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 »
Consider these eye-opening facts when talking to employers about their background screening efforts and the role of background screening in their hiring processes.
New rules and regulations are surfacing that make it more important than ever to understand your rights and responsibilities as an employer when it comes to fairness and compliance in the hiring process.
Here we offer 6 ideas that can help you improve your hiring process in 2016 – and keep you on the right side of compliance requirements.
Should you risk the apparent liabilities of ex-offenders in your workforce or risk discrimination lawsuits by refusing to hire them? This infographic provides context as well as a description of a hiring process that threads the needle between the rock and the lawsuit.
Discover the 10 most popular articles from the Employment Screening Blog in 2015.
Learn how to better navigate the competing pressures of insurance requirements and the desire to reduce the risk of discrimination under employment law.
Make no mistake about it: employment law aims to get employers to hire ex-offenders. At the Federal level, the Equal Employment Opportunity Commission (EEOC) and the Fair Credit Reporting Act (FCRA) combine for a one-two punch that targets the outcomes of hiring as well as the hiring process itself.
The BMW case demonstrates how the EEOC requires employers to treat everyone the same but assess them individually in terms of criminal background.
Determine if an applicant with a criminal record would be a good fit for the job. Learn how to evaluate your risks when hiring an ex-offender.
