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.
When searching the pool of job candidates, finding the right person is not always an easy task. One essential piece of the hiring process is running a background check. Ninety-six percent of employers run background checks on candidates, according to a PBSA national survey.
It is a critical part of recruitment and onboarding. When searching for a candidate, you want to make sure they are the right fit, and there isn’t anything in their background that could be a risk to your organization.
Here are some simple tips to keep in mind when running background checks.
Include candidates in the process
The candidate must understand why they are consenting to a background check. Transparency is essential when you’re running a background check. This allows you to continue establishing a relationship with the candidate while remaining compliant with the law. The Fair Credit Reporting Act (FCRA) requires employers to obtain the applicant’s consent before running a background check. The release form for the background check must stand-alone and be separate from the employment application.
Know what you want out of a background check
You should know beforehand what background check you are running. Also, understand why the background check is needed. Look at your industry and the job requirements to determine what type of background check should be run. There are numerous types to choose from, but make sure you are only running reports that are vital for the job.
For example, if you are hiring someone who will be driving a company car, then you should run a Motor Vehicle report. We recommend that you apply the same standards to everyone, based on the job description. It’s illegal to check the background of applicants when that decision is based on a person’s race, natural origin, color, sex, religion, disability, genetic information, or age. Blanket hiring practices often lead to unintentional disparate impact. Disparate impact refers to employment policies that have an unintended and adverse effect on members of a protected class, even if the policy’s language seems neutral. Have a conversation with your legal team about your hiring process and see how background checks best fit.
Use a third-party background screening provider
Contact a third-party background screening provider to run the background checks for your company. Don’t rely on a Google search or look up a candidate on Facebook. These searches are not enough and do not show the whole picture of the candidate. Although this will require a budget, your company will receive quality background check reports.
Don’t automatically reject candidates with a record
Make sure that you are giving all candidates an equal chance. Best practice is to not immediately disqualify a candidate from a job because of a hit on their record. You could be missing out on a dedicated, hard-working employee, because of a criminal record that is unrelated to the job. Work with your legal counsel to define what types of criminal records will disqualify an applicant for each position. Use the information on the background check to make an informed, thoughtful decision.
Be open with communication
Whatever you find on the background check report, be open with your candidate. If a question arises, ask them. Keep the conversation going. There are many reasons why an issue can occur, so be comfortable speaking about the process with the candidate. If you choose not to hire the applicant, based on any reason in whole or part of the background check, then you must send a Pre-Adverse Letter, copy of their background check and consumer rights. Wait five business days to mail an Adverse Action letter to allow the applicant time to dispute the claim. You don’t want to miss out on a fantastic employee in the future because you didn’t ask the candidate about something in their background check.
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.
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