As the pandemic continues across the world, employers are choosing to keep their offices closed and encouraging their staff to work remotely. In recent months, employers have made telecommuting accommodations by implementing new technology, expanding their remote recruiting strategies and facing new challenges head on. One such challenge is the notion of hiring and pre-employment background screening new remote applicants. When in-person work was the norm, background checks were the status quo. Are they still as important?

Can employers run background checks on remote employees?

In order for job applicants to be able to work in the United States, they must go through select requirements to prove citizenship or eligibility to work in the country. Each state, however, has different regulations. E-Verify was created to allow employers to run potential employees through a federal internet database to determine their workforce eligibility. E-Verify provides employers fast and free information on United States citizens and foreign citizens who have valid documentation to work in this country. 

When it comes to E-Verify mandates, every state is different. Some states require E-Verify checks on all applicants, while others do not require one at all.  The below is a list of E-Verify employer responsibilities, broken down by state. Please note, this list will be updated regularly. To receive automatic updates, you may subscribe to this blog using the options above.

We have compiled a complete and updated list of E-Verify requirements in every U.S. state. 

UPDATED: July 30, 2020

If you're looking for COVID-19 testing for your employees or prospective job candidates, VeriFirst can help. 

Our employee background screening services already include pre and post employment screening plus urinalysis drug screening. We have leveraged our current relationships with laboratories to offer virus testing to help keep your staff safe and healthy. Results will be delivered securely and in compliance with federal regulations. 

Read to learn more about COVID-19 testing as part of an employment background check.

As more businesses are responding to the Black Lives Matter movement, their customers and employees are demanding more than supportive social media posts. According to a recent AdWeek survey, Gen Z and Millennials in particular expect actionable changes such as reviewing hiring policies and more diversity in management. Many employers are listening and making stronger commitments to diversity and inclusion (D & I).

HR managers can help with D & I policies and other actions to reduce hiring bias. Here are four other best practices to increase diversity hiring.

Employers interested in running background checks on employees and candidates will work with background check companies to provide trusted and verifiable information. Background check companies are also commonly referred to as "consumer reporting agencies" under the federal legislation Fair Credit Reporting Act (FCRA). The FCRA was enacted to protect consumers from false information on their credit reports and from having that false data used against them. The legislation also protects employers by reaffirming that candidate data is accurate. 

Do you know if your background check company is following FCRA compliance?

When obtaining background screens, is your business working with a legitimate consumer reporting agency?

Hiring managers and recruiters are faced with looking at hundreds of resumes each day.  Glassdoor reports that the average time spent looking at a resume is 6 seconds while other surveys have listed less than two seconds. Applicant tracking systems make the job a little easier but resumes still have to pass the scan test in order to stand out to recruiters and hiring managers.

One such way for job applicants to be noticed by recruiters and hiring managers is to have an updated resume.  Here are 5 reasons why. 

As if the COVID-19 pandemic and rising unemployment doesn't hit hard enough, some renters are being denied housing due to inaccurate screening reports. Last month, the New York Times reported that many automated tenant background checks produce reports that aren't verified and often untrue. This leaves renters that are denied housing to scramble to find a safe place to live with their families. 

If you're a property manager or landlord, have you considered this? How accurate is your tenant's background check?

More employees are worried about workplace retaliation due to the COVID-19 and BLM protests across the country. Some are concerned with losing their jobs in their reluctance to return to an unsafe workplace. Others are worried that speaking out about racism could cause discrimination and workplace bullying. Employers are wise to understand how to protect employees and provide resources if workplace retaliation is suspected. 

With heightened awareness of discrimination due to COVID-19 or the Black Lives Matter protests, employers need to know how to protect employees from workplace retaliation.

As the COVID-19 pandemic continues, the world's attention now includes protests in response to the death of George Floyd. Social media and video postings have brought to light individual reactions to the ongoing events and employers have been forced to address issues of discrimination and harassment in the workplace. Another consideration for employers is a potential arrest record when those individuals speak out or stand with protesters.  

Should employers consider arrest records from protests on employment background checks?

In 2018, the Human Rights Campaign reported that nearly 50% of LGBTQ workers remain in the closet at their place of employment. The report revealed that these workers are told to dress more masculine or feminine or have heard others tell offensive jokes about being gay or lesbian.  They're afraid to come out because they don't feel that they would be supported, they would face discrimination and it would ruin relationships with their co-workers. These fears lead to feelings of depression, exhaustion or the inability to focus on their jobs. While there is legislation to protect LGTBQ employees, employers can create a more inclusive workplace through leadership and recruitment. 

Here are best practices and examples of how to support LGBTQ employees in the workplace.