Blog, Resources
The COVID-19 pandemic may have changed the way we recruit, but the inherent risks of hiring are the same regardless of whether you’re hiring remotely or in-house.
Issues such as applicants lying on their resume, omitting criminal history, or leaving an employer on less than ideal terms are still present. And in some cases, these problems are exacerbated by remote hiring and the state of the job market.
Even though you may not be able to interview in person, there are some simple steps you can take to keep the process personal and keep your workforce safe.
Resume Falsehoods
Due to changes in the job market caused by COVID-19, applicants may be tempted to exaggerate or outright lie on their resume, now more than ever.
According to a recent 2020 study by ResumeLab, a substantial majority (93%) of people know a person who lied on their resume. The most common lies on a resume are about job experience (27%), skills (18%), and job duties (17%).
With an overwhelming majority of talent acquisition teams (84%) adapting their processes to work remotely, it’s essential to take the right steps to ensure the best possible hiring outcome.
Solution- Employment and Education Verifications & Character References
Employment and education verifications are the first step to finding out if your applicant has been truthful on their application. Do they have the skills required for the job? Did they put in all the time they said they did with their previous employer? Do they have the requisite degree qualifications?
In addition, character references are an excellent tool to get a more in-depth look at your applicant. This is especially helpful in remote hiring situations. Being able to get a full picture of your applicant’s ability to work with others and overall work ethic from a former supervisor is vital.
Employment Eligibility
Under normal circumstances, the Department of Homeland Security (DHS) requires that the I-9 form be filled out in person. Employers must physically examine one document from List A or a combination of one document from List B and one document from List C. Unfortunately, hiring remotely makes this part of the process difficult.
Solution- Remote I-9s & E-Verify
If you qualify for the relaxed restrictions on I-9 forms to enable remote hiring, this may be a great option.
According to the U.S. Immigration and Customs Enforcement (ICE) website, this policy only applies to employers and workplaces that are operating remotely. If there are employees physically present at a work location, no exceptions are being implemented at this time for in-person verification of identity and employment eligibility documentation for Form I-9, Employment Eligibility Verification.
However, if newly hired employees or existing employees are subject to COVID-19 quarantine or lockdown protocols, DHS will evaluate this on a case-by-case basis. Additionally, employers may designate an authorized representative to act on their behalf to complete Section 2. The employer is liable for any violations in connection with the form or the verification process.
For additional information on remote I-9’s and more, download our Remote Hiring Handbook.
E-Verify The E-Verify system is a great way to instantly verify whether your employee is authorized to work in the United States. While you may have some tentative non-confirmation results that need to be handled by the employee at their local social security office, most verifications will come back verified instantly.
Missing Criminal History
Due to Ban The Box, criminal history questions have been relegated until later in the hiring process, but that shouldn’t stop you from eventually getting that full picture of your applicant’s past. As long as you obtain a release, run criminal background checks consistently, apply the job requirements fairly, and follow proper applicant notification guidelines, criminal history can be legally obtained. For more information on Ban The Box, read our full article.
Solution- County Criminal Reports & National Database Searches
A thorough criminal history report will help keep your workplace safe for employees and customers. We always recommend starting at the county level, because this is the most accurate and up-to-date source for receiving criminal history. Our most popular report package will run a social security trace report. The system can then automatically run criminal county research in any counties your applicants may have lived. From there, we also recommend running a nationwide database search to find any potential hits across the U.S., in areas that your applicant may not have lived.
In these uncertain times, it pays to have a trusted partner who can provide the data you need and the customer support to answer all of your questions. Our unparalleled support, combined with our nationwide researcher network, makes SELECTiON.COM® a valuable background check partner.
Our five-star customer support team is not only industry experienced, but tenured in their time with our company. Our staff is available to you via phone, email, and chat, Monday through Friday, from 8 am to 8 pm.
SELECTiON.COM® offers employment and education verifications, character reference reports, criminal history reports and our Search America® database is the largest in the industry with other 1 billion records.
