Kansas City, Missouri is the latest city to change their hiring laws in an effort to give individuals with criminal records a chance at employment. To support this goal, they have added a Ban the Box ordinance to their books.

“Ban the Box” refers to a movement that is seeking to remove the check box on job applications regarding the applicant’s criminal past. The Ban the Box ordinance delays this line of inquiry until later down the road in the hiring process. This allows otherwise qualified applicants to make their case and a positive impression before this information is revealed.

Giving Reformed Ex-Offenders a Chance At a New Life

The goal is to give persons with a criminal record a fair shake and an increased chance of getting hired despite mistakes they may have made in the past. The “Ban The Box” ordinance adopted by Kansas City, Missouri bars both public and private employers from inquiring about the criminal records of job applicants in the first phase of the screening process. The ordinance will take effect June 9, 2018.

The “Ban The Box” ordinance movement began in 2003 and has been growing and spreading rapidly throughout the U.S. As of February 2018, 30 states and over 150 counties and cities have passed Ban the Box legislation into law for government hiring. Some of these areas have also extended Ban the Box hiring policies to apply to private employers.

Many persons with criminal records face an uphill battle after being released from prison. While they have served their time and have hopefully had a reformative and transformative experience, many employers are hesitant to hire persons with a criminal past.

The Ban The Box Ordinance Can Apply to Both Government and Private Enterprises in Some Areas

However, a great many of these persons are reformed and just looking to get a fresh start in life. Many have learned from their mistakes and are ready to forge a new path of honest living as productive members of society. If they have the necessary skills, knowledge and abilities for a job, they should at least be considered for the position. This is the philosophy behind the Ban the Box ordinance movement.

The new Ban the Box ordinance was signed by Missouri Governor Jay Nixon in April 2016 via Executive Order 16-04. State agencies will be required to reduce the barriers to employment for ex-offenders through removing queries about criminal history from job applications. Persons seeking employment with Kansas City will not be asked about their criminal past in the initial phases of pursuing a job.

Nearly One-Fourth of the U.S. Population Has a Criminal Record

There are around 70 million ex-offenders in the U.S., according to the National Employment Law Project (NELP). These numbers translate to around one in four adults – close to 25 percent of the population.

As laws related to screening and employment shift and change, businesses must be prepared to handle a range of detailed and overlapping regulations. Doing so improperly can result in poor hiring decisions, litigation and unnecessary headaches.

This is where partnering with an experienced employment screening company can be indispensable. A screening professional can take the guesswork out of the screening process so that it conducted thoroughly, properly and always in compliance with current laws.

Sources:
www.usnews.com/news/best-states/missouri/articles/2018-02-02/kansas-city-council-passes-ban-the-box-ordinance
bantheboxcampaign.org/
www.nelp.org/campaign/ensuring-fair-chance-to-work/

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

Pre-employee screening is an essential element of connecting with quality staff. While specific background check laws, requirements and limitations vary from industry to industry and state to state, there are a number of pre-employee screening areas that most companies should cover.

Some of the main purposes of pre-employee screening include:

• Verify resume information
• Bring candidate character flaws to light
• Identify criminal tendencies
• Avoid danger to existing staff
• Avoid negligent hiring litigation
• Ensure financial trustworthiness
• Protect intellectual property
• Protect the brand’s reputation

Here are seven of the most crucial pre-employee screening steps employers should take:

1. Verification of Employment

With over half of all job applicants admitting to lying on a resume at some point, the information provided should be checked. The resume area most lied about is the employment section, so this crucial area should receive follow up from the HR department.

2. Verification of Education and Training

Less crucial than an employee verification background check, but still important, is looking into an applicant’s educational history. Verifying training and certifications that are essential to the job for which they are interviewing is especially vital. If records or transcripts are requested, the applicant must consent as covered by The Family Educational Rights and Privacy Act.

