In today's world, it's no longer safe to simply rely on a potential employee's resume as a reliable source of information. While the resume is a great source of information about the previous work history, conducting a criminal background check for employment has become an essential and vital part of hiring new employees.Read More
From 10+ years experience performing background checks, we know that employers are looking to save both time and money when hiring. Saving time and money also means ensuring the right person is hired because employee turnover definitely puts a dent in hiring costs. At a minimum for all candidates, a national criminal background check is definitely on the list of recommended basic background checks. Some employers may do an internet search for a "national criminal check" and hope to find quality data to help with their hiring decision. Be wary.
Is a National Background Search all-inclusive? The short answer to this is no.Read More
Last week, NPR shared a story of Eduardo, a 32 year old man who was tried as an adult at age 17 when he was caught selling cocaine outside his New York apartment building. He was released on parole for good behavior but his criminal record has stayed with him ever since, affecting job and housing opportunities. In December, Governor Cuomo pardoned Eduardo, one of the first pardons in the state for those convicted for non-violent crimes at age 16 or 17, sealing his record from the public.
Should employers be concerned?Read More
When selecting the right person to work for an organization, hiring managers must discern between their gut feelings, the job requirements and the information presented to them. The Equal Employment Opportunity Commission (EEOC) and various Fair Chance and Ban the Box initiatives have questioned the necessity of criminal records disclosure until after an offer of employment. Denial of employment based on that record is also prohibited unless the record is job-related. In general, hiring best practices are to run a background check after offering a job to a candidate.
What should managers look for regarding candidate disclosure of criminal records during the hiring process?Read More
Topics: criminal background check
We're living in a more litigious society than ever and employers are at risk for violations and penalties if they're taken to court. More laws are being written to protect job applicants from discrimination in the job market, especially as it relates to criminal background checks. Human resources and hiring managers must individually assess each candidate thoroughly and accurately in order to make hiring decisions. The actions before and after the decision to hire (or not) must also follow up-to-date standards and regulations.
If employers can obtain accurate data and stay compliant with the law, their litigation risk is lessened.
Fingerprinting has become a widely disputed topic with Uber's recent fight against attempts to fingerprint its drivers. State legislators believe it to be the safest way to ensure drivers, healthcare and childcare workers aren't harmful to those they serve. Matching job candidate fingerprints against the FBI criminal database would seemingly constitute a comprehensive and accurate background check if it didn't actually negatively impact many candidate's opportunities for employment.
When considering an applicant for employment, will fingerprinting tell the whole story?
With the proliferation of Ban the Box and the growing call for fair chance regulations across the United States, employers are often left at a loss when a background check reveals an ex-offender. More Americans are talking about the nation's incarceration rate and how to successfully reintegrate those convicted of a crime, yet there is still substantial evidence that the paradigm shift hasn't fully been accepted. There is undeniable evidence that employment is one of the strongest factors in successful reintegration.
Despite a criminal background, employing ex-offenders could be a positive contribution to society.Read More
The Obama administration has recently proposed that federal agencies prohibit all inquiries about an applicant's criminal background until after the employer has extended a job offer. The Ban the Box imitative and the growing support behind the initiative allows those with criminal histories a fair chance at employment. Four years ago, the EEOC also asked employers to consider specific guidance when assessing an applicant's criminal history.
Employers recognize that they must make changes with regards to criminal background checks and hiring practices but many aren't sure where to begin.Read More
Hiring an employee isn't as straight forward as you might expect. Federal, state and local regulations protect the rights of the job seekers and employers must stay current on any changes that may affect their recruiting and hiring processes. "Ban the box" is one regulation that is appearing in headlines across the country and affects employers and job seekers alike.
What exactly is Ban the Box and what do employers need to know?Read More
As a landlord, single or multifamily property owner, you probably already have a process for screening potential tenants. Having a defined rental policy is as important as a prepared lease agreement. Property owners and managers must abide by the Fair Housing Act which protects tenants or property buyers from housing discrimination. Earlier this month, federal changes have mandated that property managers revisit rental policies regarding tenant screening and criminal background checks. Here's what you need to know.Read More