Contact us today to develop a fast and accurate background check program to get you through this unpredictable time.
NOTE: 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.
Blog, Resources
Workplace violence is a serious problem that can have devastating consequences for both employees and employers. In 2019, there were over 2 million cases of workplace violence in the United States, resulting in over 2 million lost workdays and $17 billion in lost productivity.
According to the Occupational Safety and Health Administration (OSHA), workplace violence is any act or threat of physical violence, harassment, intimidation, or other threatening behavior that occurs in the workplace. Workplace violence can lead to serious injuries, fatalities, and long-lasting psychological trauma.
In this article, we’ll explore some of the workplace violence statistics and how it can be prevented with background checks. While there is no surefire way to prevent workplace violence, there are steps that employers can take to reduce the risk. One of the most effective tools is background checks.
Workplace Violence Statistics
According to the National Safety Council (NSC), more than 18,000 workers in the United States experienced nonfatal workplace violence injuries in 2019. Additionally, the Bureau of Labor Statistics (BLS) reports that in 2020, there were 774 workplace homicides, accounting for 9% of all fatal workplace injuries. The BLS also notes that healthcare and social assistance workers are at the greatest risk of workplace violence, accounting for nearly 73% of all nonfatal workplace violence incidents.
How Background Checks Can Help Prevent Workplace Violence
Background checks are a vital tool in preventing workplace violence. By conducting thorough background checks on potential employees, employers can identify any red flags or warning signs of violent behavior. Here are some ways in which background checks can help prevent workplace violence:
Background checks can help employers identify potential risks by screening for criminal history, driving records, and other relevant information. This information can be used to make informed decisions about hiring and placement.
For example, an employer may choose not to hire an applicant with a history of violent crime or drug abuse. Or, an employer may choose to place an employee in a different position if they have a history of driving under the influence.
- Criminal History Checks: Employers can conduct criminal history checks on potential employees to identify any past incidents of violent behavior. This can include convictions for assault, battery, or domestic violence.
- Employment Verification: Employers can verify a potential employee’s previous employment history to ensure that they have not been dismissed for violent or threatening behavior.
- Reference Checks: Employers can conduct reference checks on potential employees to obtain insights into their personality, work habits, and behavior. References can provide valuable information about an individual’s temperament and propensity for violence.
Here are some additional tips for using background checks to prevent workplace violence:
- Use a reputable background check company. Not all background check companies are created equal. Make sure to choose a company that is accredited by the Professional Background Screening Association (PBSA).
- Be aware of the laws in your state. There are some restrictions on what information can be used to determine an applicant’s eligibility for a job position in a background check. Be sure to check the laws in your state before you conduct a background check.
- Be prepared to take action. Once you have conducted a background check and identified a potential risk, be prepared to take action. This may mean not hiring an applicant or placing them in a different position.
By following these tips, you can use background checks to help prevent workplace violence and create a safer workplace for everyone.
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 article 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 article is provided for information purposes only, and the contents hereof are subject to change without notice. This article 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.
Blog, Resources
Employee retention is a cornerstone of business success. High turnover rates can be costly, disruptive, and detrimental to morale. One effective strategy to improve retention is the use of comprehensive pre-employment background checks. At SELECTiON.COM®, we believe that the right background check process can not only help you hire the best candidates but also ensure they remain valuable, long-term assets to your organization.
The Importance of Hiring the Right Fit
A critical factor in employee retention is ensuring that new hires are a good fit for your company from the start. Background checks provide crucial insights into a candidate’s history, helping employers make informed decisions. This process can verify educational qualifications, previous employment, criminal records, and more. By confirming these details, employers can ensure that they are hiring trustworthy and competent individuals.
Reducing the Risk of Turnover
High turnover often stems from poor hiring decisions. When an employee’s qualifications or background do not align with the job requirements or company culture, they are more likely to leave the organization sooner. Background checks help mitigate this risk by providing a fuller picture of the candidate’s past. For instance, understanding a candidate’s job stability and reasons for leaving previous positions can help predict their future behavior and tenure with your company.