3. Criminal History Screening

This element of pre-employee screening allows businesses to know that a candidate is law-abiding and will not pose a threat to the safety and integrity of the workplace. In each state, laws regarding processes for this type of screening can vary. Outsourcing employment background checks to a professional background check company will help ensure it is done appropriately and in compliance with current regulations.

4. Drug Testing

Testing for substance abuse can help employers to assess if a candidate will be reliable and productive on the job. Screening out persons with drug problems can also minimize workplace injuries, negligence and other side effects of the behavior.

5. Credit History

If a job will require contact with the company’s finances, a look into their financial history is a wise move. Again, the laws regarding this type of screening can vary from state to state, so outsourcing this aspect of pre-employee screening to a professional can take away the guesswork. The Fair Credit Reporting Act (FCRA) also applies during such investigations.

6. Sex Offender Registry

Employers can minimize risk to staff and clients with this type of background check. The national sex offender search is especially important if the applicant will be working with children. A professional employment background check company offers this type of screening to ensure only high-quality, trustworthy people are hired.

7. Personality and Skills Assessments

Both skill and temperament play strongly into success in a given job role. Employers should use reliable personality testing create relevant skills assessments to increase the odds that the hiring manager will make a wise, informed decision.

The success of a company is largely based upon the quality of its personnel. Proper screening is essential in getting to know applicants and ensuring they will be a fit. A professional employment background check company can take the guesswork out of pre-employee screening and help ensure smart hiring decisions are made.

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

Source: http://time.com/money/3995981/how-many-people-lie-resumes/

Pre-employment background checks are crucial to finding the right candidates for staff openings – and avoiding the candidates that could cause problems for the organization. Poor hiring decisions not only impair business performance and damage staff morale; they could also result in negligent hiring litigation against the company.

The following are five of the most important elements of successful pre-employment background checks:

1. Skills, Aptitude and Experience

Of course, the most important element of determining if a candidate will be a fit for a job is their ability to perform the tasks involved. Checking for and confirming both their past experience and current skill level is essential in determining if they will be successful on the job. Cognitive abilities may be tested or assessed based upon their answers to challenging interview questions; however, relevant pre-employment tests can also be administered. If specific motor stills or sensory abilities are required for the job, the candidate should undergo appropriate testing for these skills.

2. Rule Out Criminal History

Accidentally hiring someone with a criminal history can be damaging to the company on a number of levels. Not only could it be detrimental to overall company performance and productivity, but it can also create an unsafe workplace. A criminal incident can result in physical danger to the staff, bad P.R. for the company as well as the possibility of negligent hiring lawsuits. Such incidents can be a tremendous blow to staff morale. Professional pre-employment background checks can assist with a thorough check of criminal history so that high-risk individuals can be avoided.

3. Emotional Intelligence

Without emotional intelligence, even the most impressive intellect may not be a fit within an existing workplace climate. A high IQ can be undermined by the absence of balance within an individual’s personality. Assessing candidates for emotional intelligence can inform the hiring process and help ensure the candidate will be able to handle the stresses and social situations required for the job. There are a number of emotional intelligence tests available online; however, targeted interview questions can also allow HR staff to get a sense of a candidate’s “EQ.”

4. Financial History

Positions that will require the handling of cash, finances or financial information can be sensitive in terms of the risk of theft and dishonesty. Candidates for such positions should be screened in terms of their credit history and criminal history. Professional pre-employment background checks can assist in performing these critical checks. However, companies should be mindful of only doing these types of credit pre-employment background checks for positions that require financial honesty and reliability.

5. Compliance and Legal Methods

While testing and specific screening elements are crucial to successful hiring, the method in which the screening is conducted is also important. Pre-employment background checks must be done legally and in compliance with current EEOC guidelines. These include not using testing that is discriminatory to any group or that lacks relevance to the position. Using a professional pre-employment background checks service can help to ensure that many aspects of screening are conducted legally.

