In the modern era of hiring, Artificial Intelligence (AI) has emerged as a powerful tool, promising to revolutionize the recruitment process with its efficiency, precision, and innovation. However, as organizations increasingly turn to AI for conducting background checks, it’s essential to recognize and address the legal risks and challenges associated with its use.
The Promise of AI in Hiring
AI offers a multitude of benefits in the realm of background checks. By automating repetitive tasks and analyzing vast amounts of data, AI-driven solutions can streamline the screening process, identify relevant information, and generate comprehensive reports with unprecedented speed and accuracy. Moreover, AI algorithms can help mitigate bias and improve the overall fairness of hiring decisions by focusing solely on relevant criteria and removing human subjectivity from the equation.
Legal Challenges and Concerns
Despite its promise, the use of AI in background checks presents a host of legal risks and challenges that organizations must navigate carefully. One of the primary concerns is compliance with relevant regulations, such as the Fair Credit Reporting Act (FCRA) in the United States. The FCRA imposes strict requirements on the use of consumer reports for employment purposes, including obtaining consent from the candidate, providing disclosure and transparency, and ensuring accuracy and fairness in the reporting process.
AI-driven background check solutions must adhere to these legal requirements to avoid potential violations and associated legal consequences. For example, if an AI algorithm generates inaccurate or biased results that adversely affect a candidate’s employment prospects, the organization could face allegations of non-compliance with the FCRA and other anti-discrimination laws.
Moreover, the opaque nature of AI algorithms presents challenges in ensuring transparency and accountability in the background check process. Candidates have the right to know how their information is being collected, used, and evaluated in the hiring process. However, the complexity of AI algorithms makes it difficult to provide clear explanations or insights into the decision-making process, raising concerns about fairness, accountability, and the potential for discrimination.
Practical Solutions
In light of these legal risks and concerns, maintaining human oversight of AI-driven background checks is imperative. While AI algorithms can enhance efficiency and accuracy, human judgment is essential for ensuring compliance with legal regulations and mitigating the potential for bias and discrimination. Human oversight provides a crucial layer of accountability and transparency in the background check process. Organizations can ensure that AI-generated results are scrutinized for accuracy, relevance, and fairness by involving human decision-makers. Human reviewers can also identify and address any potential biases or inaccuracies in the algorithm’s output, helping to minimize the risk of legal liability.
Developing a clear set of guidelines for evaluating AI-generated background check results is crucial. These guidelines should outline the criteria for assessing the relevance, accuracy, and fairness of the information obtained through AI algorithms. In the context of criminal records, clear guidelines are particularly important for determining whether specific convictions will disqualify a candidate from employment. Organizations should consider factors such as the nature and severity of the offense, the time elapsed since the conviction, and evidence of rehabilitation. By establishing transparent criteria, organizations can make informed and consistent decisions while also providing opportunities for individuals with criminal records to reintegrate into the workforce.
Organizations must ensure compliance with legal regulations such as the FCRA when using AI-driven background check solutions. This includes obtaining proper consent from candidates, providing disclosure and transparency about the use of AI algorithms, and ensuring accuracy and fairness in the reporting process. Additionally, organizations must be prepared to provide candidates with the necessary notifications as required by the FCRA, including adverse and pre-adverse action letters, to protect candidates’ rights and mitigate the risk of legal liability.
In summary, while AI offers significant potential to revolutionize the background check process, organizations must carefully navigate the legal risks and challenges associated with its use. By maintaining human oversight, developing clear guidelines, and ensuring compliance with relevant regulations, organizations can harness the benefits of AI while mitigating legal risks and promoting fairness and accountability in the hiring process.
Contact us today to see how SELECTiON.COM® can improve your background check process.
This page gives a general overview of legal matters. However, it is your responsibility to ensure compliance with all the relevant federal, state, and local laws governing this area. SELECTiON.COM® does not provide legal advice, and we always suggest consulting your legal counsel for all applicant approval matters.
This page is provided for information purposes only, and the contents hereof are subject to change without notice. This page is not warranted to be error-free nor subject to any other warranties or conditions, whether expressed orally or implied in law, including implied warranties and conditions of merchantability or fitness for a particular purpose.
The System Administrator’s role is to manage in-house computer software systems, servers, storage devices and network connections to ensure high availability and security of the supported business applications. This individual also participates in the planning and implementation of policies and procedures to ensure system provisioning and maintenance that is consistent with company goals, industry best practices, and regulatory requirements.
