A recent Bloomberg article is warning workers to prepare for rolling background checks at their company. This is the practice of conducting background checks at regular intervals after the initial employment screening process.

This process is fueled by a concern that something might have been missed when screening the individual the first time around. Understandably, companies want to know who is working for them and if anything major has changed. Employment lawyers and background screening companies are noticing the uptick in rolling background checks and the interest from companies looking for help with regular background checks.

“Me Too?” Employers Worry About Backlash, Legal Action

It’s possible that the #MeToo movement plays a role, as business owners worry that they may have hired people who could pose a risk in the workplace. Rolling background checks could be part of the solution to these concerns, verifying that those who have been hired still display the level of integrity and character they appeared to when they were hired.

Rolling background checks can determine if someone was convicted of a crime in the interim, became delinquent on bills, filed for bankruptcy, or any other incident or life event that could impact their eligibility for their job.

However, just like initial background checks and employment screening, rolling checks must also be done in full compliance with the Fair Credit Reporting Act (FCRA). The FCRA refers to a federal statute requiring written consent from the employee before an employer conducts certain kinds of background checks. Disclosure requirements and other specific notices may also be required; it is advisable to check with legal counsel to verify what is required.

Specific written consent is essential to rolling background checks. FCRA Background checks should be:

• In writing
• In a stand-alone format (not part of another document such as an employment application)
• Applicant or employee must be told that the information provided will be used in a background check
• Applicant or employee must give their written permission.

For employers to have the authorization to allow the conducting of these background check services throughout the employee’s tenure at the workplace, the stated intent to conduct the rolling background check must be clear. The notice as well as the consent form must outline permission conspicuously, otherwise a new notice must be provided each time.

Adequate Communications and Permissions Are Key

Alternatively, if an employer decides to implement rolling background checks from the outset, a one-time blanket disclosure may be used in some cases. Again, the disclosure must be “clear and conspicuous,” outlining the employer’s intent to perform a background check at regular intervals in addition to at the outset of employment. It should be clear to the worker that the disclosure statement and consent form will remain in effect all through the duration of the employee’s tenure with the company.

Pre-employment background checks as well as rolling background checks are key to ensuring the best employees are selected and retained. Enlisting a professional background screening service takes the guesswork out of the process and ensures the checks are conducted in compliance with current laws.

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

Source: http://www.workforce.com/2018/07/16/are-you-ready-for-rolling-background-checks-of-employees/

As an essential component of today’s hiring process, the background screening industry is subject to a variety of background check trends, and legislation that is being enacted in cities and states across the country that affects how these checks can and cannot be conducted.

Keeping up-to-date on the following four background check trends helps employers avoid legal complications as well as make the best possible hiring decisions.

The New Gig Economy

Perhaps the biggest change on the employment scene is the emergence of a gig economy, where freelancing and short-term contracts are taking the place of permanent contracts. Many employers are choosing not to perform background testing on temporary and freelance labor, but doing so puts the whole company at risk — especially with contract workers who perform their duties onsite.

Ban the Box Legislation

Various states and cities throughout the U.S. have enacted “ban the box” legislation, which makes it against the law for employers to ask about criminal history on an initial employment application. This background check trend is designed to provide all applicants with an equitable chance of being hired rather than being automatically screened out right from the start because of criminal history.

Testing for Prescription Drugs

The country’s widespread opioid crisis was declared a public health emergency by the U.S. Department of Health and Human Services in 2017 as the result of a directive by the current administration. Several synthetic opioids have been added to the list of drugs that the U.S. Department of Transportation requires screening for, but transportation isn’t the only industry that screens for opioid use. Many employers in all fields are screening for them, because opioid use has many negative impacts on workplace productivity.

The background check trends of drug screening for marijuana are moving in a different direction. With recreational and medicinal marijuana becoming increasingly legal in some states, some employers are rethinking their drug screening practices concerning cannabis.

