Ninety-six percent of employers conduct at least one type of background check to guide their hiring-related decision, according to the Professional Background Screening Association (PBSA). Ninety-four percent of employers incorporate some form of a criminal history check in their screening programs.
Criminal history checks are an essential part of the background screening process for hiring. Employers rely heavily on these background checks to make their hiring decisions. They must be sure that their background screening company can provide background checks that are accurate, timely, and transparent.
In this blog, we highlight the two most important qualities that employers require from their background screening provider.
Accurate data
Accuracy is essential in the background screening industry as employee hiring and retention decisions are frequently based on the results of the background check. If the information isn’t accurate, then it can affect the wellbeing, security, and profitability of a given workplace. Defects, gaps, or errors in a report can be incredibly costly and potentially damaging. It’s imperative that these reports not just be precise most of the time, but every time.
Many steps go into a criminal record history check. Organizations need to trust that their background screening provider has an in-depth quality program that includes:
Expert research team members
Data that originates from authoritative sources
Quality assurance
ETAs that mean something
The biggest challenge that employers have when it comes to background screenings is the length of time it takes to receive the results, according to a PBSA study. It costs the company money, and there’s a risk of losing the right candidate with each day spent with an unfilled position.
Your background screening provider should give you a reasonable, exact turnaround time that is based on real-world experience and data. Researchers can provide reasoning for the timeline to avoid the frustration that comes when employers and applicants are waiting for an unknown or unexplained period.
Because background checks are fundamental for practically every organization, employers need to thoroughly research and vet background screening providers before choosing a valuable partner. How does your provider compare when it comes to quality and turnaround times?
At SELECTiON.COM®, quality is our number one priority. Before our criminal reports are sent to clients, they are sent to our quality assurance team for the final review. Our clients expect that the reports we deliver are accurate and reliable, every time. We do this by logging status updates, which allows the employer to know the applicant’s status at any given time.
Contact us today to see how SELECTiON.COM® can take your employment background check process to the next level.
This article gives a general overview of the 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 own legal counsel for all applicant approval matters.
Employers want peace of mind over a potential new hire. Performing background checks is an excellent way to make sure you are making the right hiring decision. There are many laws that companies need to follow, so it’s essential to have a background check plan and knowledgeable screening partner to avoid costly litigation.
Below are the best practices for pre-employment background screening programs to help guarantee compliance with laws and give a well-rounded report of a candidate’s background.
1. Develop a screening policy and have it written down
A well-composed background screening policy can help an organization consistently enforce hiring standards and procedures. It can also help with alleviating legal and compliance risks. All employees involved in the hiring process should be trained in the procedures. Seek legal guidance when creating a written policy.
2. Remain compliant
There are many federal, state, and local laws that affect the employment screening process. The most crucial federal guideline that employers must follow is the Fair Credit Reporting Act (FCRA). It mandates procedures employers must follow when obtaining and using background screening reports. Employers must also comply with the Equal Employment Opportunity Commission (EEOC) which mandates criminal guidelines for background screening. Other laws that affect hiring are Americans with Disabilities Act (ADA) and state and local laws, which can include Ban the Box, Credit Reports, and E-Verify. Consulting with legal counsel is recommended for compliance with all laws and industry regulations.
3. Use consistent screening methods for each candidate at the same job
Although various jobs may not require the same background screening reports, all candidates applying for the same job position should undergo identical background checks. Employers should look at the job requirements and determine from there what type of background check to run.
4. Establish criteria to assess background check results
Determine the background check standards that will either qualify or disqualify a candidate and stay consistent when analyzing reports to eliminate the risk of judgmental decisions. Look at each case on an individual basis. We recommend that employers consider many factors when interpreting information, such as the nature of the job, amount of time since offense occurred, and type of gravity or conduct of the offense. Laws vary from state to state as to how background check results can be used in the hiring process. More information on this can be found in our white paper on fair chance hiring.
5. Conduct background screening program audits regularly
With frequent changes in legislation and new laws going into effect that impact employment screening, organizations should consistently review their background screening program. By being proactive, monitoring legislation, and continuously updating screening policies, these help employers to be consistent and compliant with laws about the hiring process.