ESSENTIAL DUTIES AND RESPONSIBILITIES
Manage virtual and physical Windows and Ubuntu Servers
Manage Active Directory, Microsoft 365
Manage end user accounts, permissions, access rights, and storage allocations in accordance with best practices
Familiarity with MS SQL server, windows clustering, domain controller setup, and group policy
Ensure the security of the server infrastructure by implementing industry best-practices regarding privacy, security, and regulatory compliance.
Develop and maintain documentation about current environment setup, standard operating procedures, and best practices.
Perform and test routine system backups and restores.
Anticipate, mitigate, identify, troubleshoot, and correct hardware and software issues on servers, and workstations. Escalate incidents as necessary.
Server asset management, including maintenance of server component inventory and related documentation and technical specifications information.
Recommend, schedule, and perform software and hardware upgrades, patches and re-configurations.
Develop required reports in response to business user and management needs.
Manage vendors, outsourcers, and contractors to secure software products and services
Build and deploy new servers on the network as needed.
Support NAS and SAN storage management
Other duties may be assigned
STRATEGY & PLANNING
Participate in and support capacity planning and the development of long-term strategic goals for systems and software in conjunction with end-users and department managers.
Coordinate with business application, and database administration functions to implement desktop and server systems that utilize industry best practices to meet corporate objectives.
3-5 years of experience in a technical role with increasing responsibility. Bachelor Degree in Computer Science preferred or equivalent relevant work experience and/or hardware/software certification(s).
Thorough understanding of Microsoft applications/infrastructure.
Ability to communicate effectively with staff and clients.
Strong documentation/reporting skills.
Senior level analytical/troubleshooting and organizational skills.
Capable of resolving critical software and hardware issues in a time sensitive manner, cognizant of requisite service levels.
Must be fluent with Windows networking, advanced desktop support, and have significant work experience or certifications in the following: Microsoft Active Directory Microsoft Server, Microsoft file and print services, Microsoft Exchange 365, Microsoft Windows 10/11, Microsoft 365, Clustering, Hyper-V, LAN, WAN, TCP/IP, etc. Familiarity with Mac OS (including mobile devices).
Exposure to Virtual Desktop environments.
Strong understanding of Network Infrastructure is required. Carbonite Server knowledge is preferred. Linux knowledge preferred.
PHYSICAL DEMANDS: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
LOCATION: Hybrid position. Remote work is available but employee will be required to go to the office
An Equal Opportunity Employer – All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.
Why you should work for SELECTiON.COM®
401K
Incentive/Bonus Program
Health Insurance
In-house Company Gym
Growing Company
Veteran Owned
Qualified and available candidates please include a detailed resume.
Loading
Thank you %NAME% for applying at SELECTiON.COM.
We have received your resume. We will be in contact if you are approved for the interview stage.
Server Side Error
We faced problems while connecting to the server or receiving data from the server. Please wait for a few seconds and try again.
If the problem persists, then check your internet connectivity. If all other sites open fine, then please contact the administrator of this website with the following information.
In today’s competitive business landscape, hiring the right employees is crucial for success. However, the true cost of hiring goes beyond just payroll and benefits. Failing to properly screen applicants for criminal history, signs of violence, or motor vehicle issues can result in significant financial losses and safety risks for your business. Let’s delve into the true cost of background checks and why they are essential for safeguarding your organization.
Retail Theft: According to the National Retail Federation, theft, including shoplifting and employee theft, cost U.S. retailers over $61.7 billion in 2019 alone. A comprehensive background check can help identify candidates with a history of theft-related offenses, reducing the risk of internal and external theft within your organization.
Workplace Violence: Workplace violence is another critical aspect that cannot be ignored. In 2020, the United States witnessed 392 workplace homicides, alongside 37,060 nonfatal injuries caused by intentional harm from another person. These numbers serve as a stark reminder of the potential dangers lurking within the workplace, dangers that could potentially be mitigated through diligent background screenings.
Employee Vehicle Accidents: Motor vehicle accidents involving employees can lead to costly lawsuits, insurance claims, and reputational damage for businesses. The National Highway Traffic Safety Administration (NHTSA) estimates that motor vehicle crashes cost employers $60 billion annually in medical care, legal expenses, property damage, and lost productivity. Background checks that include driving records help identify candidates with a history of reckless driving or DUI convictions, reducing the likelihood of accidents while on the job.
