IQ Blog

NY, NY: If You Can Hire There, You Can Hire Anywhere (Part I, The Fair Chance Act)

Angela Preston

New York City

I love New York. So do lots of other people who are clamoring to work in the Big Apple, where employment rose by 91,400 in the past year. The city has two brand new background screening laws that are about to shake up the status quo for employers. If you hire, recruit, or screen prospective candidates or employees in New York City, listen up.  Things are about to get complicated.

The two laws are the Stop Credit Discrimination in Employment Act (SCDEA) which went into effect on September 3, 2015 and the Fair Chance Act (FCA), which deals with criminal history and takes effect on October 27, 2015.  Today we’re tackling the FCA—look for Part II on the SCDEA tomorrow. (more…)

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Will a Minor Possession Charge Show Up on a Job Seeker’s Criminal Background Check?

Nick Fishman

weed

Employers naturally have a lot invested in the hiring process for their company. They want to make sure they select the very best employee whenever possible.

This of course means ensuring that the person brought in to fill the vacancy is the right fit for the culture of your company, and also does not pose any risk to your business or other employees. This is why it is crucial to understand what is involved in the criminal background check process. Your business invests time and money every time it screens a potential employee, so it is good to understand the possible results of a background check.

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5 Questions Employers Should Be Asking Their Background Check Provider

Kevin Bachman

5questions

Clients ask a lot of questions. How long do background checks take? How much do they cost? Can we integrate with their Applicant Tracking System? (Yes). Is my data safe? (Yes again).

At EmployeeScreenIQ, we pride ourselves on answering client questions. Keep them coming! But one thing we’ve noticed over the years is the questions have become more tactical, more about impact to a pre-existing piece of technology or administrative workload. They are really important questions, but I don’t have as many strategic conversations about background checks anymore. As questions have become more diverse, they have also strayed from what I think is the primary objective of any screening program. How do I do the best, fastest, most cost effective and compliant background check possible?

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