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Personal Background Checks

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Choosing and monitoring your background screening vendor is as important — and maybe more so even — than the interview you conduct with candidates. The best insurance, says Nick Fishman, an executive with EmployeeScreenIQ, is to be diligent in the selection of a background vendor. “You want to ask questions before you make a decision,” he said.

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This Compliance and Ethics Professional Magazine feature article written by EmployeeScreenIQ’s Vice President of Compliance and General Counsel, Angela Preston, examines two recent court cases which addressed Facebook and privacy expectations and how they impact employers.

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Happy 4th of July! In observance of Independence Day, all U.S. Courts will be closed on Thursday, July 4, 2013.

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Social media and networking sites can tell you a lot about job candidates. But using them may expose your organization to a host of legal risks and less-than-trustworthy information. For those who decide the rewards outweigh the risks, we offer seven social media “Do’s and Don’ts.”

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This report shares the findings of EmployeeScreenIQ’s fourth annual survey of U.S.-based
employers regarding their use of employment background checks. A total of 992 individuals
representing a wide range of U.S.-based employers completed the survey in late December of
2012 and early January of 2013.

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One recurring question from clients is this: what do you do when a state law requires a criminal background check? Do you follow the state law, or the guidance?

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Keeping up with ban-the box legislation is practically a full time job. My Google alerts on this topic have been blowing up. Most recently, Seattle City Council has voted to officially ban the box, joining the State of Minnesota and the City of Buffalo in passing laws eliminating the check box asking about criminal history on a job application.

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Please stop by booth #1335 and say hello. We’ll be raffling off six Apple TV’s and a Parrot AR Drone 2.0! And because we know that no one walks the trade show floor to collect giveaways (not!), we’ve got something to get you all charged up about your favorite background screening company.

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Scheduled for June 4 and titled, “The Risks and Rewards of Screening Job Applicants through Social Media,” this highly topical webinar will address four essential legal considerations when screening through sites such as Google, LinkedIn, Facebook and Twitter – privacy, discrimination, accuracy and negligent hiring.

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On April 25, Dietrich sent out an email — she called it a birthday card, in light of the EEOC anniversary. In it, she quotes a report from EmployeeScreenIQ, a Cleveland company that conducts background checks.

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All information contained on this website is provided by EmployeeScreenIQ solely for the convenience of the site viewers. EmployeeScreenIQ is not providing legal advice or counsel and nothing provided on this website or otherwise by EmployeeScreenIQ should be deemed as legal guidance or advice. Users are solely responsible for complying with all local, state, and federal laws relating to the use of any information provided on this website and any information products provided by EmployeeScreenIQ. Users should consult with their own legal counsel if they have questions regarding their legal responsibilities or any information provided by EmployeeScreenIQ.