A 2013 EmployeeScreenIQ survey of 600 U.S. companies found that 88% of respondents had adopted the EEOC guidance on the use of criminal background checks, up from 32% in a survey conducted one year earlier. Of those companies that had adopted the guidance, half reported no impact, while others cited a negative impact on hiring costs, time to fill open positions and clarity in the hiring process.
Designed to save time on repetitive tasks, increase productivity and promote security, the Newton applicant tracking system now seamlessly integrates with EmployeeScreenIQ’s premium employee background check platform to offer a simple, smart, safe and stable pre-employment screening and applicant tracking process.
With EmployeeScreenIQ, Cheesman will have responsibility for nurturing the company’s strategic partnership programs, including sourcing, negotiating and integrating new partners.
Through its new partnership, WeedHire will integrate EmployeeScreenIQ’s pre-employment background screening application into WeedHire.com providing customers with an essential solution for all their hiring needs.
HR professionals can learn how to effectively identify and respond to falsified resumes by attending a complimentary webcast from EmployeeScreenIQ on June 18 entitled, “Liar, Liar, Pants on Fire: An Employer’s Guide to Effective Resume Verification.”
“If your candidate has a criminal background, the first step is to educate yourself on the top legal issues,” said Angela Preston, vice president of compliance and general counsel at background screening firm EmployeeScreenIQ.
A recent survey by EmployeeScreenIQ, a national background screening service, of companies that rely on employee background checks found “that employers consider resume distortions as a serious breach of trust and confidence, which directly impacts a candidate’s chances of getting hired.,” according to wire reports.
Nearly 600 human resources professionals revealed how they use background checks to make hiring decisions in EmployeeScreenIQ’s fifth annual survey of U.S. based employers.
A recent survey of companies that rely on employee background checks found “that employers consider resume distortions as a serious breach of trust and confidence, which directly impacts a candidate’s chances of getting hired.
“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.’”