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“The movement itself is coming from a really good place. They want ex-offenders to get back to work, and we agree that is a good thing,” said Angela Preston, vice president of compliance at Employee Screen IQ, which conducts background checks. “Our position is that ‘Ban the Box’ is not a bad thing but businesses are saying, ‘We need clarity.’ When you have 10 different state laws and 55 different local and county laws, it just confuses the issue. Businesses are saying, ‘Tell us what the rules are.’”

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This recognition represents EmployeeScreenIQ’s continued commitment to excellence, accountability, high professional standards and continued institutional improvement.

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Nearly 600 human resources professionals opened up to EmployeeScreenIQ about how they use background checks to make hiring decisions. Their candid feedback is detailed in the company’s just-released, fifth annual survey of U.S. based employers.

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“EmployeeScreenIQ is proud to achieve Oracle Validated Integration with Oracle Taleo Enterprise Cloud Service through OPN,” says EmployeeScreenIQ president and chief operating officer, Jason B. Morris. “Oracle Talent Management Cloud users can leverage our screening platform with the click of a button while protecting the security of sensitive candidate information.”

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The premise of the law, says Angela Preston, vice president of compliance and general counsel at Cleveland-based EmployeeScreenIQ, is that every employee deserves a chance to answer adverse actions; maybe a case was expunged, or maybe it should have been treated like a dismissal according to a probation officer or court. The bottom line, she says: “The FCRA contemplates what every employee deserves as a chance” to defend himself or herself against anything negative that shows up in a background screen.

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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.

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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.

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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.

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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.

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‘‘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.’’

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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.