There are many myths surrounding employee background screening. Here, we dispel three major employee background screening myths and arm you with the information you need to make critical hiring decisions for your company.

Myth 1 – Employers Can Review an Applicant’s Social Media Profile to Make a Hiring Decision

First and foremost, social media is an unreliable way to screen potential hires. You may not have the right social media account, or you may not be able to glean the information you need from their account. For example, they’re unlikely to post about their criminal past on Facebook. Second, many states have passed laws that ban employers from accessing employee social media accounts and using them to base employment decisions.

Myth 2 – Pre-Employee Background Screening Are the Only Type of Background Checks a Company Needs to Do

Many companies believe that once they do a pre-employee background screening on an applicant, they’re good to go. This is not true — any time an employee is promoted, especially to a position that requires additional security clearance, another comprehensive criminal search should be done. Employers may also decide that employees should be screened if they are involved in an accident or if alcohol or drug abuse is suspected.

Myth 3 – Employers Can Withdraw Employment Offers If an Employee Background Screening Failed Without Fear of Litigation

It may be a common belief that if an applicant fails an employee background screening that an employer can easily withdraw an offer of employment. However, this is not the case. Applicants have rights under the Fair Credit Reporting Act (FCRA) to dispute any data found on their background check that they do not agree with. Employers must also follow adverse action requirements before withdrawing an offer of employment. If an employer does not allow the employee to dispute potential issues with the information on their background check or does not follow adverse action requirements, an employer may be subject to litigation.

Employee background screening can seem like a significant undertaking, but with the right support, it does not have to be. Companies have a lot of responsibility to protect employers and employees and hire qualified employees. Screening Intelligence, LLC makes performing employee background screening on potential applicants easier than ever before. We gather our data from various trusted sources and take pride in excellent customer service. Ready to make the employee background screening process simple? Contact us today.

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

Soldiers risk their lives in service to the country they love. They are some of the finest Americans and can potentially be among the most skilled and dedicated workers a company can hire. Hiring veterans and adding them to the workforce can greatly benefit company production and morale.

Some of the appealing qualities and characteristics of former military personnel include:

• Specialized technical skills
• Self-discipline
• Problem-solving abilities
• Commitment and loyalty
• Strategic/big picture thinking
• Effectiveness within a team environment
• Detail-oriented
• Can perform under pressure

Successful businesses should strongly consider seeking out and hiring veterans. The following are five strategies that can assist with attracting some of the nation’s finest and then hiring veterans:

1. Like other Candidates, when Hiring Veterans Identify Roles that Have the Best Fit

Employers should assess each department and available job role for potential matches with former military personnel. Research the required training and qualifications for military roles and determine how these could best translate into a fulfilling civilian job.

2. To Attract Veterans, Create Job Listings That Will Resonate

When writing job posts to hire veterans, highlight the aspects of the job and the company environment that would be the most appealing to veterans. Use pragmatic language and promote any specific benefits or veteran initiatives the company is aligned with. If there are any former military personnel currently on the staff, consult them for feedback and input.

3. Understand Preferences and Mindset when Hiring Veterans

Direct, concise communication during the employee recruitment process and interview questions, but also look for ways to help them in adjusting their mindset to help them thrive. Asking open-format questions that invite expanded insights can help them make the most of a new civilian role.

4. Connect with Veterans Programs and keep them updated when you are Hiring Veterans

Companies should strongly consider creating a veteran’s assistance program in-house to assist new veterans in making the transition from the military to a civilian job role. Providing information about outside veteran support organizations and veteran’s resources is also an important service to offer new veteran hires.

5. Provide Customized Mentorship and Training

Be selective in deciding who will onboard and train new veteran hires to help optimize the process. For veterans who have been back in civilian life for awhile, this won’t be as crucial; however, the benefits of focused mentorship for those who require it can make all the difference.

According to Bureau of Labor Statistics data, there were 370,000 unemployed U.S. veterans in 2017. This talented pool of workers can be a tremendous asset to companies who are wise enough to take advantage of it. When Hiring Veterans, employers can use these five strategies to connect with some of our nation’s most outstanding people and retain them on their staff for many years to come.