Employees are the backbone of every company, and successful pre-employment background checks are key to successful hiring. Businesses that address these five areas will dramatically increase their odds of hiring ideal candidates for each position. A professional pre-employment background checks service can help to ensure compliant, thorough and effective employment screening that leads to optimal hiring.

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

One of the more alarming news items of recent weeks is that the credit bureau Equifax, one of the three largest credit bureaus in the United States, has sustained a major data breach. It is estimated that around half of all U.S. adults with a credit rating – 143 million people – have likely been affected by the data breach.

It’s been reported that the hacking cybercriminals made themselves privy to names, birth dates, Social Security numbers, driver’s license numbers and home addresses. The credit agency released this news on September 7; however, it’s likely that the data breach happened several months ago.

Are Job Applicants Who They Say They Are?

Identity theft is a very real risk in situations like this. The most likely ways the information will be used will be to get access to credit and cash fraudulently. However, it’s possible that a whole new identity could be created in order to start a new life and/or get a new job.

This major data breach underscores the importance of verifying identity in potentially sensitive situations. Companies looking to take on new hires should be especially careful. In addition to screening for criminal background and credit history, it’s crucial to ensure that each applicant is really who they say they are.

Adding to the controversy is the way the Equifax company is handling the situation. Anyone who wishes to check if their information was compromised during the hack by using the Equifax security website must agree to waive their right to sue the credit agency. The language of these terms is included in the fine print of the service, and many people have “agreed” to it without being fully aware of the exact terms.

Employment Screening and Verifying Identity More Important Than Ever

Employers tend to use background checks if the position calls for it. For example, a credit check is often conducted for persons who will be managing money in a job. However, this recent news has revealed that checking for criminal activity and honesty is an important safety measure for every type of employee in every type of job.

The recent Equifax security data breach underscores the potential risk of fraud in every hiring situation. Is the person who they say they are? What is their true past?

The Equifax data breach should give every employer pause regarding who they are hiring and what each individual will be bringing to the job. With resume fraud increasing as well, it’s never been more important for employers to screen applicants in order to verify identity and past history.

To Prevent a Data Breach Computer Security Should Always Be a Priority

This incident is also a cautionary tale for businesses that make a practice of storing sensitive data in their computer systems. Companies should take the time to reassess their computer security in order to ensure that firewalls and other security measures are the very best they can be. Not doing so could put the personal information of everyone associated with the company at risk.

Now more than ever, employment screening and background check security are crucial to smart hiring and optimal staffing. While there are always variables where human beings are concerned, professional employment screening increases the odds of making the right choice.

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

A recent survey has revealed disturbing news. Nearly half of 1,300 respondents surveyed revealed that they had told at least one lie or major exaggeration on a resume at some point as job applicants during their job search process.

A full 46 percent of those job applicants surveyed admitted to using fabrication to make their employment history, educational credentials or some other aspect of their past look better than it actually was. The respondents surveyed were comprised of 300 senior managers and 1,000 employees.

Job Applicants Lying On Resumes Has More Than Doubled Since 2011

A similar survey conducted in 2011 showed 21 percent of job applicants admitting to lying on their resumes. This means lying and misrepresentation on resumes has more than doubled in just six years. The recent research was conducted by OfficeTeam, which is a Robert Half company.

Rates of those who were aware of someone lying on their resume was higher for men, as 51 percent of the males surveyed knew of someone who had told a lie on their resume. However, a substantial 39 percent of women surveyed were also aware of an incident of lying on a resume by a colleague.

Majority of Lies on Resumes Related to Past Job Experience

Younger workers aged 18 to 34 reported knowing more liars, with 55 percent of these respondents saying they knew at least one person who was not truthful on a resume. The spike in dishonesty could be due to a more competitive job market.

The type of information most often fabricated on a resume was regarding job experience – a full 76 percent of the lying job applicants misrepresented this area of their resume. However, other areas were also ripe for fabrication: 26 percent lied about precise employment durations and dates, 33 percent made creative adjustments to their educational experience or degrees, and 59 percent augmented the job duties they supposedly undertook at past jobs.

