Background checks are necessary for employers who wish to have a clear picture of who they are hiring. It can be quite overwhelming to an HR department of one or an employer who doesn't hire often. With big companies being taken to court over compliance issues to fair chance hiring laws like "Ban the Box", a hiring manager could easily develop ideas about background screening that simply aren't true. 

Here are six common myths about background checks and the truth about what to do.

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.

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. 

Employers and HR professionals have quite the task to keep up with updated state regulations and background check industry trends. Changes in employment and recruiting provoke changes in laws and protections for those seeking work, currently working, or working independently. Employers must also be mindful of their hiring practices and screening processes to prevent discrimination or negligent hiring. 

Here are 2017 background check and hiring trends and what employers need to know in the new year.

When employers screen an applicant and their criminal record is clean, it doesn't necessarily mean that their record remains that way.  Unfortunately, employers facing claims of negligent hiring due to workplace violence and employee theft know this all too well. Employees face hardships and challenges in their lives that may lead to activities the employer would deem harmful. New hires may also be held to a different standard than employees who were hired years before. 

Is it normal for employers to do periodic background screening of current employees?
Why is it important?

When background screening a new employee or current employees, accuracy is vital. Not only do employers want the truth about potential criminal activities, candidates and employees don't want to lose an employment opportunity due to false information.  Employers must also allow the screened applicant time to dispute inaccurate information through the use of FCRA adverse action procedures.  In other words, the veracity of criminal background checks is very important.

When screening an employee, how accurate are criminal background checks?

 
Not only do employers have the task of running their businesses but they must also stay aware of laws that relate to employment. There has been a sharp increase in litigation brought against employers who may be in violation of the Fair Credit Reporting Act during their hiring and screening processes. If an applicant doesn't pass a background check, the employer must follow a set of "adverse action" procedures to inform the applicant. When these procedures aren't followed, employers are facing fines and lost resources.

A recent court case reveals another potential hit for employers if their hiring processes aren't FCRA-compliant.

Because states handle labor and employment laws differently, there may be some confusion among employers. Recently, a VeriFirst customer from Texas asked if they are required to send adverse action notices since Texas is an "at will" employment state. While it's true that states have mandated their own FCRA laws, no employer is exempt from following federal FCRA guidelines, including adverse action notices.

To learn more about at will employment and adverse action, keep reading.

When employers are using credit reports and other background checks to determine their hiring decisions, they must abide by the consumer protections set forth in the federal Fair Credit Reporting Act (FCRA). Some states have enacted their own FCRA laws that may be more specific and offer greater protections for that state's citizens. As a hiring manager, these two levels of legislation can be overwhelming or confusing during the hiring process.

When screening potential employees, what's the difference between state and federal FCRA laws?

When a background check on an applicant and/or current employee or tenant yields negative results, your next move seems obvious: Grab the next application and move on! Right? Not entirely. 

When taking adverse action, following the rules is paramount.