Enhancing Workplace Safety and Trust
Workplace safety and trust are paramount for employee satisfaction and retention. Comprehensive background checks, including criminal history and drug testing, ensure that new hires do not pose a risk to other employees or the company. This contributes to a safer, more secure work environment where employees can focus on their roles without concerns about their colleagues’ backgrounds.
Promoting a Positive Company Culture
A positive company culture is vital for retaining employees. When employees know that their colleagues have been thoroughly vetted, it fosters a sense of trust and camaraderie. Background checks ensure that all employees meet the company’s standards of integrity and professionalism. This consistency helps build a cohesive and positive work environment, which is attractive to employees and encourages them to stay.
Legal and Compliance Benefits
Hiring someone without conducting a thorough background check can lead to legal complications. If an employee with a problematic history causes issues, the company may be held liable for negligence. By performing due diligence through background checks, companies can protect themselves from potential lawsuits and fines. This proactive approach not only ensures compliance with employment laws but also contributes to a stable workforce.
Tailoring Background Checks to Your Needs
Every industry and company has unique needs when it comes to background checks. For example, positions involving financial responsibilities may require more in-depth credit checks, while roles in healthcare may necessitate rigorous checks on certifications and licenses. SELECTiON.COM® offers customized background check solutions tailored to your industry’s specific requirements, ensuring that you hire the best candidates for your needs.
Conclusion: SELECTiON.COM® – Your Partner in Employee Retention
In conclusion, comprehensive background checks are a vital tool for improving employee retention. By ensuring that new hires are a good fit from the start, enhancing workplace safety, fostering a positive company culture, and staying compliant with legal standards, businesses can significantly reduce turnover rates.
At SELECTiON.COM®, we understand the critical role that background checks play in your hiring process. Our advanced solutions are designed to provide you with the most accurate and relevant information, tailored to your specific industry needs. Partner with us to build a reliable, long-term workforce that drives your business success. Contact SELECTiON.COM® today to learn how our background check services can enhance your employee retention strategy.
Blog, Resources
Fingerprint-based criminal background checks are widely used in various sectors, from employment screening to security clearances. While these checks are often viewed as thorough and reliable, they have significant limitations that can result in missed criminal records and raise privacy concerns. This article explores the key issues associated with fingerprint-based criminal databases, highlighting the risks and offering insights into why alternative methods should be considered.
The Incompleteness of Fingerprint-Based Criminal Databases
Incompleteness of FBI’s Criminal Database: The FBI’s Interstate Identification Index (III) is frequently assumed to be a comprehensive national database of criminal records. However, this is not the case. Not all states and counties consistently report fingerprints, leading to an incomplete database. As a result, relying solely on fingerprint-based checks can lead to missed criminal records, as some offenses may not be captured in the III.
Irregular Reporting Across States: The variability in criminal record reporting standards across different states and counties further exacerbates the problem. Some jurisdictions may have robust reporting mechanisms, while others lag behind, contributing to significant gaps in the database. This inconsistency makes fingerprint-based checks less reliable for comprehensive background screening, potentially allowing individuals with criminal histories to slip through the cracks.
Implications for Public Safety: The lack of completeness and real-time accuracy in the FBI’s criminal database poses a threat to public safety. Incomplete or outdated information can result in individuals with criminal records passing background checks unnoticed, which can have serious consequences for employers and the public.
Consumer Protection Concerns with Fingerprint-Based Checks
Excessive Collection of Personal Data: One of the major privacy concerns with fingerprint-based criminal background checks is the excessive collection of personal data. Once collected, fingerprints can be used for purposes beyond their initial intent. This raises significant 4th Amendment concerns about the potential for misuse and unauthorized surveillance.
