Archives for December 2015

The employment trends to watch in the United States in 2016 will focus heavily on those within a few key areas. Because nearly all of these jobs are rich in access to sensitive information, ensuring that those people who are hired meet their exacting standards is crucial for the success of employers. Pre-employment background checks enable employers to hire with confidence.

Health Care Employment Trends

The health care industry is expected to continue its phenomenal growth — to the tune of seeing more than a 25 percent expansion. This figure represents the addition of about four million jobs due to the increasing demands for health care. Life expectations that are projected to continue to lengthen as well as a burgeoning elderly population are the primary drivers behind this growth. Because of the sensitive nature of the health industry — employees not only have access to private documents, but they are also providing care to some of the most vulnerable segments of the population — a comprehensive health care background check is extremely important.

Information Technology Employment Trends

Employment trends in the information technology sector will continue to expand, fueling the need for an additional 212,000 jobs over the course of the year. The top three sectors of this industry — internet publishing and broadcasting, wireless telecommunication and software publishing — are expected to make up 44.1 percent, 40.9 percent and 32 percent of the growth respectively. Access to sensitive information as well as the company secrets that could make a start-up the next big player in the field are key reasons for needing a criminal background check.

Business Service and Professional

There are a number of key industries that make up this segment of the employee base. With a growth of 23.3 percent that will result in the addition of more than 4 million jobs, key areas of employment trends include the scientific, administrative, management and technical services. Because the range of employment possibilities are extensive within this employment sector, a background check is always a wise decision to stay within compliance of the law and to ensure that a business thrives.

Employers can avoid tragedy and liability by investing in a comprehensive criminal background searches before extending an offer of employment to a new employee. Being proactive in this area helps ensure a business’ continued growth and success.

Disclaimer: The information on InstantCriminalChecks.com is governed by our Terms of Use and is never intended as legal advice.

Employers are getting mixed signals when it comes to criminal background checks. As always, human resources professionals are concerned about liability for not having adequate information to make good hiring decisions. Meanwhile, a number of states and municipalities are implementing “Ban the Box” laws that limit how criminal histories can be used.

Nationwide, 18 states and 100 cities and counties have adopted “Ban the Box” regulations, the National Employment Law Project reports. “Ban the Box” rules aim to encourage employers to consider a job applicant’s qualifications before being influenced by the discovery of a criminal history.

What’s driving “Ban the Box?”

The international “Ban the Box” campaign began in 2004 and was named for the checkbox on job applications indicating a criminal background. The campaign has gained significant momentum in the past several years, in part spurred by federal government endorsement.

Trying to level the playing field

New Jersey’s version of “Ban the Box”, dubbed the Opportunity to Compete Act, restricts both public and private employers with more than 15 employees from asking about criminal records before an initial interview.

Like New Jersey, more states and local governments are considering “Ban the Box” regulations that would restrict private employers. For example, the New York City Council recently approved the Fair Chance Act, which requires employers to make a conditional job offer before asking about an applicant’s criminal history or conducting a criminal background check.

What actions should employers take?

While employers may have valid reasons for conducting criminal background checks even at early stages of the interview process, hiring procedures must comply with all local, state and federal laws. Many employers are acting preemptively and removing criminal background questions from applications regardless of current state and local laws.

Employers should ensure that all hiring managers have adequate training on procedures and that any hiring decisions involving applicants with criminal histories are fully documented, notes Small Business Trends.

“Ban the Box”: A new level of complexity

Hiring professionals already follow detailed procedures to avoid any discriminatory practices. “Ban the Box” adds complexity and cost to the process by delaying inquiries about criminal histories. But the burden of responsibility for bad hiring decisions still rests with employers.

Disclaimer: The information on InstantCriminalChecks.com is governed by our Terms of Use and is never intended as legal advice.

Whether a business has one employee or dozens, effective hiring is key to success going forward. Small business (SMB) owners are some of the most hard-working people, so the more streamlined the hiring process, the better.

Here are five steps for small business employee background checks that every SMB should consider implementing:

1. Design an Effective, Consistent Process

Consistency is paramount for small business employee background checks. All candidates should be screened in the same manner. Having an established process that’s proven, documented and utilized with every candidate can help businesses to screen effectively and avoid potential legal action down the road. Consistency is particularly important with any social media screening used as well.

2. Ensure Compliance

Specific hiring laws can vary by state, and employers should take steps to ensure that they are in full compliance with all hiring requirements. Check for “ban the box” laws regarding asking about a criminal background, only use credit reports for applicants where good credit is a necessity, and stay in compliance with the Fair Credit Reporting Act (FCRA), and state/local laws.

3. Inform Applicants About Your Hiring Process

Whether with a printed document or done verbally, employers should make sure applicants are fully aware of what the recruitment, interview and screening process will entail. Employers must also ask for and receive informed consent for more in-depth screening steps such as background checks and the viewing of a credit report.

4. Use a Professional Small Business Employee Background Checks Service

Most small business owners are extremely busy, and this makes outsourcing some of their tasks and duties highly valuable. Enlisting the help of a professional small business employee background checks service can free up time and energy for focusing on strategizing, innovating and running the business.

5. Craft Targeted Questions for Each Position

Small business owners should develop precise questions for each open position so that ideal candidates can be more efficiently and easily determined. Scores can be assigned to potential answers to help rule out applicants who aren’t a fit early in the process. Additional screening tools and questions can be utilized in the form of a verbal or written test.

Entrepreneurs are the heart and soul of business, and effective hiring is crucial for growth and continued success. Just about every SMB can benefit from implementing these five tips and for performing quality small business employee background checks.

Source: http://www.scientificamerican.com/article/facebook-snooping-on-job/

Disclaimer: The information on InstantCriminalChecks.com is governed by our Terms of Use and is never intended as legal advice.