EmployeeScreenIQ aims to find out the issues that most concern human resources professionals through its much-anticipated, fifth annual survey, measuring trends in employment background screening.
Conscientious employers conduct thorough background checks in the interest of making the most intelligent hiring decisions. When the results of an employment background check reveal a job candidate has a criminal record, it’s critical that organizations know the proper – and legally compliant – way to respond.
More than a third of U.S. employers say they consult social-networking sites during hiring at least some of the time, according to a survey of nearly 1,000 human-resources workers released this year by EmployeeScreenIQ, a background-check firm. Only 7% said they always look at those sites.
Though he doesn’t dispute there’s confusion among employers about what the criminal-background guidelines actually say, Nick Fishman — chief marketing officer and executive vice president at EmployeeScreenIQ, a Cleveland-based pre-employment screener — is quick to question the need for the guidance and its added paperwork.
‘‘Private industry has changed a lot in the past 15 years,’’ Jason B. Morris, president and chief operating officer of Cleveland-based EmployeeScreenIQ, told Bloomberg BNA in a Sept. 27 interview. ‘‘Fifteen years ago, you had to explain why screening was important. Now they get it.’’
EmployeeScreenIQ’s Fishman recalls the unraveling of one employment deception: The past employer of the applicant had no website and there was no cross-referencing phone number for the supposed business. Moreover, a reference couldn’t answer specific questions related to the applicant’s job responsibilities and other matters. And the applicant couldn’t provide W-2s.
In her position as regular member director, Angela serves to fulfill the mission of NAPBS “to promote ethical business practices, compliance with the Fair Credit Reporting Act, equal employment opportunity and state consumer protection laws relating to the background screening profession.”
Employers who rely on criminal background checks when screening job candidates may be living with a false sense of security – and setting themselves up for a potential fall. To help companies better understand what a comprehensive criminal records background check should entail, EmployeeScreenIQ is offering an instructive guide aimed at HR professionals responsible for their organizations’ background screening programs.
A rapidly changing legal landscape is making the application, interview and screening processes increasingly complicated – and potentially dangerous for employers, which includes staffing firms and may also include recruiters working on a client search.
EmployeeScreenIQ’s Angela Preston, vice president of compliance and general counsel, offers employers a list of the top five legal hazards in hiring and background screening for the first half of 2013