As you know, we recently released a white paper on the potential liabilities employers may take on by using adjudication modules when conducting background checks.  We’ve summarized our opinions, findings and conclusions in a podcast recorded with HRMarketer’s Elrond Lawrence.  Check it out.

There have been a myriad of questions that have arise since Massachusetts governor Deval Patrick signed into law new reforms to the Commonwealth’s Criminal Offender Record Information (CORI) law that will have a significant impact on the state’s employers who conduct criminal background checks. To sort through the mess, we enlisted the help of Seyfarth Shaw labor and employment attorney, Pam Devata. Clearly, these reforms represent an effort to help those with criminal records find employment, but will this come at the expense of employers ability to make an informed hiring decision?

Check out our podcast below.

Listed below are some of the most critical changes that will take effect February 6, 2012:

• Employers can no longer ask if an individual has been convicted of a crime on the initial job application (please note that this requirement is set to take effect November 4, 2010)
• Felony convictions older than or prison sentences completed more than 10 years ago will be removed from the system as will misdemeanors older the 5 years
• An employers can only take adverse action after they have presented the candidate with the CORI report
• Any employer that conducts five or more background checks on an annual basis must have a written criminal offender record policy
• Employers must dispose of an individual’s CORI report not more than 7 years after their last date of employment

Illinois Governor Pat Quinn signed a bill that takes away the right of the state’s employers to review a job candidate’s credit report as part of the employment screening process. Or does it? The new law will officially take affect on January 1, 2011, but is sure to create confusion because while it bans the use of credit reports for most, it allows their use for certain industries and positions. Check out some of the exemptions: “those with management responsibility, signing authority over as little as $100 or access to personal, financial and confidential information. It exempts law enforcement and financial institutions and has no effect on other kinds of background checks.” So is it illegal to run credit reports or not?

This move is sure to raise concerns in the business community among those who were using these reports responsibly to protect themselves and their customers alike.

To sort through the mess, we spoke with Seyfarth Shaw labor and employment attorney, Pam Devata. Check out our podcast below.

I had the pleasure of spending some time with John Hollon, TLNT.com VP of Editorial Content at the SHRM Conference last month.  He was actually interviewing me for content about employment background checks on TLNT.com and I was so intrigued by ERE’s latest forum that I asked if I could return the favor.  John is a former editor at Workforce Management, so I apologized in advance if the quality of my journalism wasn’t up to par.

We had a great conversation about the site, its intended audience and the content that is being published.  We also talked about some of John’s goals for the forum over the next year.  Take a listen and definitely check out the site.  They’ve got some great content and if the success of ERE is a primer for TLNT, your going to be hearing a lot about them for the foreseeable future.

We continue to be enamored with the growth and development of iCIMS, our strategic partner for talent management solutions.  Their latest move was luring their new Vice President of Sales, Mike Dutter away from CareerBuilder.  In talking with Mike, he just gets it. He understands the business, the applicant tracking space and the industry segment and he is the perfect candidate to drive business results among their sales executives.

We spent 5 minutes talking to Mike about his new role and about iCIMS’ plans over the next year.  They’re definitely excited about their new customer care site.  Just another reason why we’ve chosen to align our employment screening services with this market leader. Check it out.

BTW, this is clearly live and one take. Check out my reference to hitting the ball off the cover. Just caught that

We’re always on the lookout for great new technologies in the HR space and while we typically focus on those dealing with employment screening, we couldn’t pass up the opportunity to learn more about GreenJobInterview.com. The company touts itself as the leader in live virtual interviews which allow organizations to save money and foster a culture of environmentally friendly practice.

With job candidates applying for jobs throughout the country and around the world, think of all the money a company could save by conducting initial interviews on-line.  Okay, so needless to say, we were intrigued and wanted to talk to the company’s president and CEO, Greg Rokos.  Check out our podcast below.

Also, Greg was kind enough to extend a special deal to EmployeeScreenIQ clients for two free webcams and a free virtual interview.

We recently attended the Annual SHRM Conference in San Diego, CA and as always met up with some HR industry experts and insiders to discuss the latest trends and technologies relevant to staffing, employees and background checks.

Our first podcast was with Bernie Dyme, President and CEO of Perspective’s Ltd. a workplace resources firm specializing in the nationwide delivery of Employee Assistance Programs (EAPs), Managed Behavioral Healthcare, WorkLife Services, Organizational Development and Wellness.  You might recall that Bernie was one of our expert panelists on the webinar we conducted earlier this year on workplace violence.

That said, we took advantage of Bernie’s expertise in this regard for on update on workplace violence stats and tips for prevention including thorough employment background checks.  Take a listen.

In spring 2010, more than 600 HR professionals shared their views on the trends and challenges that will shape the future of employment background screening. The results are in and EmployeeScreenIQ has compiled them into a 14-page report that covers:

• Attitudes about emerging issues
• Changes in the importance of background screening
• Laws to protect job applicants
• Screening contract workers
• Attitudes of hiring managers and candidates

Respondents also share their insights and perspective about topical issues such as diploma mills, credit checks, employment history fraud, and more.

NOTE: For an engaging commentary on the survey findings, check out a new podcast interview with EmployeeScreenIQ’s Nick Fishman below.

In spring 2010, more than 600 HR professionals shared their views on the trends and challenges that will shape the future of employment background screening. The results are in and EmployeeScreenIQ has compiled them into a 14-page report that will be published on Tuesday, June 22nd.  The report covers:

- Attitudes about emerging issues

- Changes in the importance of background screening

- Laws to protect job applicants

- Screening contract workers

- Attitudes of hiring managers and candidates

Respondents also share their insights and perspective about topical issues such as diploma mills, credit checks, employment history fraud, and more.

For an engaging sneak preview on the survey findings, listen to a new podcast interview with EmployeeScreenIQ’s Nick Fishman.

We’ll send a link to the survey as soon as it is published.

The National Association of Professional Background Screeners has unveiled an accreditation program for Employment Screening companies located in the United States of America. Governed by a strict and thorough set of professional standards, the BSAAP will become a widely recognized seal of approval that brings national recognition to a background screening-affiliated organization for its commitment to excellence, accountability, high professional standards and continued institutional improvement.

I recently sat down with Tracy Seabrook, Executive Director of NAPBS to discuss the program and what it means to the marketplace.  Take a listen.