A study by background-check provider EmployeeScreenIQ revealed that more than 70 percent of businesses said less than 5 percent of candidates with criminal records are not hired due to their indiscretions.
The 22-page report examines potentially explosive concerns facing employers, including the impact of criminal records on hiring, the use of social networking in screening, the implications of new EEOC guidance and the practice of asking candidates for self-disclosure of criminal records.
“The overarching takeaway from this survey is that employers seem to be screening and hiring candidates in a responsible, acceptable and legally compliant fashion,” said Nick Fishman
Once the process moves to the screening phase, have someone other than the employment decision-maker do the screening, advises Jason Morris, president and COO of EmployeeScreenIQ in the Cleveland area. “Create a firewall between this person and the decision-maker,” he said, particularly if the screening will involve social media sites.
From criminal records searches to social media, the hottest issues in the background screening industry take center stage in “Quick Takes,” an entertaining and informative new video series from EmployeeScreenIQ debuting this week.
Another piece of encouraging news comes from EmployeeScreenIQ’s trend survey. Among the nearly 1,000 human resource professionals surveyed, 71% say that in only 5% of instances or less is a candidate with a criminal record not hired.
“The overarching takeaway from this survey is that employers seem to be screening and hiring candidates in a responsible, acceptable and legally compliant fashion,” says Nick Fishman, chief marketing officer of EmployeeScreenIQ.
HR professionals are invited to attend a free webcast from EmployeeScreenIQ, the leading global provider of employment background screening services, and discover how nearly 1,000 of their industry peers are evolving their screening practices to satisfy new regulations while balancing the pressing needs of their organizations.
Already, hundreds of HR industry pros have taken the five-minute “Trends in Background Screening” survey, which measures attitudes toward everything from applicant criminal histories to online diplomas.
I agree that when reports are inaccurate, people can lose jobs. But, unfortunately, the article highlights the worst-case scenario and bad practices that are not supported by the background-screening industry.