Salary History Restrictions

Other emerging background check trends in 2018 have increased legislation prohibiting asking for salary histories of job applicants. Several states and cities have already enacted bans on asking for salary histories — and this includes asking both applicants and their employers during the course of routine reference checks. These background check trends are expected to affect more and more municipalities and states as time goes by.

Due to the background check trends of recent changes in background screening legalities, employers are advised to partner with a reputable screening service to ensure compliance with all new regulations.

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

A nationwide survey from the Charles Koch Institute (CKI) and the Society for Human Resource Management (SHRM) has found as many as 84 percent of HR managers were open to hiring persons with a criminal past.

Around two-thirds of those surveyed said they’d already hired persons with a criminal past for their businesses. The findings were drawn from a survey of 1,052 full-time employees and 1,228 HR professionals.

Employers Report Some with a Criminal Past Become Highest Quality Workers

These HR professionals also expressed that they felt these workers were at least as valuable and in some cases higher-performing than their other staff members without a criminal record. They reported costs being the same or lower with these individuals that had a criminal past as well.

One of the biggest factors that went into hiring these persons was a demonstrated positive work history despite the criminal incident. Some of the reasons employers and hiring managers gave for hiring workers despite a criminal past included:

Quality. The employer felt the candidate was the best-qualified applicant and was willing to give them a chance despite their criminal past.

Service. The employer wished to take an action that contributed to quality of life for these community members.

A Second Chance. The business owner wished to give persons who had made mistakes another chance at having a good job.

This last point taps into recent actions taken by the Trump administration, with April 2018 having been proclaimed “Second Chance Month.” The proclamation has an objective of preventing crime and fully respecting the rule of law, but of also providing opportunities for past offenders to have a second chance at making an honest living.

Gainful Employment Reduces Recidivism, Reforms Lives

One of the biggest keys to becoming successful after being convicted of a crime is securing employment. In addition to providing income, gainful employment helps with teaching responsibility and affirms the dignity of each individual.

Unemployment is near a record low in the U.S. However, about one third of all Americans have a criminal past. Many employers are having trouble keeping jobs filled and hiring enough workers to keep up with demand. Skilled persons with a criminal past who are sincerely looking to reform themselves are valuable sources of untapped talent for many businesses.

Social science researchers report one of the biggest keys to reducing recidivism and ensuring public safety is getting past offenders back to work. Considering applicants based upon their talent, merit, skills and future goals instead of just their past is an important step businesses can take in giving an at-risk group a second chance.

Employment Screening Should Consider All Factors

Pre-employment background screening will always be an important part of the hiring process. Businesses should be aware of who they are hiring and their track record in relevant areas. However, a little compassion can go a long way in making a difference for individuals with a criminal past and communities. It can also result in businesses gaining some of the most loyal and valuable employees they’ve ever hired.

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

In April 2018, the transportation company Uber announced that it would be enhancing and enacting stringent background checks for its drivers. They are taking this measure to ensure that all drivers meet their high quality standards in an ongoing manner.

Getting Serious About Safety

In a recent blog post entitled “Getting Serious About Safety,” the CEO of Uber Dara Khosrowshahi said the company was committed to conducting stringent background checks for both driving record checks and criminal background screenings on millions of applicants since the business launch about nine years ago.

The company has plans to strengthen Uber background screening policies to have even more stringent background checks going forward:

Conducting Comprehensive Annual Driver Background Checks

While some state jurisdictions require annual background checks and motor vehicle report checks every year for Uber drivers, the company will now have more stringent background checks and be issuing them for every area of the country, regardless of the presence of a legal obligation.

Fast Notification of New Offenses

Uber will also enact technology that allows them to quickly see any new criminal offense committed by their drivers. These resources tap into existing data sources and send a notification when an offense is committed. For example, a DUI (Driving Under the Influence) charge would make them ineligible to drive.

New Driver Safety Center

Uber’s addition of a new Safety Center will allow customers to easily learn about current safety information and allow them to designate “Trusted Contacts” to share their trip details with during transit. The Uber company will also be modernizing their existing 911 communication system. Jeh Johnson, the former U.S. Secretary of Homeland Security, will become the new Chairman of Uber’s Safety Advisory Board.