By implementing these basic background screening tips, employers can help ensure that they are remaining compliant with federal, state, and local laws. Partnering with a knowledgeable background check provider like SELECTiON.COM® can take a company’s hiring process to the next level.
This article gives a general overview of the 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 own legal counsel for all applicant approval matters.
While on the surface, criminal record research seems like a simple public record check, there can be complex layers and nuances that even the most experiences of specialists can find mindboggling.
From jurisdiction to jurisdiction, across more than 3,000 county courthouses, the procedure and accessibility of public record research vary, in some cases, significantly. Failing to comprehend and manage the complexities and particulars of the research process can lead to huge risks. From making a hazardous hiring decision, to unjustly excluding the right applicant, to being liable to fines or lawsuits for failing to adhere to compliance requirements, there is a strong motivation to get the research done right the first time.
Clients depend on their background screening provider to ensure it’s done right.
At SELECTiON.COM®, we pride ourselves on being the leaders in public record research for the background screening industry. Here are three ways we alleviate the complexities of criminal record research to deliver the results you expect:
1. We emphasize relationships.
When you work with people, you accomplish more. Our methodology has always been to establish the best connections we can with local courthouses and the clerks there. We can achieve more and get done faster when we put our relationships first.
2. We attract and cultivate specialists.
At SELECTiON.COM®, we constructed our business around our specialized expertise in public records research, specifically, criminal records. We have industry veterans and leaders in the industry to build our team and address the needs of our clients.
3. We stay on top of emerging trends and changes.
A ton has changed in a brief amount of time for the background screening industry. A significant number of these changes have directly impacted our job as a background screening provider. Take the instance of increasing litigation around compliance issues and the pattern toward redacting personally identifiable information (PII) from public records. These two things alone are changing the way we work. Our ability to remain ahead of rising trends and changes in the industry will keep on positively impacting the success of our clients.
As background screening laws continue the trend of driving compliance requirements, it truly matters who you pick as your research partner. With our highly trained researchers and loyal customer support, SELECTiON.COM® sets a new standard for what you can expect from your public record research provider.
Contact us today to see how SELECTiON.COM® can take your employment background check process to the next level.
This article gives a general overview of the 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 own legal counsel for all applicant approval matters.
The way you handle background checks is vital to a candidate’s experience within your organization.
Candidate experience is essential in today’s tight job market, and an increasing number of companies are putting this first. A candidate’s journey is everything a job applicant goes through, from application to onboarding or rejection. A terrible applicant experience can lose you talent and harm your organization’s reputation.
Below are four ways you can enhance your hiring process, and by taking these steps, keep your candidates happy.
1. Ease of Use
Many vendors require candidates to fill out multiple forms on paper and send them in, which lengthens the process even more. Your background screening provider should allow applicants to enter information online. At SELECTiON.COM®, we offer electronic disclosure and consent forms that are FCRA compliant. Our Fastrax® system also gives you a record of consent that is available within the candidate’s electronic file. Through our free service, Applicant Entry, the applicant can easily fill in their Social Security Number, Date of Birth, and any past employment or education information, depending on the reports run.
2. Consider an Applicant Tracking System
Applicant tracking systems are a great way to improve the candidate experience. An applicant tracking system is a software program that provides recruiting and hiring tools for companies for everything from receiving job applications to hiring employees. SELECTiON.COM® is integrated with the top applicant tracking systems on the market. Also, our in-house IT staff is well equipped to integrate with whichever applicant tracking system you’d like to use.
3. Candidate Support
Ensure your background screening provider offers and invests in customer support that is open to both you and your candidate. At SELECTiON.COM®, our 5-star customer support team is available to everyone, Monday through Friday, from 8 am to 8 pm. A candidate can quickly contact SELECTiON.COM® via phone, email, or LIVE chat to find out the status of their background check.