Potential for Misuse of Biometric Data: Once stored, fingerprints can be repurposed without the individual’s consent. This unauthorized use can lead to various forms of misuse, including unauthorized surveillance and tracking, which infringes on individuals’ privacy rights.
Sufficient Alternatives Exist: There are other forms of identification that can effectively search for criminal histories without the same level of privacy intrusion as fingerprinting. Social security numbers, dates of birth, and past addresses can provide comprehensive background information while mitigating privacy concerns.
Issues with Expungement and Retention of Fingerprints
State-Level Legislation on Biometric Data: Many states have enacted laws regulating the collection and use of biometric data, including fingerprints. However, these laws often fall short in addressing the expungement of such data once it has served its initial purpose. This regulatory gap leaves individuals vulnerable to the indefinite retention of their biometric data.
Ongoing Concerns about Data Retention: The continued retention of fingerprints in databases poses significant challenges for individuals seeking to clear their records. Unlike other forms of data, biometric information can be kept indefinitely and used beyond its original scope, making it difficult for individuals to truly erase their past.
Consumer Awareness and Rights: There is a pressing need for greater consumer awareness regarding their rights concerning biometric data. Transparent processes for the expungement of such data are crucial to ensure that individuals can control their personal information and protect their privacy.
Conclusion
Fingerprint-based criminal background checks, while valuable, have notable limitations that can result in missed criminal records and significant privacy concerns. The incompleteness of the FBI’s database, variability in state reporting standards, and potential for data misuse all contribute to these issues. Employers and policymakers should consider more comprehensive and privacy-conscious alternatives to ensure accurate and fair background screening processes. By doing so, they can enhance public safety, protect individual privacy, and build a more trustworthy system for all.
How SELECTiON.COM® Can Help
Supplementing fingerprint-based checks with a full background check through SELECTiON.COM® offers a more reliable and comprehensive solution. Our services address the limitations of fingerprint databases by incorporating multiple layers of scrutiny, including national, state, and county-level searches, as well as continuous monitoring. This thorough approach ensures that no critical information is missed, enhancing public safety and maintaining compliance with privacy regulations. By choosing SELECTiON.COM®, employers can mitigate risks, protect individual privacy, and make informed hiring decisions. Contact us today to learn how we can support your background screening needs and provide a complete view of an applicant’s criminal history.
Blog, Resources
In the ever-evolving landscape of employment law, staying updated with the latest regulations is crucial for employers conducting pre-employment background checks. With new laws and guidelines emerging in 2024, understanding these changes can help businesses remain compliant and avoid potential legal pitfalls. This article highlights the most recent legal updates affecting pre-employment background checks.
1. Cannabis Use and Drug Testing
Several states have introduced new laws affecting how employers handle cannabis use and drug testing in pre-employment screenings. In California, AB 2188 and SB 700, effective January 1, 2024, make it unlawful for employers to discriminate against employees for off-duty cannabis use or for positive drug tests that detect non-psychoactive cannabis metabolites (National Law Review) (Hiring To Firing Law Blog). Washington has implemented similar regulations, restricting employers from making hiring decisions based on off-duty cannabis use or drug test results that show non-psychoactive cannabis metabolites (National Law Review).
2. Clean Slate Laws
Clean Slate laws, which aim to automatically expunge certain criminal records, are gaining traction to help reduce employment barriers for ex-offenders. States such as California, Colorado, Connecticut, Delaware, and New York are implementing or expanding Clean Slate laws in 2024, enabling courts to automatically clear eligible criminal records after a specified period (National Law Review) (Hiring To Firing Law Blog). These laws differ from “Ban the Box” laws by completely removing certain criminal records to aid fair chance hiring (CIPD).
3. Form I-9 Changes
The U.S. Citizenship and Immigration Services (USCIS) has introduced a simplified Form I-9 for verifying employee eligibility to work in the U.S. Employers using E-Verify can now review documents remotely via video call, a significant change from the previous requirement of physical document examination (California Labor Law). This update aims to streamline the compliance process for employers.