Uber is known for efficiently connecting people who need a ride in urban areas with qualified drivers. Keeping people safe is a big priority for the company, and these measures to increase safety standards are a testament to this commitment.

In the blog post, CEO Khosrowshahi said that he and the company were fully committed to keeping safety at the heart of everything else they do. Increased scrutiny for drivers in transportation jobs has been a trend this year.

Some states were more specific and outspoken in calling for increased safety standards and more stringent background checks than others. For example, in late 2017, California began to require companies like Uber to make use of a professional background screening firm for all drivers.

Stringent Background Checks for Workers Increases Safety for Customers

In Colorado, the Uber company was issued a nearly $9 million penalty for not screening stringently enough. Apparently, the company had allowed some persons with motor vehicle and criminal offenses to drive for the company. There were even a few drivers without valid licenses. The new higher screening standards for drivers will prevent this from happening again.

Other companies and organizations are following suit. The NLA (National Limousine Association) is now requiring mandatory fingerprinting and drug screening. They were inspired to do so by a public service ad released by Uber raising awareness about sexual assaults in commissioned vehicles.

The message is that these assaults tend to happen in situations where the drivers weren’t properly screened. It’s a call to all employers to enact stringent background checks and an employment screening policy to ensure safe conditions for both workers and clients.

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

On October 26 of 2017, the opioid crisis in the United States was officially declared a national public health emergency by the Trump administration. President Trump has committed significant focus and federal resources to fighting this opioid crisis epidemic on all fronts.

A staggering 116 people die of opiate overdose each day in the U.S. Millions of people in our country currently have an opioid disorder, and it is the cause of over $500 billion in total economic costs in terms of rehabilitation, lost time at work, etc. The opioid crisis has also done untold damage to families and communities across the country. Relationships end, jobs are lost and lives are ruined.

Border Wall and Stricter Penalties For Drug Dealers

President Trump has pledged to fight the scourge of the opioid crisis and opiate addiction by seeking much harsher penalties for drug dealers than ever before – possibly even the death penalty. While those who commit murder often receive a life sentence, drug dealers who may kill hundreds or thousands of people by selling drugs often only go to jail for a few months. Stricter penalties for drug dealers have been a highly effective deterrent in other countries such as the Philippines.

Over 90 percent of the illegal opiates in this country are coming in through the southern border with Mexico. This makes plans for a border wall even more crucial, as it will help stop the flow of these dangerously addictive substances into our country.

Opioid Crisis Deaths Have Quadrupled in the Last 20 Years

The Trump administration has also committed to funding research in order to find less addictive alternatives to pain killers. All too often, an individual will enter the hospital for an issue and essentially come out as a drug addict. With better alternatives, this will no longer occur.

Opiates can refer to street drugs like heroin as well as prescription drugs like pain killers in a range of strengths. Opioid crisis deaths have quadrupled since 1999, with Americans using far more opiates than any other country in the world.

Not surprisingly, the opioid crisis has had profound effects on the workplace as well, costing employers billions of dollars due to missed work, medical insurance claims and in some cases, fraud and misconduct related to the opiate abuse as well as an increase of violence in the workplace.

Employment Screening and Drug Testing Crucial to a Safe, Productive Workplace

Drug testing is a key defense against hiring someone with an opioid addiction or other substance abuse problem. Most drug testing programs encompass a 5, 9, or 10 panel; however, these do not screen for synthetic versions of opiates. To detect synthetic versions, which can often be even more problematic, an expanded opiates panel is required.

The opioid crisis has put an emphasis on corporations and small business owners to be proactive about testing to ensure the health, safety and productivity of their workforce. Employment screening that includes background checks for criminal offenses related to drug use can help with identifying candidates with substance abuse problems. A check of their credit history can also uncover financial problems related to drug use.

Those who have fallen victim to the opioid crisis and have been rehabilitated and reformed can make excellent workers, but those with active issues will likely not be ideal choices. Partnering with a professional employment screening company can assist with effectively completing key background check and screening components.

