As a background screening company, we field a wide range of questions from employers concerning their use of background checks in the hiring and retention of employees. Today we announce the start of a new series spotlighting some of our most frequently-asked questions and hopefully give you some information you can use to make better… Read more »
Posts Tagged: individualized assessment
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. In an economy where more than one in four U.S. adults have a criminal record, it’s… Read more »
Is that seemingly qualified, trustworthy individual you want to hire really safe to hire? Can you really know for sure? Companies use background checks to inform and improve the quality of their hiring decisions. However, many are unsure exactly how to evaluate the results of a background check report, especially how to handle a “negative”… Read more »
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.
Given how many employers report hiring ex-offenders successfully, the possibility that employment can reduce recidivism is a great opportunity.
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.
Organizations are determined to hire the right people–those who have the right skills, fit with the organizational culture, and bring a willing attitude to the job. Locating, researching, and interviewing job candidates is time consuming and expensive. Like every other aspect of business, managers seek appropriate tradeoffs to balance risk and reward in hiring because… 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 »
In the past week the San Francisco County Board of Supervisors passed an aggressive version of Ban the Box legislation. This new ordinance would go beyond many similar laws to include private businesses, and it explicitly incorporates provisions taken from the 2012 EEOC guidance on the use of criminal records in hiring. The “Fair Chance”… Read more »
In what may amount to test cases based on its revised guidelines for the use of criminal background checks in hiring, the EEOC has filed discrimination lawsuits against BMW and Dollar General for employment practices. Employers who have not modified background screening and HR policies to reflect these revised guidelines are wise to pay attention…. Read more »