Employers are at an interesting era of creating a multigenerational workforce. Workplaces are more diversified than ever and now include five different generations:

• The "Silent Generation": born from 1928 - 1945 (2% of the U.S. workforce)
• Baby Boomers: born 1946 - 1964 (25% of workforce)
• Generation X: born 1965 - 1980 (33% of workforce)
• Millennials (Generation Y): born 1981 - 1996 (35% of workforce)
• Generation Z: born 1997 - (5% of workforce)¹

In and of itself, a workforce made up of employees aged 72+ down to 18 years of age can face challenges of working together, finding inclusive motivation and battling stereotypes. Examining background checks of these groups is even more enlightening. 

Here's what to expect on background checks of a multigenerational workforce.

Over the past decade, the consumer reporting and background screening industry has seen significant growth. With growth typically comes competition, and with competition usually comes aggressive pricing. The cost of a criminal background check can vary by search type and by screening company (aka Consumer Reporting Agency - CRA). This post is to provide an estimate of what employers and landlords can expect to pay when conducting employment and tenant screening.   

Employers hiring recent graduates or first-time job candidates are faced with a different set of challenges during background checks. For one thing, there's not much in the "job history" category.  Younger generations aren't going to be familiar with a hiring process or what it entails. They need patience and understanding - especially if they really enjoyed their youth and got in trouble with the law. 

Here are some considerations during employment background checks for first time job seekers and recent grads.

Employers look to background checks to protect their business, employees and customers.  As a hiring manager doing the interviews, you may feel that you have a good sense of the applicant. Their resume looks spotless and the conversations have been impressive. Screening your impressive employee isn't adding doubt to your instincts - in fact, a background check should be used to validate what you may already know. 

Here are some best practices for running background checks on employees.

Over 33 States and 150 cities have been behind the push to "ban the box" and now Congress is considering more widespread legislation.  These laws, also referred to as "fair chance" laws, help to reintegrate ex-offenders successfully into society.  More specifically, the "box" being banned is the question on many employment applications asking, "Have you ever been arrested or convicted of a crime?"

With more bipartisan support of these laws, members of Congress have introduced the "Fair Chance to Compete for Jobs Act of 2019" or the "Fair Chance Act".

Here's how a federal "ban the box" rule would impact your business.

Small businesses aren't the only organizations that may be facing litigation for non-compliance or discrimination. As we frequently feature on this blog, large corporations with full human resources departments still make mistakes. This time, Walmart is facing allegations of racial discrimination due to its background check policies regarding criminal background checks. 

Read more to learn how enterprise companies such as Walmart face EEOC lawsuits. 

As hiring managers or HR professionals, you're not only tasked with hiring the best and brightest but also doing it correctly. With FCRA class action lawsuits, changing legislation and candidates reviewing your hiring process online, your job responsibilities are heavily scrutinized and could put your employer at risk. Choosing a partner to assist and educate with compliance during your hiring process can help minimize that risk. 

Here are best practices for choosing the best employment background check company.

VeriFirst now offers employers more flexibility when creating background check packages. The Package Builder can help HR teams match their company’s budget and tolerance for risk. As an added bonus, these packages help reduce the amount of wait time for background check results so that hiring managers can make decisions quicker.

Every individual has numerous points of data that can be accessed in a background check. When hiring a new employee, you might assume that you should just "run all the checks". You don't have to. You can save the wait time and the money buy only running the screens necessary for that particular job. 

If you're looking to protect your business, running an employment background check can help minimize the risk of negligent hiring claims and high turnover.  Let's look at a basic employment background check and determine which screens you should include when hiring.