Posted by Ryan Howard on Fri, Dec 23, 2016
The general consensus in America seems to be that 2016 may not have been a banner year. We like to look at the bright side of things and offer an annual gift to our readers. Good or bad, 2016 has been a busy year in many ways. We do our best to keep up with the latest news and legislation so that you can easily stay informed and continue to hire the best and brightest for your organizations. Without further ado....
VeriFirst's Top 10 Background Screening Blogs of 2016
When candidates apply for jobs, they must be able to provide identity, citizenship and their eligibility to work in the United States. With immigration on the minds of many, and since not every state, public or private workplace requires E-Verify to prove identity, this blog assists managers during the hiring process.
In 2014, the state of Pennsylvania passed background check requirements for all those 14 and older who would have contact with children. Many non-profits were left wondering how they would be able to afford these screenings since churches, youth sports and foster parents were included in the requirements. The post was updated to include information on discounted or free screenings for non-profits.
Drug tests are often the final part of the decision-making during the hiring process. In order to obtain drug test results quickly and efficiently, many human resource professionals are moving to electronic drug screening. This process automates the old paper process so that the results aren't delayed due to administrative errors. Accurate results can be obtained online 24 hours a day.
While many hiring managers consider background checks for new employees, this post makes the case for obtaining screens on current employees as well. If an employee is being promoted to a higher security level within the organization, if the employee's behavior could be damaging to the company's other employees or reputation, or if the organization is applying for insurance, current employee screenings may be required.
One of the biggest challenges in FCRA background check compliance is obtaining applicant consent and authorization. The consent form must be obvious and clear to the applicant and any adverse action must also follow certain procedures as dictated through the Fair Credit Reporting Act.
When an applicant fails a background check, it may not be the end of the world. This post highlights some of the reasons candidate background check results may not be accurate, giving hiring managers a second chance with their new hire. Also, retracting the job offer, referred to as adverse action, requires certain policies and procedures in order to not violate candidate rights under many federal regulations.
Recognizing a trend, more VeriFirst blog readers are clicking to read about adverse action compliance than many other topics. This blog post is no exception, including information on adverse action, required information, and timing. Following these procedures is one sure way to keep employers out of the courtrooms fighting FCRA non-compliance.
What was last year's most popular blog post of all time, the cost of a background check can be determined with real numbers, including which screens require higher access fees. When shopping for background checks, VeriFirst would like to show transparency so that a human resource professional can be better informed.
The Obama administration and several states are passing their own Fair Chance and Ban the Box regulations. These changes leave employers scratching their heads when considering criminal background checks for new hires. This topic was written about considerably in 2016 but this 2014 post was very nearly the most read post this year.
And now the most popular blog post of 2016...
Drug screening was the most popular topic of the year for 2016 with this post coming in as the most searched post of all time. Drug tests can cover a variety of substances depending on which panel is chosen by the employer. Applicants may attempt to "beat" a drug test but some substances could still show up in hair, nails, blood or saliva. Employers have the option of randomized drug screening on a regular basis or under reasonable suspicion.
Thank you, dear readers, for a great 2016. We will continue to follow your lead on future blog topics. Also, feel free to contact us on LinkedIn or Twitter if there is a particular topic you'd like to see on the VeriFirst blog. We wish you a safe and prosperous 2017!