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

The Internet and other advances in communication have created a world that’s more connected than ever before. This allows an increasing number of employees to become remote workers and do their job from home and potentially any location in the world. Telecommuting in the U.S. is growing at a rate of around 20 percent per year across a range of industries. This is reducing the need to commute to a job and increasing productivity in a multitude of ways.

As more businesses transition into this employee model, considerations about how to recruit and onboard remote workers are becoming more important.

The following are some key steps for making these new remote workers an effective part of the workforce:

Have At Least One Face-to-Face Meeting

Having at least one in-person meeting with remote workers can help to make the worker feel more integrated within the staff even if they’ll be working off-site all of the time. If an in-person meeting isn’t possible, the video and at least a portion of the orientation should be conducted by video. This allows the new hire to “meet” the members of their team and other relevant parties.

Create Clear Expectations

Because remote workers will have far less supervision, the expectations for their role should be made crystal clear. From responsibilities and deadlines to project goals to required skill sets, the worker should be informed of all key parameters for the job. Communication is key to the effectiveness of this type of worker both during the hiring process and throughout their time as an employee.

Training Modules

If in-person training is not possible, online training that workers can use and interface with should be created to ensure they get up to speed effectively. These modules can be purely informational or interactive depending upon what is required for their role.

Include Them in the Workplace Culture

Take steps to help make remote workers feel like a part of the company’s culture even if they will never work at the brick and mortar location. Being clear about company mission, values and all the things that set the business apart from other organizations will foster a stronger connection and loyalty.

Optimize Communication

Companies that hire remote workers should ensure these individuals always stay connected with individuals and departments relevant to their role. Audio and visual communication will be important as well as access to relevant files and data throughout the work week. Cybersecurity within these processes should also be a priority to avoid a data breach.

Professional Employment Screening

Outsource criminal background check services, credit checks and related aspects of employment screening to a trusted professional.

Refine the Process

Employers should ask remote workers for feedback about the onboarding process so that methods can be improved and refined over time. Performance and productivity can also be assessed to determine if the process is effective for the company.

Off-site workers are increasing in number in many industries, and ensuring their effectiveness is key. Employers can use these approaches to optimize the success of every remote worker.

Source: https://www.forbes.com/sites/abdullahimuhammed/2018/12/21/10-remote-work-trends-that-will-dominate-2019/

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

Thorough employment screening for potential new staff members and avoiding background check red flags are essential to a successful hiring process. Partnering with a trusted, proven professional in the consumer reporting industry space can help ensure effective, compliant screening.

Unfortunately, not all background check companies are created equal and there are many background check red flags to watch out for. Without proper vetting of employment screening providers, employers might make a poor choice. Improper screening in violation of EEOC guidelines could in turn lead to ineffective and in some cases negligent hiring.

The following are some of the top background check red flags that companies should look for when considering a new screening company or reevaluating a current one:

Incomplete or Insufficient Information

The report you receive should be clear, complete and concise. Gaps or omissions in the report indicate possible negligence or incompetence on the part of the screener. This is possibly the most significant background check red flag to watch for.

Report Includes “Possible Matches”

Listing all or mostly “possible matches” on the reports received are background check red flags to be aware of because it indicates that the company is not fully cross-checking their results to eliminate incorrect matches. It is an indicator of a subpar background screening company.

Lack of Clarity About Their Methods

If a company isn’t forthcoming about their procedures and methods, this is another warning sign. Effective, successful background screening companies take pride in their methods and employment screening processes. A lack of transparency likely means they won’t be thorough, complete or in full compliance with the law in their background checks. This could put companies at risk for negligent hiring litigation down the road.

They Only Offer “Instant” Database Background Checks

Background screening companies that offer instant background checks without offering non-instant background checks such as county criminal checks and have a research team to further investigate records are some background check red flags to watch out for. In many cases background screening that is conducted properly and in compliance with the law cannot be accomplished “instantly” or in a brief amount of time.  Additional research and/or county criminal checks need to be performed for the records returned from an instant search.

They Subcontract Out Their Work

Companies that outsource background check work, especially to other countries, will likely try to conceal this, so these background check red flags are something you will have to inquire about. It’s not unheard of for a subcontractor to outsource work as well, and in this case employers can never be sure of the source. The further removed the job becomes, the less accountability there will be for the results.

