Recruiting in a time of high unemployment can change the recruiting process. While you’re likely to fill your positions, recruiting can become more complicated. More job seekers mean more applications, more paperwork, and a more complex recruitment overall. Being prepared can help ensure that your next recruitment will go smoothly.

Here’s what you can expect during a time of high unemployment

Recruiting Can Take Longer

With high unemployment rates across the country and more people looking for jobs, postings that once generated 35 or 40 applications may suddenly generate 100 or 150 applications. This makes the recruiting process far more work-intensive.

More applications means more time spent sorting through applications, more time whittling down the applications to a few candidates, and often means more interview questions. You may have more choices, but that simply makes the process take longer. Plan to spend an extra two or three weeks recruiting under these conditions.

More Unqualified Candidates May Apply

While more people may apply for positions, a high percentage of those candidates may be unqualified for the job. During times of high unemployment, candidates apply for more jobs, because they know that they’re competing against more job applicants. Casting a wider net can lead to a faster job search process.

As a recruiter, this means that you’ll have to look at each candidate with a discerning eye. You cannot assume that each candidate is qualified for the position that they’re applying for. Check their qualifications one by one. Plan to disqualify candidates that do not meet your standards.

Don’t Lose Patience

Yes, the process will take longer, and will require more legwork from you. Just take heart in knowing that hard work will pay off, and the chances of a failed recruitment may be lower, with so many candidates available and interested in your job. To make the work easier during times of high unemployment, find someone at your company who can help with application sorting and review.

Trust, But Verify

You may have heard the term “trust but verify” before. While this saying is used in many settings and contexts, it’s never more meaningful than in the employee recruitment process. Verify work history by checking references, and verify other information through a criminal background check. For access to affordable and thorough criminal background check information, contact us today. Visit our blog for information about employment screening trends.

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

If you’re like many business owners and/or hiring managers, you’re probably already highly familiar with the usual employment red flags that routinely crop up when you perform background checks on potential hires. Nonetheless, some employment red flags are a deeper shade of red than others.

Following are five major employment red flags that you may need to give a red light to hiring certain applicants.

Professional References That Don’t Ring True

Those without good professional references often find ways to fake them. For instance, they may list a friend or relative who agrees to misrepresent the relationship, so pay close attention to the workplaces listed in the background check. If references aren’t from these places, that may signify that the applicant is attempting to pull something over on you.

Discrepancies in Education

Background checks will also show what schools a person attended and when as well as what certifications and professional licenses they hold. You should always check the education history listed in the applicant’s resume against what it says on the background check and run a professional license check.

Discrepancies in Employment History

Many hiring managers and business owners consider gaps in employment to be big employment red flags, but that’s not necessarily the case — economic ups and downs during the past couple of decades have caused many people to experience job market difficulties. However, watch out for resume red flags. Discrepancies in employment histories between the background check and the applicant’s resume are employment red flags that they’re trying to hide something.

Consistently Bad Credit

Most potential employers pay very little attention to an applicant’s credit history unless the position involves the direct handling of company funds. Unexpected medical bills or other life circumstances often result in temporary financial setbacks that can negatively affect someone’s credit rating. Looking out for a fairly long history of substandard credit could indicate issues such as substance abuse or problems with impulse control that are undesirable traits in employees that handle money directly.

Omissions of Criminal History

Those with criminal histories often face obstacles securing employment, and a criminal record doesn’t necessarily have to put an applicant at the bottom of the list. Nonetheless, caution must be taken — for instance, if you hire someone who is a registered sex offender, you could be held liable if that commits a sexual crime against another employee or customer.

The important thing to keep in mind here is that the information on the applicant’s resume should closely match the information turned up by the background check. A few minor errors don’t need to take someone out of the running, but you should definitely keep an eye out for employment red flags including blatant discrepancies and obvious misinformation. Please feel free to contact us today for more information about criminal background checks on potential hires or read more about background check red flags.

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

Two employees at the California Department of Tax and Fee Administration (CDTFA) recently left their jobs when a criminal background check revealed they had criminal convictions on their record. One worker retired and information regarding the second employee is simply that he “left the department.”

The workers’ problems came about pursuant to a required background checks IRS law that went into effect in 2018 which requires all public employees who have access to personal federal tax information (FTI) to undergo criminal background checks. In response, the California Department directed all its employees to submit their fingerprints for required background checks.

A third worker was placed in limbo while the state worked to determine if he or she could be transferred to a new position. According to the spouse’s wife, who was interviewed by the Sacramento Bee, the man has two felony convictions from years ago that occurred before he first was employed by the tax department.

According to his wife, he has been employed by the state for nine years and was “blind-sided” by the outcome of the required background checks. Even their relatives are unaware of the convictions, so the newspaper declined to name the employee or his wife.

Unions representing state employees have been working with the state so that employees who have prior convictions but have turned their lives around are not fired. The solution has been to move those employees to new positions within the state. Indications are that no employee has lost their job because of the IRS background checks regulation, but dozens have been reassigned. What will happen with this particular employee is undetermined.

The IRS Required Background Checks Regulation

The 2018 IRS required background checks regulation is that any individual granted access to FTI must pass the following three background checks at a minimum:

• FBI fingerprint database
• Check with local law enforcement agencies
• Check to verify citizenship or residency status

If the employee or potential employee fails any one of these tests, it is up to the state whether to hire them for another position, but they may not work in a department that provides them access to personal taxpayer information.

The agency who hires the employees must provide verification to the IRS that each employee has passed all three required background checks and has no criminal history. Verifications must be updated periodically.