There are four primary signs that job applicants have lied on their resume. These include:

1. Missing or Illogical Dates. When dates are omitted or don’t add up with the other information given on the resume, this information could be fabricated.
2. A Lack of Details. Any area that is vague or lacks specific details could be suspect.
3. Suspicious Body Language. If the subject has nervous facial expressions or body language during the interview regarding specific sections of their resume, they could be lying about these portions.
4. References Don’t Corroborate Details. Following up with each employment reference can help to verify if job applicants’ information included on a resume is true.

The data revealed in the survey is in major contrast to what hiring managers think or assume about the people they are screening. A full 38 percent felt that lying did not occur very often, while 41 percent thought resume fraud occurred “somewhat often.” Just 12 percent thought it occurred very often, and 10 percent believe lying never happens on resumes.

The survey also found that over one third of hiring managers reported removing a candidate from consideration because it was discovered the job applicant had lied on their resume. It’s surprising that in the face of this evidence, 10 percent of hiring managers still feel that lying “never occurs” on resumes.

One of the best ways to determine if job applicants are being honest is with employment screening background checks. Companies that engage the services of a professional employment screener can determine a job applicants’ criminal history, education history, employment history, and much more.

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

In early June of 2017, Indiana became the first state to pass a law banning local ban-the-box laws. These laws had been enacted by various municipalities in the state to give persons with criminal records a better chance at transcending their past through gainful employment. However, some believe these laws put companies at risk.

The rest of the country is now watching to see how this change could impact other states that already have ban the box laws in place. Some states may be influenced to change their policies regarding background checks for pre-employment. Municipalities in Indiana are no longer allowed to create and enforce ban-the-box laws for Indiana Criminal Background Checks.

Employment Laws Always in Flux

These changes are a motive for hiring managers to work with pre-employment screening agencies to ensure they are assessing all applicants in compliance with the most current laws. These kinds of regulations are always in flux, and working with a professional agency allows companies to rest assured that they are handling employment screening in a way that is compliant with all state and local laws.

The new Indiana law, Senate Bill 312, outlaws the use of any current ban-the-box law that is on the books for any county or city in the state. The new legislation will effectively make it easier for businesses to conduct employment screening, especially when partnered with a professional agency experienced in these matters. Senate Bill 312 was recently signed into law by Indiana governor Eric Holcomb and will go into effect July 1.

New Ban-The-Box Law Makes Screening Easier For Indiana Employers

The city of Indianapolis banned ban-the-box laws in 2014. Ban-the-box laws in most areas of the U.S. require hiring managers to wait to ask about criminal history until a provisional job offer has been extended or at least until after an initial interview has been conducted. Employers in the state of Indiana can no longer inquire about job applicants’ criminal history as part of the hiring process.

The bill also states that criminal background check information regarding employees cannot be used as evidence in civil actions against employers based upon their conduct unless it has a direct relationship to the case, did not result in conviction, or if the conviction was sealed, reversed, vacated, expunged or pardoned.

The new legislation will no doubt assist employers that have statewide branches and offices throughout Indiana in having an easier time of standardizing their hiring practices across the state. The new law did not have any opposition in the state Senate.

Ban-The-Box Laws Finding a Balance

However, several watchdog groups oppose the passage of Indiana Senate Bill 312. Indiana branches of the ACLU and NAACP are calling for its veto. They say the bill is too friendly to employers and not in the interests of state citizens with criminal records who are trying to forge a new path through gainful employment.

This major change in the state underscores how employment laws are continually in flux. The best course of action for companies to stay current with all laws is by partnering with a professional employment screening agency. Employers can then rest assured that their screening policies are in compliance.

It remains to be seen how the rest of the nation will respond to Indiana banning ban-the-box laws. For now, local municipalities are still making this decision in most states.

