Adverse action in employment (the process of denying an employment opportunity to a candidate or employee because of something revealed in a background check) can land an employer in a rugged territory of cross-cutting laws and regulations. With the increased coverage of Ban the Box laws in many state and local jurisdictions overlapping the federal… Read more »
Are you up to speed on adverse action? HR and hiring managers need to understand the rules and requirements of the adverse action process in order to maintain a hiring approach that is fair to applicants and avoids unintended discrimination. We put together a few questions to check your knowledge and keep you sharp. Start… Read more »
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… Read more »
Resume lying is commonplace. The HR department’s challenge is that the resume is one of the cornerstone pieces of information you can get about an applicant. What can you do about “fake” claims on a resume? Research sponsored by Career Builder found that well over 50% of resumes contain lies, based on a survey of… Read more »
Hiring good talent has taken on an entirely new dimension with the advent of social media and peer review websites. These sites represent known go-tos for prospective employees to get a pulse on what your company is like before they consider joining your team. The experience your applicants, candidates, and employees have will end up… Read more »
We often field questions about employment screening from our HR clients, and we want to take this opportunity to answer some of the more common and important ones. 1. What is the difference between a primary source search and a database search (mainly in the context of criminal records)? A primary source search involves going… Read more »
Times change. People change. Sometimes employees’ circumstances change in ways that transform their suitability for their jobs, and sometimes, the employees themselves undergo changes that affect their job performance for better or worse. A large majority of employers use employment screening to help select the right employees for a job during the hiring process. Increasingly,… Read more »
Once you get to the point in the interview process where you execute the background check, you want answers quickly. The applicant has passed a lot of hurdles on the way to the new job, and may be juggling a decision between several offers. You as the employer are eager to get going on training… Read more »
Your job candidate may see your notice that you are going to do a background check very differently than you see it. To the applicant, a “background check” might seem like someone is sleuthing out every small indiscretion or accident to find ways to reject them. And, of course, background checks are sometimes used to… Read more »
Does your risk management plan look at the risks involved in the hiring process? Your workforce is your human capital. Its value is based on how well it contributes to your productivity and profit, but also on the risks it imposes that may have significant costs when something goes wrong. Background screening that takes the… Read more »
