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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 »
New York City has had a Ban the Box type ordinance in place for city employees since 2011, and on June 10th an overwhelming majority of the City Council passed a version of the law to cover private employers with 4 or more employees as well. With this law, NYC joins over 100 cities and… Read more »
The CXO or C-level roles within an organization are extremely important to organizational success and requires a very careful review of the individual’s background before hiring.
Your organization’s success hinges on its ability to hire the right people in the right roles. Here, we offer 4 key success factors.
Google’s data-crunching prowess applies to its own hiring outcomes, and it’s found some interesting things.
In the past, lawsuits based on FCRA class action used to be targeted toward the large credit bureaus, but now savvy lawyers are using the regulations to go after all kinds of corporations.
It has to be tempting for companies who hire temporary workers for the holidays to skip or cut back on the background checks. After all, these workers are part of the extended workforce whose economic value is that they have lower on-going costs to the company. By definition, there is no long-term obligation, so why… Read more »
We spend a lot of time writing and talking about the best practices for using background screening to help select the most qualified applicants for your job openings, and to evaluate employees for a change in status. But sometimes it helps to hear what NOT to do. We have observed and heard about many things… Read more »