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

Employers often perform various background checks on applicants prior to offering them employment. These checks can include a criminal background check to learn whether an applicant has criminal records. However, there are background check limitations and mixed reports on how far back the information on a criminal background check can go. While the federal government, through the Fair Credit Reporting Act (FCRA), allows reporting of criminal convictions without any time limits, some states follow the seven-year rule. Time restraints on criminal background information varies between states and many state’s regulations are more restrictive than federal laws. Employers and background screening consumer reporting agencies must abide by these state laws when performing criminal checks.

Understand Reporting Limitations Imposed by State Laws

Applicable state laws limit what a consumer reporting agency can report. Under the FCRA, there aren’t any background check limitations when reporting any convictions. However, agencies are generally limited to seven years when reporting other adverse information. These time restraints are sometimes null, however, when the applicant’s salary exceeds $75,000 annually. Some states prohibit arrest information or pending arrest information from being reported.

State Background Check Limitations Based on Job Relation

Federal law doesn’t forbid employers from making hiring decisions based on an applicant’s criminal history in regards to how it relates to the job, however some state laws do impose restrictions. In these states, an employer can’t disqualify an applicant with a conviction record unless the crime is directly related to the job he/she will be performing. When disqualifying an applicant, employers may be required to provide proof his/her criminal record was relevant to the position he would have received.

State Background Check Limitations on Arrests Without Convictions

Federal law also doesn’t prohibit all employers from using arrest records in employment decisions, but state laws pose limitations. If an arrest didn’t lead to a conviction, many states don’t allow employers to use this data.

State Background Check Limitations on Pending Arrests

Arrest records are further broken down into pending and non-pending arrests. In some states, employers can consider pending arrests in the hiring process, but not non-pending arrests.

Conclusion

Comprehensive background checks are important business investments when compared to the potential losses the business could suffer, if it hired an unsuitable candidate. For each of the highlighted background check limitations, employers can typically go back seven years on criminal background checks for employment purposes. Besides various state and city laws, the U.S. Equal Employment Opportunity Commission (EEOC) also protects applicants against discrimination.

Source: http://www.acc.com/legalresources/publications/topten/State-Background-Check.cfm

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

Without a good hiring process to attain top employees, a business cannot succeed and thrive. New hires who aren’t a fit can throw off the functioning of a business and reduce productivity. In worst-case scenarios, low quality hires can commit fraud or violence in the workplace.

Employment screening is a crucial part of an effective hiring process, as are focused interview techniques for finding the best new staff members.

Below are some of the most innovative hiring processes employed by some of today’s top companies:

Collaborative Hiring Process at Apple and Tesla Motors

Steve Jobs always favored a collaborative hiring process for Apple, and it’s still in use at the company today. Apple values allegiance, loyalty and secrecy in order to stay ahead of competitors, and getting the opinion of numerous staff members assists in this process.

The Tesla car company is known for introducing job candidates to the entire company. Candidates often spend an entire day at the facilities undergoing multiple interviews. This is an excellent way to determine if an applicant will be a fit for the current company culture. A rapid-fire questioning style is also used to test for mental agility.

Google’s Theoretical and Hypothetical Questions

The Google company is well known for its unconventional hiring processes. Among them is the use of theoretical and hypothetical questions that can throw candidates off guard and garner insights into their problem-solving abilities. From being asked to design an evacuation plan for the building to explaining how they might find a needle in a haystack, nothing is off limits. Applicants who are able to think on their feet and demonstrate creative critical thinking skills rise to the top of the list.

Thriving Under Pressure at Teach for America, Gallup and Pizza Hut

Teach for America and the Gallup polling company use interview techniques in their hiring process to look for the ability to excel under pressure. Teach for America presents candidates with real-life scenarios to test for fortitude, leadership abilities and character. Gallup uses a specialized series of lengthy interviews including initial online assessment followed by key questions to assist in matching the candidate’s strengths with the ideal job. At the other end of the spectrum, the Pizza Hut company has conducted 140 second interviews at the South By Southwest festival in their search for new digital talent.

