Considering an applicant with a criminal history can be challenging for employers. With Ban the Box and other Fair Chance laws sweeping the nation as well as the potential discrimination under the Civil Rights Act, many hiring managers have opted to follow the EEOC's 2012 edict of the"individualized assessment".  When the judicial system gets involved, however, things can get even more complicated. 

A Texas judge has ruled the 2012 EEOC background check guidance in unenforceable. What does this mean for employers?

When your HR department consists of one, you will likely be setting policies and building out the organization from the ground up. These responsibilities include recruiting, interviewing, screening, payroll, benefits, employee relationship management and more. Human resources personnel must also stay abreast of compliance regulations that affect hiring processes and change frequently. Outsourcing some tasks may be necessary to increase your resourcefulness.

Here are best practices for background checks when you're an HR department of one.

Creating a safe and successful workplace culture is important to employers who run background checks. Screening every employee, however, can be costly and slow down the hiring process. Some hiring managers may decide to use a quick and cheap internet database search to look up information before considering a candidate. Not only could this practice reveal inaccurate information, the applicant must give written consent before employers can dig into their backgrounds.  

Can an Employer Run a Background Check without Permission? Let's take a closer look.

Ah youth! The time of living life in wild abandon. High school years are the time of gaining more independence, learning to drive, and staying out later. After graduation and into college, you get your first taste of adulthood - going to parties, drinking, experimenting, and yes, eventually earning a degree and entering the real world. Now you're applying for a job and the employer wants to run your background check. 

You may not be as wild as your younger days but some youth mistakes could still show up on a background check. Here's what an employer will see.

Employers run criminal background checks to provide a safe workplace for their staff and customers and meet certain compliance requirements in their industry. Job seekers, especially those with any run-ins with the law, are curious what employers will see on criminal background checks.

The answer is, "It depends". 

With many types of background searches, and different laws in certain jurisdictions, information on criminal background checks could vary. The employer would need to know the information required to meet the hiring requirements of their organization, the restrictions of their jurisdiction, and how best to obtain that information. 

In general, here's what information shows up on criminal background checks.

The 2018 LinkedIn Workforce Report included incredible statistics on the use of the platform for recruiting and hiring. There are 146 million workers with LinkedIn profiles so finding the right candidate means using the platform wisely and being discerning about it too. Over 20,000 employers are using LinkedIn to recruit job seekers. Is there a good way to stand out from the pack?

What is the best way to use LinkedIn to find the right candidate for a job?

As more job applicants are failing pre-employment drug tests than ever before, employers must raise awareness of or reexamine their drug testing and substance abuse policies. A lower unemployment rate is good for the country but it also means that employers have a smaller pool of candidates. Limited job seekers and drug test failures could challenge the hiring policies of employers. Nevertheless, employers still have the right to screen candidates for drug usage, especially with the legalization of marijuana and an opioid addiction crisis. 

Here are some statistics on failed drug tests and how employers can keep a drug-free workplace.

As with any industry, terminology matters. Background check jargon can be challenging but it is helpful to have a basic understanding of some terms. A professional background screening company will also guide hiring managers, property managers and non-profit organizations through the process, pointing out ways to save both time and money. Background checks prior to employment (or during), before renting to a tenant, or hiring a volunteer is important to hiring and placing quality individuals but efficiency counts too.

Manage risk, save time and money with this list of jargon, terms, and definitions behind background checks. 

Background checks reveal information about a person's character, reputation, and experience. Depending on the types of screens, these exploratory investigations vary on the information they'll uncover.  Employers may use background checks to disclose personal finance information, civil records, education, licensing, criminal records, and previous employment history.

As more employers rely on background checks to screen job candidates, the history of employment background screening reveals why.

Since entering the workforce as a teenager, I've made friends, built lifelong relationships, and in many cases, been the only female in the workplace. Most of the time, I felt respected and treated equally. I've also had my fair share of wage gap disputes, gender bias, and managerial comments that I am certain weren't made to my male colleagues. I can also unfortunately say #MeToo.

Employers, you can do something about sexual harassment. You can create a safer and more dignified workplace with just a few changes.