Drug Use: Substance abuse among employees can result in decreased productivity, absenteeism, workplace accidents, and increased healthcare costs for employers. The National Council on Alcoholism and Drug Dependence (NCADD) reports that drug abuse costs American businesses over $81 billion annually. Pre-employment drug screening as part of a comprehensive background check can help identify candidates with substance abuse issues, allowing employers to make informed hiring decisions and maintain a safe work environment.
By investing in thorough background checks, businesses can mitigate the risks associated with hiring and protect their bottom line. While the upfront cost of background checks may seem significant, it pales in comparison to the potential financial and safety repercussions of hiring unqualified or high-risk individuals. Moreover, background checks demonstrate a commitment to due diligence and the safety of employees and customers, enhancing trust and credibility in the eyes of stakeholders.
To protect your business and ensure a safe working environment, here are some tips for conducting effective background checks:
Implement a Comprehensive Screening Policy: Define clear guidelines for what your background checks will cover. This can include criminal history, credit checks, verification of education and employment history, and drug testing.
Use Reputable Screening Services: Partner with a credible background screening provider to ensure the accuracy and legality of the checks you perform.
Stay Informed about Legal Compliance: Ensure that your screening process complies with federal, state, and local laws to avoid potential legal pitfalls.
Conduct Periodic Checks: For certain positions, consider conducting periodic background checks to address any issues that may arise after employment.
Promote a Transparent Process: Communicate with potential hires about the screening process, what it entails, and how the information will be used. This transparency can build trust and deter applicants who may have something to hide.
In conclusion, the true cost of background checks extends beyond monetary expenses to encompass the safety, reputation, and overall well-being of your business. By prioritizing thorough screening procedures, businesses can mitigate the risks of theft, violence, accidents, and substance abuse, ultimately safeguarding their assets and fostering a secure work environment.
Hiring practices are constantly evolving, but in the 30+ years SELECTiON.COM® has been in business, background check usage by companies has been and continues to be on the rise. Background checks are still the most effective way of taking reasonable precautions to create a safe work environment for your employees and minimize costly turnovers. In addition, new reporting methods continue to make background checks more effective and reliable year after year.
Contact us today to see how SELECTiON.COM® can improve your background check process.
This page gives a general overview of legal matters. However, it is your responsibility to ensure compliance with all the relevant federal, state, and local laws governing this area. SELECTiON.COM® does not provide legal advice, and we always suggest consulting your legal counsel for all applicant approval matters.
This page is provided for information purposes only, and the contents hereof are subject to change without notice. This page is not warranted to be error-free nor subject to any other warranties or conditions, whether expressed orally or implied in law, including implied warranties and conditions of merchantability or fitness for a particular purpose.
We faced problems while connecting to the server or receiving data from the server. Please wait for a few seconds and try again.
If the problem persists, then check your internet connectivity. If all other sites open fine, then please contact the administrator of this website with the following information.
In the dynamic landscape of employment law, staying abreast of legal developments is paramount for businesses and individuals alike. One ruling that has sparked significant discussion and implications recently is the California Court of Appeal decision in All of Us Or None Of Us v. Hamrick, which could potentially reshape the realm of employment background checks in the state.
Issued on 05/26/2021, the ruling stems from a civil rights complaint filed in Riverside, California, by a Civil Rights Organization advocating for the rights of former and currently incarcerated individuals. At its core, the case addresses concerns surrounding the accessibility of Personally Identifiable Information (PII) on public access portals, particularly in Los Angeles County.
A key aspect of the ruling mandates the redaction of all PII other than the name from public access portals. While this move aims to safeguard the privacy rights of individuals involved in the criminal justice system, it presents a significant challenge for background check companies and employers conducting pre-employment screenings.
Under the Fair Credit Reporting Act (FCRA) guidelines, obtaining additional identifiers beyond just the name is often crucial for thorough background checks. However, with the new requirement limiting the number of names per full docket order to access such information, the process becomes more cumbersome and time-consuming. As a result, delays in background check completion ranging from a week to several months are anticipated. Most searches that are clear will be completed within 48 to 72 hours. However, if additional research is needed to clarify a record, a full docket must be ordered.
The ramifications of this ruling are far-reaching, impacting employers across various industries. In an era where hiring decisions are increasingly scrutinized, ensuring compliance with evolving legal standards is essential to mitigate risks of legal action and reputational damage. Employers in California must navigate these changes with diligence and adapt their hiring practices accordingly. It’s imperative to strike a balance between conducting thorough background checks to ensure workplace safety and compliance with legal requirements while also respecting the privacy rights of job applicants.
