“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.”
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.
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.