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

Many people have no idea their resumes and online profiles are sending up resume red flags or how to fix those problems. Some resume red flags can cause hiring managers and recruiters to pass you over without a second look. Whether you’ve been job hunting for a while now or you’ve just gotten into the game, you know your resume is a powerful tool that can help you, or if you have a lot of resume red flags it can harm you during the process.

Here are some of the resume red flags and warning signs hiring managers look for, and tips on how to fix them:

Resume Red Flag 1: Your resume doesn’t meet the job compatibility requirements

In today’s world, we know keywords are, well, key and you don’t want to be sending out resume red flags. Every time you send out your resume, you should be changing the verbiage to match the job. Look at the job posting and make sure your resume has the exact words the company is looking for. Skip the ‘Objective’ section and simply list 3 to 5 bullet points at the top that speak to the job in question. You don’t want the recruiter or hiring manager to have to hunt through your resume—because they won’t. Typically, they spend 6 seconds or less looking at a resume before they move on!

Resume Red Flag 2: You have the dates wrong

To avoid resume red flags with the dates of past jobs, make sure your dates are correct and consistent. If you simply list years for one position (2014-2017) but month and date for another (March 2010 through April 2014) it doesn’t look good, for one thing, and for another, it seems as if you’re trying to hide something. Make sure to explain overlapping dates (maybe you were freelancing or working two jobs) as well as any gaps.

Resume Red Flag 3: Inconsistency online

Make sure you are representing yourself consistently across all online platforms. Inconsistency can lead to major resume red flags and you want your resume, your LinkedIn profile, and any other websites your prospective employer can access (like a blog, an online portfolio, or another online hiring site) to show you in the same light.

Correct these resume red flags today and you’ll see results soon!

If you would like more information about resumes, please read our blog post titled How Employers Can Prevent Falling Victim to Resume Fraud. It discusses how resume fraud can occur at any level of a company and the best way to check for a criminal past is via employment background checks.

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

Sources: fastcompany.com, monster.com, and recruiter.com

The majority of American employers conduct a comprehensive criminal search on their job applicants before they make an official hiring decision. The comprehensive criminal search, as part of the hiring process, is typically a requirement after you already have a job offer on the table, and you have agreed on all other things. A comprehensive criminal search has become an essential step in the job applicant process.

Today, at least 77 million US residents have an arrest record of some sort. At least one in every four adults have been arrested at least once in their lifetime. Perhaps, this explains why employers are taking criminal background checks more seriously since it’s their responsibility to keep the workplace safe.

Comprehensive Criminal Search and Job Employment

The existence of a criminal conviction found by the comprehensive criminal search may not necessarily disqualify an applicant from employment consideration. However, a criminal record showing multiple arrests and convictions may be sufficient to blow away their chances of landing a job. Sometimes, the employer may offer first time offenders who are trying to build their life after a criminal offense the opportunity to get back on course.

Employers are always cautious about how they use the comprehensive criminal search data. Most of the time, they look at the severity of the offense, how old the charge is, and its implication. It’s not always a case of a single strike, and you are out of favor.

Keep in mind that a comprehensive criminal search is now easier to access due to digitalization and the increase in the number of firms that perform the background checks. Employers argue that conducting criminal background checks before hiring is all about safety and security. People who are already working for a particular company depend on their employer to thoroughly look into the criminal backgrounds and history of prospective employees before hiring them.

Preventive Measure

Although the question of privacy has been raised regarding the comprehensive criminal search, employers say that most job applicants don’t consider criminal background checks as an invasion of their privacy. Most employers are not willing to hire violent criminals, embezzlers, sex offenders, notorious offenders among others.

A pre-employment background verification and a comprehensive criminal search are regarded as a preventive measure that allows employers to establish whether a candidate’s criminal background point to a possible safety threat to the other company staff or the general public. According to Forbes, sometimes applicants fall victim to a faulty criminal background check, and they should quickly set the record straight.

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

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.