For employers who screen applicants, the process can be overwhelming, time consuming and cost prohibitive. Running background checks, however, can reduce the risk of negligent hiring and high turnover and is a positive step to ensure you're hiring the right employee. To balance out the risks with the potential negative cost of resources, applicant screening can be more accessible and efficient with some HR organization.
Two important keys to applicant screening are company policies and job descriptions.
Here's how they help.
The Fair Credit Reporting Act (FCRA) says that individuals have a right to access the background information stored on them, no one can access it without permissible purpose (such as employment), and they can dispute any information that is wrong. Adverse action procedures are specific in protecting these consumer rights. With the rise in FCRA compliance claims, employers are doing their best to follow regulations during adverse action procedures, including rescinding a job offer.
When a hiring manager finds an arrest or conviction on a background check, what is the best way to withdraw the job offer and remain FCRA compliant?Read More
When you're hiring your first employee, it may seem overwhelming to consider all that is required to honor your growing business, your customers and those who will be working for you. The best way to hire your first employee is to prepare for it. The point of hiring someone is to help while you turn your focus to other tasks that need your attention. If you're not prepared, you may spend more time directing your new hire than actually getting work done.
Get ahead of the game with these preparation tips before you hire your first employee.Read More
Topics: Hiring and Recruiting
If an employer screens applicants regularly, they should be aware of federal, state and local laws around background checks. Businesses of all sizes are being held to these strict regulations or else they are facing punitive fines in court. Consumer rights are protected against inaccurate reporting of their backgrounds. Other laws penalize for discrimination during the hiring process. If your business is running background checks, your hiring and screening policies should be consistent and compliant.
Is your employee screening policy in compliance? Review these laws to find out.Read More
If your company is hiring many employees at once or even if you're an HR department of one and only hire sporadically, a checklist is an organizational tool that is helpful. A checklist will ensure that every step is taken, creating consistency, and covering all of the legal responsibilities of hiring. Selecting the right candidate, on-boarding and integrating the new hire into the team can be a positive and successful experience.
When hiring a new employee, documented procedures, such as a checklist, can make the process better for the hiring manager, candidates and employees.Read More
Whether you're screening an applicant prior to employment or screening a current employee, the chore of informing that person about a failed background check can feel cruel. They likely have good intentions and, for all intents and purposes, may have been stellar candidates or solid employees. The good news is that you can prepare for this process with some forethought and you may not have to withdraw a job offer or terminate them after all.
Here is a clear process to tell an employee that they failed their background check.Read More
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.Read More
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?Read More
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.Read More
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.