Inattentive Service

Poor customer service is another background check red flag when inquiring about the results a background check or evaluating background screening companies (or any service provider). If businesses experience delays, missed deadlines or the inability to easily connect with customer service personnel, these background check red flags are a sign that it’s time to shop for a replacement company.

Effective employment screening and employee criminal history checks are key to hiring the best workforce possible. Employers should avoid companies that demonstrate these background check red flags and warning signs.

Source: https://www.entrepreneur.com/article/76182

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

Traditional recruiting, interviewing, hiring and employment screening processes were once accomplished entirely the “manual way” by human beings. However, employment screening processes have gradually changed over the years with the advancement of technology like computers and the Internet.

Now the employee recruitment space is in the midst of another quantum leap in assistive processes that, in varying degrees, take the place of people. Artificial Intelligence, or AI, is streamlining many industries including the employment screening space.

Algorithms Are Revolutionizing the Employment Screening Processes

One of the main forms this innovation will take going forward is in screening programs and algorithms. These will allow increased efficiency in a range of areas, including allowing pre-interviews to be conducted online. AI-driven software for existing workers may include questionnaires with key prompts and customized suggestions. This will help guide applicants in their search and create more effective employees. It can also facilitate higher job satisfaction.

AI-driven hiring software and tools can also help to improve worker engagement. From the very start, workers can receive personalized attention that can in some ways be more attentive than an HR manager.

Yet AI is at an interesting phase in that it can accomplish quite a bit, but it lacks the more nuanced decision-making mechanisms and responses that a human being can offer. AI allows employers to automate many elements of the hiring process and employment screening processes; however, oversight that can only be brought by a person is still required to ensure success.

The Goal is More Effective Hiring

For example, in-house recruiting and screening software used by the Amazon company was found to demonstrate a bias against hiring women. If this had been allowed to proceed without human intervention, the company would’ve faced legal consequences for violating EEOC guidelines.

AI in employment background screening checks is manifesting in increasingly more intuitive and complex algorithms. These search tools expedite the employment screening processes and promote a higher degree of accuracy.

Businesses receive their results faster and with more efficiency, expediting the onboarding and employment screening processes. This also facilitates better choices in terms of staff members and synergy within and among departments. The more automated the industry becomes, benefits to recruiters continue to rise.

The Best of Both Worlds

However, the advantages of technology are balanced and enhanced by the human touch. It doesn’t have to be just one way or the other, and shouldn’t be. Technology serves humanity and will never be a full replacement.

For these reasons, employers should seek out an employment screening partner that offers the latest in innovative background screenings, but also places a premium on customer service. This is essential to minimizing error, oversights and bias, much like the Amazon company discovered. Compliance is also crucial to successful screening. A balance of intelligent machines and human oversight is the key to optimizing these innovations and employment screening processes.

Source: https://www.ibtimes.com/how-ai-can-end-bias-job-recruitment-2750092

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

Update: On Friday December 12, 2008 President Trump signed the federal prison reform bill into law.

On Nov. 14, President Donald Trump endorsed a bipartisan prison reform bill that will reform the federal prison system. The goal of this legislation is to assist inmates in preparing for a productive and successful life after release. However, the prison reform bill still has to be approved by the Senate.

The original First Step Act, which was co-sponsored by Democrat Hakeem Jeffries of New York and Republican Doug Collins of Georgia, passed overwhelmingly back in May 2018 in the House of Representatives. However, this prison reform bill only focused on making reforms to help reduce recidivism.

Bipartisan Prison Reform Bill Unifies the Parties, Brings Hope to Prisoners

When the President endorsed the prison reform bill, he highlighted the fact that it will help give those with a criminal past a second chance at life and also make communities across America safer. He also pointed out that its bipartisan nature is something to be celebrated during a time when our nation is unfortunately quite divided on many issues.

The new version of the legislation contains additional sentencing reform measures that have received support from a number of Senators. The current prison reform bill would have to pass in the Senate by the end of the year before the January seating of the new Congress. Its supporters hope President Trump’s endorsement and focus on law and order as a prevailing theme in his presidency, will inspire Senate Republicans.

The President urged lawmakers in both the Senate and House to work hard to bring a final prison reform bill to his desk so that these measures can be implemented as soon as possible.

