Hiring managers look to criminal background checks to provide accurate and relevant data for their hiring decisions. When a criminal background check reveals an arrest or conviction, it doesn't necessarily mean that the candidate is no longer eligible for the job.  Unfortunately, it's not that cut and dry. The manager has a lot to consider:

• Can they use arrest records without conviction?
• Does the record pass individualized assessment?
• Are the records true, timely and accurate?

It's important to understand the data that is provided in a criminal background check and when it's available. There could also be criminal charges that haven't made it to the report yet. 

Let's take a closer look ...

The VeriFirst blog is meant to be an invaluable resource to background screening clients and hiring managers alike. We value the questions YOU bring to us and work diligently to create helpful posts and tips for employers looking to hiring the right candidate and reduce risk. We've examined the analytics to determine the blog posts that you read the most so that we can bring you more of what you want. Use this list as a refresher on the blog or as a resource. And please provide feedback in the comments below if there's another topic you'd like us to cover. 

Here are the top employment background check blogs and topics.

Hiring laws and those that pertain to employment background screening are passed fairly regularly. Because it can be challenging for employers to keep up, this blog publishes yearly news as well as weekly updates to help keep readers informed. Staying in compliance with these new laws will help mitigate risk to your business.

Here are important updates to employment and hiring laws expected in 2020.

Most organizations pre-screen potential candidates during the hiring process. They understand that pre-employment background checks minimize the risk to their business, their employees and their customers.  The organization also assumes that a person's history will determine their current and future actions. 

But what happens if a candidate passes a background check and then commits a crime? Can an employer or hiring manager assume a background check is valid for a specific amount of time?

How long is a background check valid?

As a professional background screening company, we receive numerous questions from clients and readers of this blog. As an example, someone asked recently if adverse action notices are necessary if the employer sends a note, in writing, stating that the job seeker's qualifications were "not within guidelines." Our question is this: What guidelines? Are the guidelines discriminatory? Was the candidate aware of these guidelines before applying?

We thought we'd start with a basic answer to the most basic of questions:

What is an Adverse Action Notice?

When conducting background checks or drug screening, the Fair Credit Reporting Act (FCRA) dictates that employers obtain applicant consent and authorization. The form is ensure the applicant has been clearly notified and given permission for the employer to obtain background screening information. A recent court case reveals that employers are still trying to get around the strict regulations for this form. Far too many large organizations are being taken to court over the mishandling applicant consent. 

As a quick reference for employers, here are tips for obtaining applicant consent to a background check.

Tis the season of gratitude and service and your employees are looking forward to the break. As an employer, there are a multitude of ways to say thank you. Science has proven that gratitude and sincere acknowledgment improves lives and self-care in a stressful work environment. As an HR professional, you can also help encourage a culture of thankfulness and praise.

Here are four ways that HR can show gratitude to employees.

The Fair Credit Reporting Act (FCRA) was enacted so that consumers would have access to their personal information being stored and shared to employers and others.  This information could be false, inaccurate or incomplete and was being used against them.  While background screening is a vital tool to protect your business, FCRA compliance is another necessary protection. Non-compliance could be costly if an applicant were to take legal action. 

Do you know if your business hiring is FCRA compliant?

Performing background checks as an employer or landlord is vital to keeping your business, property, customers or employees safe. Unfortunately, the time and cost of a background check may lead to opting out or choosing to do research online in lieu of working with a professional background screening company. This can be a problem if the results found online aren't accurate or if the new hire or tenant isn't screened thoroughly. Denying employment or housing could cause the applicant to litigate because they weren't given a fair chance. Instead of putting yourself or your business at risk of EEOC or FCRA noncompliance, we have some practical ways to help.

Here are 3 simple ways to lower your company's turnaround times and screening costs. 

"We're very impressed with your skill set and are happy to offer you the job.... pending a background check investigation."

Even to those with nothing to hide, the second part of that sentence can shatter nerves of steel for job seekers. They wonder, "What will they find?" And, "Have I done anything wrong that I can't recall?" Or "What about that one mistake I made in college?"

Your recruiting and hiring staff can help ease these fears when running employment background checks.