So your candidate’s background check didn’t turn out all roses. Now what? Employment background checks are under a microscope from federal and state regulators who are cracking down on employers in an effort to combat perceived misuse and discrimination. With that in mind, EmployeeScreenIQ polled the HR world to find out what steps professionals take (and what they avoid) to prevent getting into hot water. You can be among the first to hear the results. Background screening experts Jason Morris, Nick Fishman and Angela Bosworth, J.D., will host a free webinar on February 15 titled, “Risky Business: Ensuring Your Background Check is Legally Compliant.”

Webinar Title:
Risky Business: Ensuring Your Background Check is Legally Compliant
Date: Wednesday, February 15, 2012
Time: 1:00 PM – 2:00 PM EST
Cost: FREE
Register here: www1.gotomeeting.com/register/154532953

Drawing from our new trends survey report, we’ll cover best practices and tips to ensure that your hiring practices comply with ever-changing screening laws, legislation and guidelines. We’ll also discuss some colorful background check scenarios that we presented to survey respondents . . . and their surprising answers.

Those who attend will receive an advance copy of the 2012 survey report, so register today!

According to Australia’s National Drug and Alcohol Research Center, over 200 million people throughout the world use illegal drugs.   No surprise that marijuana was the leading drug used (an estimated 203 million people), followed by amphetamines, cocaine and opiates.

The study also estimates that of the 200 million users, 39 million are considered problematic users.  And most of these drug users, whether problematic or not, live in developed countries, meaning a significant portion of them are either currently employed or seeking employment.

Why should employers care?  Well, beyond the obvious of workplace incidents, illegal drug users cost employers billions of dollars a year due to soaring health care costs and sick days.  And they don’t need to be a problematic drug users to cause these issues.

To help mitigate the risk associated with drug use, employers should consider establishing a substance abuse screening program as part of their overall employment screening strategy.  For more information on how to establish a drug free workplace, check out the video below.

EmployeeScreenIQ has extended the deadline for completing its third annual “Trends in Background Screening” survey to Monday, January 9. Over 600 human resources professionals have taken the six-minute survey so far, which measures thorny background check scenarios from the discovery of inflated resumes to criminal histories.

What types of arrest records and resume discrepancies concern you? What would you do when your top candidate isn’t what he appears to be?

Take the 2012 Trends Survey and weigh in on tricky hiring issues that are shaping the employment screening industry: criminal records, falsified resumes, social networking and more.

For just six minutes of your time, you’ll be entered in a prize drawing to win a new iPad 2! All participants will receive an executive summary of the results. Last year’s report garnered attention from TLNT.com, Talent Management, and other HR media… so don’t be left out.

What would you do?  That’s the question we’re posing to human resources professionals confronted with hypothetical and thorny background check scenarios– from the discovery of inflated resumes to criminal histories –our third annual Employment Screening Trends Survey.

Our ambitious new survey, which probes deeper into attitudes toward these and other tricky employment issues, allows you to express their opinions regarding the various influences that impact their hiring decisions and learn from the responses of your industry peers.

Human resources professionals, hiring managers, recruiters and industry experts across North America are encouraged to access the brief survey, which takes about six minutes to complete, by visiting http://tinyurl.com/6ogabcy. All participants will be entered into a prize drawing for an Apple iPad2 and will receive an executive summary of the survey results when they become available in early 2012.

The insights gleaned from the research will also help EmployeeScreenIQ better understand the hiring industry’s challenges and shape future educational offerings such as webinars and white papers.

Drawing upon real-world concerns in the rapidly changing world of background checks, the new survey not only asks employers how they respond when adverse information is revealed about a job candidate, but also solicits opinions on timely “hot button” topics like the legitimacy of online education, and social networking sites as potential job-seeker landmines. It also measures concerns about the screening process itself and employers’ criteria for choosing a provider.

Over the past two years, the response to our annual survey has increased dramatically. This tells us that the HR world has an ongoing hunger for information as it grapples with a hiring climate where many applicants will do whatever it takes to get noticed. We are extremely grateful to all participants for investing their time and helping us to shine a brighter light on these issues.

Take survey

Despite an influx of legislation and accusations that employers are overinflating the importance of candidate background checks, a new survey from EmployeeScreenIQ finds that companies are using them responsibly to make hiring decisions in conjunction with qualifications and interviews.

The 2011 edition of “Trends in Employment Background Screening” examines how HR professionals are adapting to the rapidly-changing world of employment background screening. The 14-page report delves into heated issues such as hiring discrimination, credit checks, hiring matrices, social networking and more. Nearly 800 individuals from a wide range of organizations in the U.S. completed the survey, which was distributed in March.

Among the top findings:

• Respondents are less concerned about EEOC inquiries and government interference in the background screening process than they are about a provider’s ability to deliver results and candidates with criminal records.
• Respondents cited qualifications and interviews as the leading influencers when making hiring decisions, ranking candidates’ criminal records third in importance.
• 66 percent of respondents never check social networking sites such as Facebook, LinkedIn, and others for the purposes of conducting background check.
• 92 percent of employers will reach out to candidates or consider job relevance when a background check reveals adverse information. Only 8% of respondents reject a candidate outright.
• 21percent conduct credit checks on all employees while 33% don’t perform them at all.