As the legal landscape surrounding employment background checks continues to evolve, businesses must stay informed and adaptable to ensure compliance and integrity in their hiring processes. At SELECTiON.COM®, we understand the complexities and challenges presented by regulatory changes such as the recent California Court of Appeal ruling.
By partnering with SELECTiON.COM®, businesses can benefit from our comprehensive understanding of regulatory requirements and access to cutting-edge technology and resources for efficient and reliable background screening solutions.
In an era where hiring decisions are subject to increasing scrutiny and legal complexity, trust SELECTiON.COM® to be your partner in navigating the ever-changing landscape of employment background checks with confidence and peace of mind.
Contact us today to see how SELECTiON.COM® can improve your background check process.
This page gives a general overview of legal matters. However, it is your responsibility to ensure compliance with all the relevant federal, state, and local laws governing this area. SELECTiON.COM® does not provide legal advice, and we always suggest consulting your legal counsel for all applicant approval matters.
This page is provided for information purposes only, and the contents hereof are subject to change without notice. This page is not warranted to be error-free nor subject to any other warranties or conditions, whether expressed orally or implied in law, including implied warranties and conditions of merchantability or fitness for a particular purpose.
We are thrilled to announce and congratulate Cassie Miller on her remarkable achievement in taking on the role of Director of Operations within our company. With an impressive tenure of 19 years, Cassie has demonstrated unparalleled dedication, commitment, and expertise, making her an invaluable asset to our organization.
Cassie has continually showcased her exceptional skills and unwavering passion for excellence throughout her almost two decades of service. Her profound understanding of our company’s operations, coupled with her extensive background knowledge, has consistently contributed to our success and growth.
In her new capacity as Director of Operations, Cassie will undoubtedly excel in leading and enhancing our operational strategies, driving efficiency, and fostering continued success.
Upon receiving this well-deserved promotion, Cassie expressed her excitement, stating, “I am truly honored and excited to step into the role of Director of Operations. Over the years, I have witnessed the evolution of our company firsthand, and I am eager to contribute to its ongoing success in this new capacity. I am committed to leading our operations with diligence and a relentless pursuit of excellence.”
Cassie’s dedication, expertise, and unwavering commitment to our company’s values make her the perfect fit for this crucial leadership position. We have full confidence that our operations will continue to thrive under her guidance and our company will reach new milestones.
Please join us in congratulating Cassie Miller on her well-deserved promotion. Her appointment marks an exciting chapter in our company’s journey, and we look forward to achieving even greater success together under her capable leadership.
We value your privacy. We use cookies on our website to give you the most relevant experience by remembering your preferences and repeat visits. By clicking “Accept”, you consent to the use of ALL the cookies. Privacy Policy
This website uses cookies to improve your experience while you navigate through the website. Out of these, the cookies that are categorized as necessary are stored on your browser as they are essential for the working of basic functionalities of the website. We also use third-party cookies that help us analyze and understand how you use this website. These cookies will be stored in your browser only with your consent. You also have the option to opt-out of these cookies. But opting out of some of these cookies may affect your browsing experience.
Necessary cookies are absolutely essential for the website to function properly. These cookies ensure basic functionalities and security features of the website, anonymously.
Cookie
Duration
Description
cookielawinfo-checkbox-analytics
11 months
This cookie is set by GDPR Cookie Consent plugin. The cookie is used to store the user consent for the cookies in the category "Analytics".
cookielawinfo-checkbox-functional
11 months
The cookie is set by GDPR cookie consent to record the user consent for the cookies in the category "Functional".
cookielawinfo-checkbox-necessary
11 months
This cookie is set by GDPR Cookie Consent plugin. The cookies is used to store the user consent for the cookies in the category "Necessary".
cookielawinfo-checkbox-others
11 months
This cookie is set by GDPR Cookie Consent plugin. The cookie is used to store the user consent for the cookies in the category "Other.
cookielawinfo-checkbox-performance
11 months
This cookie is set by GDPR Cookie Consent plugin. The cookie is used to store the user consent for the cookies in the category "Performance".
viewed_cookie_policy
11 months
The cookie is set by the GDPR Cookie Consent plugin and is used to store whether or not user has consented to the use of cookies. It does not store any personal data.
Functional cookies help to perform certain functionalities like sharing the content of the website on social media platforms, collect feedbacks, and other third-party features.
Performance cookies are used to understand and analyze the key performance indexes of the website which helps in delivering a better user experience for the visitors.
Analytical cookies are used to understand how visitors interact with the website. These cookies help provide information on metrics the number of visitors, bounce rate, traffic source, etc.
