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.
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.
By now, many of you are familiar with the Google executive that was killed on his yacht last year by a call girl that injected with a fatal dose of heroin. In the aftermath of this startling case, the San Jose Mercury News started digging into what it calls Silicon Valley’s “drug culture”.
Specifically, they assert that there is an increasing propensity for those in the technology space to abuse illegal and prescription drugs to cope with the breakneck pace of work that the sector demands. And to make matters worse, they allege that employers are turning a blind eye to the problem by not drug testing employees as part of their employment background screening process.
Their hypothesis is simple. [...]
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.
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
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. Read More
You might be tired of hearing about “ban the box” by now, but as the list continues to grow, so does the importance of employment background checks. Read More
Have a question for our next issue? Send an email to firstname.lastname@example.org and you may see an answer next month!
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.
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.
Another day, another dollar. And another ban the box bill.
The city of Rochester has banned the box, joining other US cities like Buffalo, Baltimore, Newark, Philadelphia, San Francisco, and Seattle. You can read about the specifics here.
The Washington D.C. Council is currently reviewing the “Fair Criminal Record Screening Act of 2014″ which has sparked plenty of debate and controversy. Like the Rochester ordinance, it would prohibit both public and private employers with more than four employees from asking about criminal history until after an initial job interview or after a conditional offer of employment.
New York City is considering its own version of ban the box, called the NYC Fair Chance Act.
At the state level, a few weeks ago the New Jersey legislature passed a bill that now sits on Governor Christie’s desk. If signed, the Garden State will join Hawaii, Massachusetts, Minnesota and Rhode Island in banning the box. You can read more about the details of the New Jersey bill here.
Illinois is expected to soon follow; a similar law sits on the governor’s desk. For those of you keeping track, eight additional states (California, Colorado, Connecticut, Delaware, Illinois, Maryland, Nebraska, New Mexico) have removed that question from applications for public or state jobs. In Georgia, an executive order will soon ban the box on state employment applications.
If you haven’t already, read my latest analysis: The Problem(s) with Ban the Box and let me know what you think!
Last month, we had a lively panel discussion on how to combat resume fraud through effective employment background screening techniques featuring experts from EmployeeScreenIQ as well as Karen Jones from the “Taj Majal” of all grocery chains, Wegmans (if you’ve ever been to one you know what I’m talking about) and employment verification guru, Craig Caddell.
The presentation, “Liar, Liar, Pants on Fire: An Employer’s Guide to Effective Resume Verification,” was attended by more than 450 human resources professionals and includes a great Q & A at the end.
If you question the whether your candidates are giving you the whole truth and nothing but the truth about their past employment experience and education history, then this webinar is for you. And best of all, it’s free. You don’t even have to register.
Here’s a sneak peek about what you’ll learn.
This is by far the best blog post I get to write each year because I get to announce our annual charitable contribution recipients. At EmployeeScreenIQ, we have the responsibility of helping our clients promote and maintain safe working environments both for their employees and their customers. We also feel a responsibility to give back to those in need of assistance in the communities we serve. Since our inception, we have identified, and contributed, to many worthy organizations, increasing our contributions as our company grows. This year’s recipients are:
If you wish to join us in supporting these worthy causes, please click on the links above.
I’m excited to tell you that EmployeeScreenIQ has engaged online recruitment veteran and digital marketing expert Joel Cheesman to head up our strategic alliance programs. Joel will be responsible for building new strategic partnerships and optimizing existing partnership programs designed to improve our customer experience and contribute to the continued evolution of our rapidly growing, pre-employment background screening firm.
An innovator in the Internet recruitment space, Joel has more than 15 years’ experience navigating the intersection of emerging technologies and marketing strategy, driving revenue and building brands through search engine optimization (SEO), search engine marketing (SEM), mobile marketing, content and social media. He is widely known for his award-winning, now-retired recruiting industry blog “Cheezhead,” acquired in 2009 by Jobing.com, where he went on to serve as senior vice president. Joel also founded a number of recruitment- and marketing-related entrepreneurial ventures including Nacho Chili, Hungry Thumb, Hire PPC, HRSEO and mJob and has served in marketing and business development roles for CareerBoard and Job Options. Cheesman was also a blogger for JobScore and serves as an advisor to FanSided.com.
With EmployeeScreenIQ, Joel will have responsibility for nurturing our strategic partnership programs, including sourcing, negotiating and integrating new partners. Current and prospective partners include providers of talent management technology solutions, drug testing laboratories, occupational medical groups, assessment companies, HR consultants, and buying and membership groups. Cheesman will also develop reseller partner networks that align with the company’s strategic initiatives and work with the EmployeeScreenIQ marketing team on cross-marketing programs and other projects.
Joel has been a thought leader, a visionary and a strong voice in the recruitment industry for many years and he has an impressive track record leading strategic marketing efforts for numerous companies, both his own and others. We anticipate he will contribute that same type of novel thinking and execution to our strategic partnership programs and significantly advance that effort in a way that benefits our customers, our partners and our organization.
Want to learn more about EmployeeScreenIQ’s Strategic Alliances? Check out our Partners page.