Most employees expect to be screened during the hiring process. It may be a surprise to find that employers do have the right to run a background check post-hire. In both cases, the employee must have given written consent to be screened and the employer must follow adverse action procedures. The reasons for running a background check after hiring vary depending on industry, promotions or other events that may trigger an employer to screen again.

Can an Employer Run a Background Check after Hiring?

Employers screening potential applicants face more regulations such as Ban the Box and other "fair chance" laws to decrease discrimination in hiring. Landlords are also facing more legislation for the same reason. Within the past several months, there have been new laws for landlords and property owners looking to run background checks on their tenants. 

Read more to learn about new laws impacting landlords and tenant screening.

The efficiency of your company hiring process is more important than ever. Candidates go to websites like Glassdoor and others to share their experiences with any other potential candidate. Creating a positive candidate experience is crucial to attracting a quality pool of applicants as well as protecting your brand image. For a business that wants to hire the right employees, reducing time-to-hire is one way to improve the hiring experience. It's not necessary to cut corners to reduce the time from placing an ad to hiring an employee. 

How to reduce time-to-hire without putting your business at risk.

The National Association of Professional Background Screeners (NAPBS) last week announced that they are rebranding as the Professional Background Screening Association (PBSA). Founded in 2003, the organization promotes and establishes ethical business practices and legislative compliance within the background screening industry. 

VeriFirst is proud to be PBSA Accredited!

With the NAPBS name change, we wanted to share what this accreditation represents to background screening companies and employers. 

NAPBS changes their name to PBSA.

New York, New Jersey and Kansas City employers are banning employers from asking the question of salary history during pre-employment hiring practices. They join a host of states and cities that have done the same - Alabama, Atlanta, California, Colorado, Connecticut, Delaware, Hawaii, Illinois, Maine, Massachusetts, New York City, Oregon, Philadelphia, Vermont and Washington.

Even if your city or state hasn't enacted any legislation regarding salary history, it is important for employers to stay alert. Some of these bans are already in effect and some will go into effect within the next year or two.  Read more to find out why.

In 1988, President Ronald Reagan signed the Drug-Free Workplace Act requiring employers of federal workers and certain federal contractors to adopt a drug-free workplace policy and create drug-free awareness programs. Today, many employers have chosen to adopt these policies and programs as the norm. If your organization is considering implementing a drug-free workplace or already has one in place, this post will offer what to consider, reasons to adopt the policy, drug screening practices and more.

Read more to learn about screening practices and how to implement a drug-free workplace.

RALEIGH, N.C., Sept. 3, 2019 /PRNewswire/ -- The National Association of Professional Background Screeners (NAPBS®) Background Screening Credentialing Council (BSCC) announced today that VeriFirst Background Screening, LLC has successfully demonstrated compliance with the Background Screening Agency Accreditation Program (BSAAP) and will now be formally recognized as BSCC-Accredited.

Recruiting new employees doesn't have to be about placing an ad or scouring LinkedIn anymore. These days, hiring managers have their eyes open all the time to find perfect candidates. Once the candidates are found, it's important to create a fair and consistent candidate experience to keep job seekers interested.

If you're curious how businesses recruit and hire their employees, read on.

Feeling swamped by paperwork? As an HR professional, your desk is a bevy of resumes, applications, contracts and interview notes.  You may even have some electronic or online tasks but the process isn't efficient or consistent. Going paperless not only saves trees but may also reduce the time and effort it takes to recruit and hire. 

Here's how paperless hiring can speed up your recruiting, hiring and on boarding process.