It’s that time of year! Once a year we look back at the information you, our readers, were most drawn to. This year’s “Top 8 of 2018” list reflects a wide range of topics, from criminal background checks to resume lying, and serves to highlight the types of issues employers are dealing with today.
We hope you enjoy this roundup of our most-read posts of 2018.
While local county criminal records offer the most accurate information to employers, they come at a higher price point. A national criminal database search is comparably, more affordable, and offers a tempting shortcut to employers. However, the attractive price comes with serious limitations and should NEVER be considered the single source of truth. It is important for employers to understand the use case and limitations of a national criminal database search.
Our top post of 2018 offered a closer look at how and how NOT to use a national criminal database search.
When you’re considering denying employment as a result of a background check, your adverse action process takes over. The Federal Fair Credit Reporting Act (FCRA) requires that employers follow a process that begins before a final decision is made. Its intent is to protect candidates and employees from unfair employment-related decisions.
To help you, we put together some common dos and don’ts of adverse action.
Sometimes the person you are considering for employment gives you a reason to reconsider. When this “reconsidering” is due to information found on a background check you’ve ordered from a third-party provider and you decide you may have to disqualify the candidate based on what you found, adverse action protocol kicks in.
You understand adverse action. However, your applicant might not. In this post, we walk through some key points to communicate to your applicant.
The U.S. Equal Employment Opportunity Commission (EEOC) issues its guidance on many employment-related topics, but the Enforcement Guidance regarding arrest and conviction records is one of the more compelling and important items for employers, as so many are impacted.
Here we summarized 3 key aspects of the EEOC’s enforcement guidance you should know.
Research sponsored by CareerBuilder found that well over 50% of resumes contain lies, based on a survey of over 2,000 HR managers nationwide. The lies range from exaggerations—such as embellishing skills or experience—to outright major league fabrications of substantial pieces of the background, including whoppers like claiming authorship of a piece of code that was actually written by the applicant’s potential new boss.
In this infographic, we illustrate top lies and 3 steps you can take to avoid getting duped.
While pre-employment screening is commonplace in the hiring process, re-screening is notably less so. In fact, 48% of employers do not re-screen employees after the initial background check. To protect the safety of your workplace and affirmatively demonstrate due diligence, it is a best practice to continue screening throughout an employee’s tenure.
Enter a new generation of workers, those born between 1982 and 2004 who are slowly working their way up the ladders of the workforce and entering new jobs in record numbers. Millennials will form a future generation of thought leaders and innovators but right now, they also bring a particular challenge.
As it turns out, millennials are prone to changing jobs more than any other generation.
You’re about to make a hire. So far, the candidate checks out on paper and in person, but you have yet to perform a formal background check. Is the final background screening really necessary? Screening candidates is an extra step in the hiring process, yet it proves to be an important one in getting the right person for the job.
Here we outline four proven ways pre-employment screening brings value to your company.
The goal of our employment screening blog is to help you become more effective and knowledgeable about issues related to hiring and screening your workforce. We look forward to continuing to produce helpful content for you in the year ahead.