To learn more, watch our recorded webinar, “My Candidate Has a Criminal Record. Now What?” This session will demonstrate the steps you must take when a candidate’s background check uncovers adverse information. In the webinar, we discuss important legal considerations and share practical advice for developing a safe and compliant hiring protocol.

This Webinar Addresses:

  • Precautions to ensure their organization’s hiring practices are legally compliant with FCRA & EEOC requirements
  • Essential considerations before making a hiring decision on a candidate with a criminal record
  • Best practices for individualized assessments and adverse action

Download the webinar recording here

Employment Screening Trends Survey

We would also like to invite you to take part in our 5th Annual Employment Background Screening Trends Survey. Take our survey and share your insights on some of the most talked-about issues shaping hiring practices and the background screening industry. The survey will take just a few minutes of your time and your feedback will help inform your professional peers. You will also receive a free executive summary of the results for your participation and be entered to win one of two $250 American Express gift cards!








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It must have been a slow week over at Drive Thru HR because they’ve asked yours truly to join them for this coming Monday’s  broadcast (December 16, 2013 at 12:00pm CST) to talk all things employment background checks.

The plan is to talk about increased government scrutiny around background screening and the resultant flurry of legislation – and litigation which have left many human resources professionals struggling to maintain compliance. We’ll also talk about criminal records, credit checks, resume distortion and social networking and other serious challenges facing the HR community when conducting background checks – all under the watchful eye of the EEOC, which issued new guidance last year.

And I’m sure William Tincup (@williamtincup) and Bryan Wempen (@bryanwempen) will have some other fun tricks up their sleeve.

Me, I’m just focused on the intro music.  I’m thinking something like Metallica’s Enter Sandman.

Here’s the 411 if you are interested in joining. http://ht.ly/rurPZ






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Criminal Background Check Compliance

We’re guilty. From time to time, we use the space in this blog to promote our company events such as webinars, surveys, special awards, etc. And while we are very excited and passionate about what we do as a background screening company, we try not to cross the lines of over-promotion (only you can tell me if we’ve done a good job with this).

Today, I’m going to depart from that philosophy and shamelessly promote our upcoming webinar, “My Candidate Has a Criminal Record: Now What?”. The reason I am doing this is because human resources professionals cannot afford to miss this one. Not more than a month has gone by this month this year where we haven’t seen a marquee press release announcing a multi-million dollar suit being filed against an employer for allegations of violating the Fair Credit Reporting Act in conjunction with their employment background screening practices or discrimination in hiring practices for the same.

Whether these companies that are being sued are guilty or not, the cost to defend these allegations and the negative publicity surrounding these cases should be a big red flag for all. Class action attorneys have found a new target and they are circling like sharks. Most employers are doing things properly, but there has never been a better time to make sure that you brush up on your responsibilities when it comes to employment background checks.

Our panel of experts includes Gordon Paisley from United Airlines, Tammy Henry from WalMart and Jason Morrris, Angela Preston and yours truly from EmployeeScreenIQ. We’re going to talk about how to develop a compliant hiring matrix, what should be considered when determining if a criminal record should disqualify someone from employment, the proper steps you need to follow when sending adverse action notifications and how to perform individualized assessments.

The webinar is free and if early response from your peers is the nudge you need (we already have 500 people signed up), then please take it.

As you can tell, I’m very passionate about this topic. If I’ve violated the blogger compact of promotion, I sincerely apologize. We just want to see less press releases alleging violations of legal background screening practices so that we can focus on the tremendous benefits that a comprehensive and compliant background screening program can have on your hiring practices.

All the info you need about the webinar is listed below:

To make intelligent hiring decisions, your company conducts employment background checks. It makes sense that you want to know all of the information on your candidate before making a final hiring decision. But then—it all comes down to the results. When a background check reveals that your job candidate has a criminal record, how do you respond?

Company hiring practices have fallen under increased government scrutiny and it’s critical that you understand the implications of your actions – and have a proactive process in place to address these unique hiring situations. So what are best practices for protecting your company?

On December 10th, join EmployeeScreenIQ for a complimentary webcast entitled, “My Candidate Has a Criminal Record. Now What?” This info-packed session will demonstrate the steps you must take when a candidate’s background check uncovers adverse information. Our featured panelists are, veteran HR executives L. Gordon Paisley from United Airlines, Tammy Henry from Walmart, and background screening experts Jason Morris, Angela Preston, and Nick Fishman from EmployeeScreenIQ. Join us while we discuss important legal considerations and share practical advice for developing a safe and compliant hiring protocol.

Attendees will learn:

    • Precautions to ensure their organization’s hiring practices are legally compliant with FCRA & EEOC requirements.
    • Essential considerations before making a hiring decision on a candidate with a criminal record.
    • Best practices for individualized assessments and adverse action.




By attending this webinar, you will receive 1 HRCI credit.

HRCI

The use of this seal is not an endorsement by the HR Certification Institute of the quality of the program. It means that this program has met the HR Certification Institute’s criteria to be pre-approved for recertification credit.

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Criminal Background Check Compliance

To make intelligent hiring decisions, your company conducts employment background checks. It makes sense that you want to know all of the information on your candidate before making a final hiring decision. But then—it all comes down to the results. When a background check reveals that your job candidate has a criminal record, how do you respond?

Company hiring practices have fallen under increased government scrutiny and it’s critical that you understand the implications of your actions – and have a proactive process in place to address these unique hiring situations. So what are best practices for protecting your company?

On December 10th, join EmployeeScreenIQ for a complimentary webcast entitled, “My Candidate Has a Criminal Record. Now What?” This info-packed session will demonstrate the steps you must take when a candidate’s background check uncovers adverse information. Our featured panelists are, veteran HR executives L. Gordon Paisley from United Airlines, Tammy Henry from Walmart, and background screening experts Jason Morris, Angela Preston, and Nick Fishman from EmployeeScreenIQ. Join us while we discuss important legal considerations and share practical advice for developing a safe and compliant hiring protocol.

Attendees will learn:

    • Precautions to ensure their organization’s hiring practices are legally compliant with FCRA & EEOC requirements.
    • Essential considerations before making a hiring decision on a candidate with a criminal record.
    • Best practices for individualized assessments and adverse action.








By attending this webinar, you will receive 1 HRCI credit.

HRCI

The use of this seal is not an endorsement by the HR Certification Institute of the quality of the program. It means that this program has met the HR Certification Institute’s criteria to be pre-approved for recertification credit.

Continue Reading

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