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Drawing from 13 years of experience, this EmployeeScreenIQ learning session explains how to ensure accurate criminal background checks. Learn why taking “shortcuts” can lead to compromised background checks and inadvertently hire violent criminals.

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With more than 1,500 annual background checks that span all 50 states and cover candidates
in 14 U.S. office locations, Hospice Compassus needed a quality provider that understood the
complicated needs of a company that cares for people in their last stages of life.

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Guest Article by Kevin W. Grossman- Why? Because it’s a self-serving piece of inconsistently formatted and fudged professional drivel that really doesn’t help me hire true quality of fit.

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No Shortcuts is more than just a tagline or fancy marketing campaign. It is the foundation for how we operate our business. This mantra is employed at every level of our organization so that you have everything you need to make an informed hiring decision.

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When Continental Airlines was faced with a two-week downtime on employment background
checks with a previous vendor, the pressure was on Darby James, human resources director
of then Continental, now United Continental Holdings Inc., to solve the problem. Enter
EmployeeScreenIQ

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I’ve been thinking a lot about this moment for a few months now since I’ve been contemplating the role social networkings sites should or should not have in the employment background screening and hiring process.

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Written by background screening authority Nick Fishman, this article explains how background checks can directly impact the onboarding process and your company’s brand.

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By Kevin Bachman There are hundreds of companies selling employment screening products across the country, all with varying levels of accuracy, service and quality. I’d hate to be an HR Director tasked with sorting out which background screening company is best. Slogans like “Free!” “Instant!” “Nationwide!” Promises like “Seamless!” “Comprehensive!” “Automated!” Pounded with marketing materials and [...]

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Discrimination issues, global screening, contractors, credit checks, social networking and a tsunami of legislation headline the 2011 list of top background screening trends from EmployeeScreenIQ.

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More and more employers report that they’ve eliminated a candidate from consideration after viewing something negative in the candidate’s Facebook profile. But this practice does have legal risks. The good news, though, is that those risks can be avoided by following the steps . . .

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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.