In today’s rapidly evolving marketplace, companies are seeking top talent who will fit well. Outsourcing national criminal background checks to a professional employment screening company frees up time and resources for creating the most innovative interview process possible.

Source: http://www.enthusiadams.com/2011/11/17-interview-questions-developed-by-gallup/

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

Background checks are a valuable asset when it comes to hiring a new employee to work for your company. This is especially true when it comes to individuals with no established relationship beforehand and you’re judging their character by what’s written on their resume. With this being said, here’s a look at why criminal background checks help protect employers and employees alike.

Criminal Background Checks Protect Employers And Provide Truth

Many are guilty when it comes to embellishing the truth (and hiding the facts) when it comes to their work history. Although many recruiters can spot these actions on paper, embellishments may go uncovered without running a background check beforehand. Such things that a background check can uncover, to help protect employers, are:

• A work history and education verification background check before the hiring takes place.
• Proof of a third-party drug test before any job offer is made.
• Prior felony and/or misdemeanor criminal convictions (state and federal levels).

When Criminal Background Checks Protect Employers And Employees

As an employer (or employee), you have the right to know about the candidates that are entering your workforce. Given the legal relationship that the business and the possible employee are about to embark on, your company needs to protect its employees and and be aware of any criminal convictions that the potential new hire may have.

For example, there were almost 572,000 non-fatal crimes that occurred in the workplace each year from 1993 to 2009, according to the Justice Department Bureau of Justice Statistic Workplace Violence. However, many of these cases potentially could have been avoided if criminal background checks had been performed to protect employers.

So in consideration of the information above, a criminal background check is the sure-fire way to help protect employers and help keep your workplace environment safe for employers and employees alike. By eliminating possible issues with potential employees, a criminal background check allows businesses to focus on the tasks at hand.

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

Marijuana legalization passed in several states, but remains illegal at the federal level. Drug convictions are some of the most common charges to show up on a criminal background check. Many of these convictions involve marijuana, a substance once strictly prohibited in all states and now available for recreational use in a few regions and medical use in many more.

Recent changes in marijuana legalization have added to the confusion of the criminal background check process.

Federal Law Versus State Marijuana Legalization Law

While recreational use of marijuana is deemed legal in many states, it remains illegal at the federal level. As such, employers can still terminate employment if they discover that employees have used marijuana recently, especially in the workplace. Federal law protects employers’ right to create a zero-tolerance drug policy, enforced, in part, through background checks. Thus, regardless of whether businesses are based in recreational marijuana legalization states, medical marijuana legalization states, or states in which all use of cannabis is prohibited, it is perfectly acceptable to bar current drug users from employment if their drug use could potentially harm customers or other employees. Background checks remain a thorny issue, so it is important to use discretion and get legal counsel. Regardless of federal legality, it may be deemed discriminatory to bar somebody with an old marijuana conviction from, for example, a retail job.

The Role of Drug Testing

Many employers continue to use drug testing to determine whether new and current employees have abided by company drug policies. These tests are often inaccurate, as cannabis may linger in the system for up to six months after it has been used. However, for some employers, any evidence of past cannabis use is grounds for termination or non-hiring. For employers who utilize drug testing, it is imperative that employees are informed of the role of drug testing in the workplace, who is subject to drug tests, and how often they will occur. Policies regarding drug testing and the termination of those with drug-related convictions should be clearly outlined in the employee handbook.

For businesses located in states that permit recreational marijuana legalization, the decision of whether to enforce a zero-tolerance policy ultimately comes down to personal preferences. There are no legal consequences for those who opt for the zero-tolerance approach. In fact, in many industries, this approach is necessary for workplace safety, particularly in childcare, health care, and transportation. Accusations of discrimination may arise for those who bar employees with previous drug convictions, so drug testing may be a more reliable means of weeding out drug users.

Source: http://www.drugfreebusiness.org/Media/documents/IBH_workplacetesting.pdf

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