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

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.

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. 

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.

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.

As state economies are reopening as shelter-in-place orders are lifted, employers may have questions related to rehiring and on-boarding employees after a layoff. There are benefits in bringing back employees who were furloughed or laid off.  The employee already knows the business. HR can expect reduced on-boarding and on the job training, and company culture is already established.

Proper procedures, however, should still be followed that are consistent with company policy. 

Here are HR and legal recommended practices for your employees returning to work.

Acquiring the right talent can be challenging at any time but recruiting during a lockdown is especially trying. During the COVID-19 pandemic, employers and staff have had to adjust to a new remote way of working. Talent acquisition, much like anything else, has moved virtual and recruiters are adapting and teaching candidates how to adapt as well.

Read on to learn how recruiters are adapting to new remote talent acquisition challenges.