4. Save Time
Job candidates will get discouraged if their background check is held up, and they can’t start working. They may even choose to take another offer. Make a point to select a vendor that returns reports accurately and promptly. The best background screening company is one that can give the candidate an accurate ETA ahead of time regarding the completion of their background check. SELECTiON.COM® does this by logging status updates. This allows the employer to know the applicant’s status at any given time.
Contact ustoday to see how SELECTiON.COM®can take your candidate’s experience with background checks to the next level.
This article gives a general overview of the 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 own legal counsel for all applicant approval matters.
Incarceration rates in the U.S. have soared lately. Between 70 to 100 million Americans have a criminal record, according to the U.S. Department of Justice. That criminal record can follow an individual for a long time, making them feel the effects long after they’ve served their sentence.
Those who need a second chance deserve steady employment to gain a feeling of financial stability, support themselves and their families, and feel like a contributing member of society. All of this helps lower recidivism rates and keep individuals from re-entering the prison system.
Having a criminal record exhibits a unique set of employment difficulties. Because of their criminal history, individuals are regularly ruled out for job opportunities, even when they’re qualified. Those who need a second chance are less likely to be asked for an interview.
If you’re not familiar with fair chance hiring and are considering implementing this into your company, this guide should help you comprehend what goes into the process, the advantages that stem from it, and how you can begin today.
What is Fair Chance Hiring?
Fair chance hiring is based on the reason that everybody, regardless of their background, has the right to be fairly evaluated for a job they are qualified for.
Organizations that practice fair chance hiring can take advantage of a bigger pool of qualified, diverse talent with a broad scope of experiences, better comprehend their customers and reach stronger business outcomes.
What are the advantages ofFair Chance Hiring?
Fair chance hiring allows for a more diverse and inclusive environment. The discussion around diversity and inclusion shouldn’t stop at race, gender, or sexual orientation. To create an inclusive workplace, the conversation needs to extend to those with criminal records. Refusing to hire job candidates with criminal backgrounds has an unintended effect on minority applicants. This makes it significantly more challenging to assemble a genuinely diverse and inclusive workplace.
By embracing fair chance hiring policies, you extend your potential candidate pool to a mostly untapped group of diverse, talented, and eager workers. With the job market being so competitive, applicants can wait and choose between multiple job offers prolonging the hiring process. Those who need a second chance often have a difficult time finding work, so you’re far less likely to deal with a drawn-out hiring process. This makes it easier for you to grow your organization in today’s competitive employment market.
Fair chance hiring offers a significant return on investment, both from a performance and retention perspective. According to a SHRM survey, 80 percent of managers surveyed feel the value workers with criminal records bring to the organization is just as high or higher than that of workers without records. Anytime you’re hiring; it’s an investment. However, when practicing fair chance hiring, you’re likely to get a better return on that investment.
How do I incorporate Fair Chance Hiring into my hiring process?
Having a criminal record doesn’t mean an individual is irresponsible, immoral, or likely to take part in illegal activity in the future. When working with a candidate, make it a point to see where they are today. They’ve already assumed responsibility for their actions and fulfilled their legal obligations. What matters now is that they’re qualified, prepared, and have the assets to be effective in the job.
Before you start interviewing job applicants, it’s important to distinguish any convictions that are relevant to the position or organization that would cause a candidate to be disqualified from the hiring process. And if an applicant falls outside of those restrictions? They should get as much of a fair chance to be employed for that position as any other person.
How do I get my current employees on-board to Fair Chance Hiring?
Ensure your company knows and comprehends why you’re supporting fair chance hiring practices. Make it a pillar of your organization’s missions and values. The more you open the discussion about fair chance hiring, the more you’ll normalize it, and it will be understood by your company.
A criminal record is a barrier for qualified, devoted applicants in finding employment and an obstacle for companies looking to create diverse teams. By adopting fair chance practices, you’re offering opportunities for financial stability, career advancement, and a sense of purpose for millions of Americans that deserve a fair chance.
Contact us today to see how SELECTiON.COM® can take your employee onboarding process to the next level.
This article gives a general overview of the 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 own legal counsel for all applicant approval matters.
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