For more information about required background checks, please visit Screening Intelligence, LLC, which offers all types of background screening services.

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

Sources:
https://www.irs.gov/privacy-disclosure/background-investigations
https://www.sacbee.com/news/politics-government/the-state-worker/article235922982.html

2020 has just begun, and it is already bringing employers new sets of employment screening rules and challenges. From ban-the-box to marijuana-hiring laws, many of these employment screening trends bring to light the importance of employment background checks.

1. FCRA claims rising

Employers are faced with the fact that even accidental omissions and honest mistakes can end up costing them millions. Over the past decade, companies have paid out over $174 million, not small change for the small businesses often hit with these lawsuits.

2. Ban-the-box

Now 35 states and 150 plus jurisdictions have passed ban-the-box legislation. These laws prevent companies from automatically excluding people who have a felony record. The intention is to allow more people who’ve committed felonies to re-integrate into law-abiding society.

However noble the intention might be, these employment screening trends do not eliminate the risks of hiring people with certain types of felonies for various job descriptions.

3. Better contract employee background screening

Companies like Uber have been in the news lately regarding these employment screening practices. Contract drivers have allegedly committed various assaults and other reckless behavior. This leads to a call for companies who hire contract employees to take more responsibility in the hiring process.

4. Marijuana-hiring laws

Thirty-nine states and the District of Columbia have now passed laws allowing some forms of use within their jurisdiction. Marijuana legalization not only increases the chance that potential employees may be using marijuana; it changes the dynamic. Upstanding and responsible citizens may choose to partake on occasion. Laws and employment screening trends are changing to recognize this fact.

5. Hiring A.I. built-in bias

As companies expand their use of artificial intelligence to streamline and improve hiring, the employment industry is faced with a bitter truth. Even advanced machine learning software can develop biases if the data to which they are exposed is itself biased.

Software developers and companies must actively ensure that such an occurrence does not reinforce institutional inequalities that people today are working to eradicate.

6. Social media background screening brought into question

Social media screening has added a level of transparency to the hiring process that companies did not have before, but it also brings new challenges to the hiring process. Should candidates without social media be excluded? Should it be considered before or after a formal background check?

Recruiters are pondering these employment screening trends and other questions.

Keeping up with employment screening trends

Hiring will always be a risky activity. A bad hire costs a lot in terms of lost productivity and damaged company culture. However employment screening trends change, professional background screening is always a smart move to minimize hiring risks.

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

Make sure you background check student interns and student employees before hiring them. Students offer several key benefits for employers of all industries and sizes. Students tend to be ambitious and eager who are hungry for your employment opportunities and to make a great impression so that they can get started in the industry of their choice. For employers, these employment trends of hiring fresh young talent can often be a much-needed boon to alleviate work backlogs or to try new processes without redirecting full-time salaried employees or taking on a new full-time paid hire before the position is really ready.

However, while student interns and employees can provide some really outstanding benefits to companies and neatly fulfill employment gaps when and where you want them, it’s still important to background check student interns before hiring them. Even unpaid seasonal interns should undergo a professional background screening and here’s why:

3 Reasons to Background Check Student Interns and Student Employees

• Trust in handling sensitive information. Just last year, a House of Representatives intern was fired and charged with second-degree burglary, identity theft, witness tampering, and making public restricted personal information after he published to the internet personal information, including home addresses, of several high-ranking Republican senators. This intern did not hold an official position and yet he still had access to critical information, information that his employers probably never thought he’d leak — and yet he did. Any company that retains sensitive information, whether it’s the home addresses of leading politicians or your biggest clients, should take care before giving anyone access and background check student interns, including unpaid interns. Workplace background checks can better help you ascertain whether the person you are hiring is a potential threat.
• Trust in handling expensive merchandise and similar goods. There’s also the more physical merchandise that employers need to consider. Businesses that are taking on student interns that will handle cash or valuable company merchandise should absolutely approach those interns with the same level of scrutiny as they might a seasonal or temp employee and background check student interns. Every year, the news reports on various seasonal delivery workers who take advantage of their position to steal holiday presents and other packages. These big upticks in package theft invariably happens during peak seasons with seasonal employees who are more willing to take the risk of theft due to their not benefiting from the long-term employment those delivery companies have to offer. When hiring student interns, approach hiring similarly and background check student interns to prevent something like the theft of $90,000 worth of equipment by this intern who had inside knowledge and access to that equipment.
• Trust in long-term prospects. Sometimes background checks aren’t only about preventing the worst from occurring, but are also about laying a foundation for the best relationships. Interns can be much-needed workers but often times it’s also the employer and their skilled employees who are giving those interns valuable insights in the industry and at the end of their internship, you may find that you want to keep them on. Well, the smart thing to do is to not wait until the end to see if they are an appropriate match for long-term employment but to instead only start with interns who you envision would make great additions to your company and background check student interns. Have them undergo a thorough background check as you would a full-time employee to better determine their suitability.

Contact Our Team Today to Get Started

Are you ready to incorporate stringent background checks in your hiring process for both employees and interns? If so or if you need to background check student interns and want to know more about these employment screening processes, contact our team today!

Sources:
https://www.npr.org/2018/10/04/654264122/house-intern-arrested-for-reportedly-doxing-senator-during-kavanaugh-hearing

Seasonal UPS workers accused of stealing from packages at processing facility

http://community.seattletimes.nwsource.com/archive/?date=19960423&slug=2325547

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

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.