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?

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 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?

For hiring managers seeking qualified job applicants, it can be especially challenging to consider denying employment when the unemployment rate keeps rising. Still, finding the best candidate, getting them screened, hired and onboard is job #1. Employers must be sure to avoid hiring bias and allow candidates access to the information used in denying employment, especially when hiring as the nation returns to a new normal. 

Employers must continue to abide by the federal agency regulations such as the U.S. Equal Employment Opportunity Commission (EEOC) and the Fair Credit Reporting Act (FCRA) when hiring and denying employment during the COVID-19 pandemic. 

Businesses are doing their best to navigate the changing dynamics of employment during the COVID-19 pandemic and after. With remote work, furloughs and new return-to-work policies, HR managers are feeling the strain of tasks that needed to be finished like yesterday.  Just when things seem to be leveling out again, background checks appear to be slowing down the hiring process. Why does it feel like nothing is happening fast enough?

What's the real reason that background checks are taking forever?

While employers and organizations look for quicker, easier ways to hire employees, many are turning to artificial intelligence (AI) decision making. It would appear that using algorithms in decisions would limit discrimination but in fact, algorithmic discrimination is still a very real problem. When considering an applicant for employment, there are far too many mistakes that could occur under the premise of "machine learning". 

Instead of relying on solely on artificial intelligence for hiring, employers are better served making hiring decisions with human touch.

While the COVID-19 pandemic is affecting businesses, some organizations are in need of candidates, from front line workers in fields like the medical industry, retail or those transporting goods across the country. Remote work is also challenging employers to consider applicant qualities that they may not have considered before. 

The COVID-19 pandemic is creating new employment background screening challenges for employers. Here's how to adapt.

With the recent Bob Iger announcement that Disney may begin checking guest temperatures at the park gates, we're all soon faced with a new normal. In the new post-COVID-19 world, experts are also asking us to stop shaking hands and consider working from home. Employers and hiring managers will adjust to new requirements to bring staff back to work and back to normal.

Is it okay for employers to check temperatures or screen medical history during hiring or before allowing employees to go back to work? In some cases, the answer is yes.

Here are considerations for medical background checks for healthcare workers and other employees.

While some businesses face layoffs during the economic downturn and COVID-19 pandemic, hiring in other industries is going strong. The supply chain is being challenged to keep up with customer demand (and panic) so the manufacturing, transportation and retail industries are hiring more and quickly. Retailers such as Walmart and CVS are going online and working together to fast-track hiring. Because factory workers and truck drivers work with heavy equipment, the hiring process must be streamlined, and with safety in mind. 

Here are best practices in pre-employment background checks for transportation and manufacturing industries.

Mass layoffs, store and restaurant closures have left many hourly workers concerned about income and insurance during the COVID-19 pandemic. Retailers, such as Amazon, Instacart and Domino's Pizza, are taking advantage of an expanded talent pool to hire nearly a half a million employees. It's important that these employers hire efficiently as the situation and customer demand calls for it. Can employers hire quickly and still protect their interests?

Here are best practices retailers are using to hire quickly during a pandemic.