Employment Programs and Assistance Included in New Prison Reform Bill

The First Step Act compels the federal Bureau of Prisons to assign credits to inmates based on merit to allow them to complete their sentences through home confinement or in halfway houses.

It also helps to open up more employment opportunities for ex-offender applicants and inmates while also offering compassionate release programs for those who face terminal illnesses.

The prison reform bill does away with the “three-strike” provision that enforced mandatory life sentences for drug offenders who have been arrested three times. The sentence has been changed to 25 years.

Shortly after this announcement, a White House official revealed that Republican Senate Majority Leader Mitch McConnell urged proponents to wait until after the November 6 elections to pursue the prison reform bill to help ensure it made it to the Senate floor and there would be enough votes to pass it in the 100-member chamber. However, those involved are highly optimistic that many more than 60 votes are possible for the measure.

Goal is to Ensure Punishments Fit Crimes, Rehabilitate Former Prisoners

Kevin Ring, president of Families Against Mandatory Minimums (FAMM), is excited that the bill will help keep families together, reduce crime and strengthen communities. FAMM is an advocacy group focused on criminal justice reform.

Senate Judiciary Committee Chairman Charles Grassley, who has promoted his own criminal justice reform bill that’s even more comprehensive than the House version, praised the First Step Act as “an important step.” The prison reform bill will improve justice and promote safe communities by focusing on punishments that fit the crimes.

Pre-employee screening is used in part to look at the criminal records for individuals who are applying for a particular position.

Source: https://in.reuters.com/article/usa-trump-justice/corrected-trump-endorses-u-s-house-prison-reform-bill-idINKCN1NK09B

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

Finding ideal staff who will fit with the culture, dynamics and mission of a business can be a challenge, but doing so is a crucial component of lasting successful business. Effective, focused employee recruitment efforts can help employers to connect with top talent and find staff who will remain loyal for years to come.

The following are six of the most effective employee recruitment techniques that can assist new businesses in connecting with ideal staff members for each position:

1. Create Key Community Relationships

Employers and human resource department managers should consider cultivating relationships with the following organizations; they can then draw from them as employee recruitment resources for recruiting potential new hires:

• University placement offices
• Headhunters/recruiters
• Executive search firms
• Industry professional associations
• Relevant trade shows/annual conferences

2. LinkedIn

The popular business and professional networking platform is another excellent resource for employee recruitment research. Businesses should build a presence on the site, add content and connect regularly with relevant industry personnel.

3. Build a Reputation as An Excellent Employer

In addition to branding themselves for their products and/or services, businesses should also cultivate their “brand” as an employer. Corporate culture and atmosphere are key factors in employee recruitment by drawing in the best workers and retaining them. New businesses should carefully consider and assess their policies and practices related to worker motivation, recognition, involvement, recognition, flexibility, rewards and work-life balance. Raising appeal in all of these areas can go a long way in drawing in great people, retaining them and generating positive word of mouth.

4. General Social Media Presence

In addition to using the professional social media network LinkedIn, businesses should also cultivate a presence on the other major social media platforms. This can contribute to branding as an employer and personalizing the company so that potential new hires are familiar with the business and more likely to seek employment there.

5. Optimize the Business Website For Employee Recruitment

In addition to showcasing products and services, a business website should portray the company mission, values, goals and vision. These areas should also tie into an appealing employment section that will draw in the ideal personnel naturally based upon a resonance with what the company is all about.

6. Employment Background Checks

A policy of screening all potential staff members ensures that the persons hired will be trustworthy and high caliber. This adds to the appeal and morale of the workplace and can help with drawing in new employee recruitment as well. Professional employment background screening can take the guesswork out of this process and ensure it is done thoroughly and in compliance with the law.

Employee recruitment, having a hiring plan and retention are the essential elements of effective staffing. New businesses can use these six employee recruitment ideas to help them draw in the best workers for each open position.

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

Successful businesses don’t take chances when it comes to vetting potential staff members. This is a key component in their success, and it’s driving the use of professional employment screening by successful businesses large and small.

Thorough, effective employment background checks involve verifying resume entries, talking with references and performing criminal background checks. A significant portion of employment screening can be outsourced to a professional, experienced and proven service.