Download a complimentary copy of “Trends in Employment Background Screening 2011″ by visiting: http://www.employeescreen.com/2011_report.asp

This year’s survey refutes the outcry that employers are overinflating the importance of background checks and credit reports. The vast majority of respondents clearly stated that while background checks are essential, they are just one element of the hiring process.  The challenge ahead for organizations and HR professionals is to safely navigate these stormy waters by keeping informed and taking the proper steps to ensure compliance.

2011 has become a year of litigation and legislation that should concern any employer that conducts employment background checks.

EmployeeScreenIQ’s second annual survey report dives into these and other heated subjects. Nearly 800 HR professionals shared their views about background checks and how they influence the hiring process – as well as insights about the trends and challenges that will shape the future of employment background screening.

The experts at EmployeeScreenIQ have compiled the findings into a 14-page report that includes:

• How employers respond when a background check reveals negative information
• Concerns about new and upcoming state laws that restrict credit checks
• Concerns about increased hiring discrimination scrutiny by the EEOC
• How background checks influence the hiring process
• The risks of social media screening

Respondents also share their perspective about topical issues such as credit reports, criminal records, drug testing, and much more.

Our U.K. strategic partner, Verifile Ltd. has published their 2011 report on diploma and accreditation mill activity and reveals an astounding 48% increase worldwide in the number of known diploma and accreditation mills in the past year alone. As the Internet is the primary home for these bogus education and accreditation providers, little action is taken to stop them from helping unscrupulous candidates deceive unsuspecting employers. This year’s Accredibase™ report examines the current status of the diploma mill situation and considers what can be done to protect the public and businesses.

The Accredibase™ report identifies the following red flags that may help in the identification of diploma mills*:

• The institution does not have authority to operate or grant degrees from the education authorities where it claims to be based.
• Degrees are delivered in a very short space of time – sometimes just a few days.
• Degrees are granted based entirely on work or life experience.
• Contact details are limited to an email address and the institution is vague about its location.
• The institution will allow the student to choose his/her own course title and specify the graduation year to appear on the certificate.
• Sample certificates, transcripts or verification letters are available to view on the website.
• Institutions make over-complicated or misleading claims about accreditation or recognition.
• The institution’s name is similar to that of a recognised and respected education institution.
• Internet domain names are misleading – such as ‘.ac’ instead of the regulated ‘.ac.uk’ used by higher education institutions in the United Kingdom.
• The website is poorly designed, has poor spelling and grammar or it plagiarises copy from other institutions.

Verifile’s proprietary database of diploma and accreditation mills, Accredibase™, keeps track of the credential fraud industry. Verifile’s Accredibase™ has identified approximately 5000 suspect educational institutions and accreditors, including 2,615 known bogus education and accreditation providers. In addition to the huge number of confirmed mills known to Accredibase™, new suspect institutions are discovered on a daily basis – more than 2,000 are currently under investigation by Accredibase™ for inclusion in the database.

Download the full report

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.

Don’t look now, but it’s almost time for the Annual SHRM Conference.  I’m thrilled with this year’s destination of San Diego, but wish the airlines would cooperate a bit more.  Have you seen the airfares to San Diego from the Chicago or the East Coast?

EmployeeScreenIQ has a lot to talk about at this year’s conference.  We’ll be exhibiting on the show floor and conducting our IQ Podcasts; discussing our employment screening services and criminal background checks.  Of course, there will be plenty of giveaways.  We’ll also be raffling off two Apple iPad’s. Please stop by at Booth #1023 and say hello.

We also will be unveiling the results of our Background Screening Trends Survey which covers attitudes about emerging issues, diploma mills, laws that protect job applicants and more.  We had over 600 respondents and look forward to sharing this impactful study.

Lastly, EmployeeScreenIQ President and C.O.O., Jason B. Morris will be speaking about the dangers of using social networking sites to screen job applicants.

“Social Networking Sites: Can You Always Trust What You See?” is the title of the presentation, which will take place Monday, June 28, at 4 p.m. (PST) at the San Diego Convention Center. The 75-minute session will highlight a variety of emerging employment screening trends with a focus on the use of social networking sites to conduct background checks.

EmployeeScreenIQ is surveying the HR world, and six minutes could win you a Kindle

How important are background checks in your hiring process? Which matters more: criminal background checks or credit reports? Where do contractors fit in?

You’re invited to participate in the 2010 Employment Background Screening Trends Survey from EmployeeScreenIQ. It takes only 6-7 minutes to complete and covers attitudes about emerging issues, diploma mills, laws to protect job applicants, and more.

Just by completing the survey, you’ll be entered in a prize drawing to win an Amazon Kindle E-reader. All participants will receive an executive summary of the survey results in June.

Click below to share your thoughts!