The following are some of the top factors fueling the rise of successful businesses conducting employment background checks during the hiring process:

Verify Experience and Competence

The top reason successful businesses screen each applicant thoroughly is to ensure the best and most experienced personnel is selected for each job. Checking educational listings through an education verification background check and work experience can verify these items and assist with the selection process.

Insights Into Character

Proper screening also allows employers to gain insights into the qualities, attributes, strengths and weaknesses of potential employees. Calling professional references or preforming an employment reference check can afford the opportunity to find out how they fared in different work and collaborative situations.

Ensure Workplace Safety

Employers are responsible for worker, client, vendor and visitor welfare and personal safety. A major component of this is hiring personnel who are trustworthy and responsible. Not vetting workers properly can result in bad hiring decisions and an unsafe workplace. If a violent incident takes place, a negligent hiring lawsuit could ensue.

Prevent Theft and Fraud

Workers who will be involved in a company’s finances or handling sensitive information should be screened in these areas. A check of their credit score and history can yield information into how a potential employee has handled their own finances. This is a valuable indicator into how they will perform with company finances and sensitive data.

Improved Staff Morale and Productivity

Screened workers are less likely to bring problems or conflict into the workplace. They are vetted in terms of experience, reliability, credit score and whether or not they have a criminal past. This increases the odds of successful businesses hiring only the most efficient, effective and high quality workers. Overall staff morale is improved, which leads to better overall productivity in the workplace and ultimately higher profits for successful businesses.

Increased Retention and Staff Loyalty

High quality hires are more likely to remain loyal to successful businesses and stay on for longer periods of time. They are more likely to be worth the investment of time, energy, training and company resources than those who have not been properly screened. In this way, a small investment early on in the worker cycle can pay off substantially.

The most successful businesses utilize a standardized employment screening and vetting program in compliance with current state and federal laws. This allows for improved safety and security, staff optimization, increased productivity and higher profits. An experienced, professional background check company can assist with many key aspects of employment screening.

Source: https://www.nolo.com/legal-encyclopedia/employer-liability-employees-bad-acts-29638.html

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

These days, employment background screening just isn’t optional. Risks abound for companies that don’t engage in pre-employee screening, from damage to their business and their reputation to theft and the potential for negligent hiring law suits.

A professional background check and screening company can assist in covering this important phase of hiring. However, not all employment background screening companies are created equal.

Employers should look for the following qualities and features when making their employment background screening company selection:

1. Positive Track Record

Does the service receive good reviews online? Read online testimonials, or ask the company to share some case studies. The employment background screening service you select should have a positive track record of effective results and satisfied customers.

2. Cutting-Edge Tools and Technology

The service you choose should also use the latest innovations in screening tech. Check that all findings are verified at the originating court if accessed from multi-state criminal databases. The goal is to get the most accurate, timely information about each candidate so that employers can select the best candidates for each position. They should draw from courts, probation departments and corrections departments to collect information.

3. Criminal Background Check

This parameter is one of the most important to look for from an employment background screening company. The results of this check will indicate the individual’s past behavior and help to inform hiring decisions.

That said, in some cases individuals with criminal records can actually be great hires. Factors like time since the conviction, the nature of the offense and what the applicant has done since then should all be considered. Rehabilitation is possible. Employers should protect themselves from the potential risks of negligent hiring, but also be open to giving reformed individuals a second chance.

4. Credit Check

In some cases, a position will require contact with company finances or the sensitive information of personnel. In these cases, employment background screening should include pulling a copy of the applicant’s credit report. Factors such as a low credit score, late payments, delinquent accounts and bankruptcy could indicate the individual will not be reliable or trustworthy.

5. Current on Screening Regulations

The screening service companies choose should also be compliant with all laws and regulations related to fair employment background screening. Inquire about this aspect of their business and verify that they make the effort to stay up to date with all relevant legislation.

Workers are the cornerstone of all businesses. They can also be a serious liability if they aren’t properly screened before hiring. A proven, experienced professional screening service can be indispensable to the hiring process.

In addition to a professional background check, employers should also verify work history and educational history to get a full sense of who they might be hiring. Online presence and social media screening can also offer valuable insights; however, all screening should be conducted consistently for each potential new employee.

Source: https://www.americanbar.org/content/dam/aba/administrative/labor_law/meetings/2010/annualconference/087.authcheckdam.pdf

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

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/