4. EEOC Guidance on AI in Hiring
The Equal Employment Opportunity Commission (EEOC) has released updated guidance on the use of artificial intelligence (AI) in employment decisions. This guidance, issued in May 2023, addresses potential biases and ensures compliance with Title VII of the Civil Rights Act (Venable LLP). Employers are encouraged to evaluate AI systems to avoid unintentional discrimination and adhere to the new regulations.
5. Updated FCRA Summary of Rights
The Consumer Financial Protection Bureau (CFPB) has updated the “Summary of Your Rights Under the Fair Credit Reporting Act” form, which employers must use from March 20, 2024 (Venable LLP). This update includes changes to federal agency contact information, ensuring that the form remains current and informative for applicants.
Staying compliant with the latest legal updates in pre-employment background checks is essential for all employers. With new regulations on cannabis use, Clean Slate laws, Form I-9 procedures, AI in hiring, and FCRA guidelines, navigating these changes can be challenging. By partnering with SELECTiON.COM®, employers are equipped with the necessary tools to ensure their background check processes are accurate. It is important to emphasize that SELECTiON.COM® does not provide legal advice or services that enhance the legal standing of employers’ processes.
For more information on how SELECTiON.COM® can assist with your background check needs, visit our website or contact us today.
This article 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 article is provided for information purposes only, and the contents hereof are subject to change without notice. This article 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.
Blog, Resources
In the ever-evolving landscape of hiring practices, ensuring the safety and integrity of the workplace has never been more crucial. Background checks have become a standard procedure for employers aiming to verify the credentials and history of potential employees. However, not all background checks are created equal. While statewide background checks are a common tool, they come with significant limitations that can lead to missed criminal records. Here’s why relying solely on statewide background checks can be a risky move for your business.
Incomplete Coverage Across States
Statewide background checks, as the name suggests, compile criminal records from various counties and jurisdictions within a particular state. The assumption is that this provides a comprehensive overview of an individual’s criminal history within that state. However, the reality is often different. Criminal records are not always consistently reported across all counties within a state. Smaller or rural counties might have limited resources, leading to delays or omissions in their reporting. This patchwork coverage can result in significant gaps and missing critical information about an applicant’s past.
Variability in Reporting Standards
Another critical issue with statewide background checks is the lack of uniform reporting standards across states. Each state has its regulations and practices regarding what information is collected, how it is maintained, and the duration for which it is kept. This variability means that some states might have more comprehensive and up-to-date records, while others lag behind. Relying solely on statewide checks can create blind spots, especially if an applicant has lived in multiple states with varying reporting standards.
Mobility of Individuals
In today’s globalized world, people frequently move across state lines for work, education, or personal reasons. An individual with a criminal record in one state might relocate to another state, where their history remains undisclosed in a statewide check. Employers relying solely on statewide background checks risk overlooking criminal activities that occurred outside the state. This can be particularly problematic for businesses operating in sectors requiring high trust and security levels, such as finance, healthcare, and education.
Lack of Real-Time Updates
Statewide background checks are often not updated in real-time. There can be significant delays between when a criminal record is created and when it appears in the statewide database. During this lag time, an individual with a recent criminal history could pass a background check undetected. This delay can expose employers to unforeseen risks, especially if the position being filled involves sensitive responsibilities or access to vulnerable populations.
Limited Scope of Information
While statewide background checks can provide valuable insights, they often focus primarily on felony and serious misdemeanor records. Lesser offenses, which can still be relevant to an employer’s decision-making process, might not be included. Additionally, non-criminal records such as restraining orders, civil lawsuits, or infractions might not be captured in a statewide check. Employers need a comprehensive view of an applicant’s background to make informed hiring decisions, and statewide checks alone may not provide this.
The Solution: Comprehensive Background Checks
To mitigate the risks associated with the limitations of statewide background checks, employers should consider more comprehensive screening options. Here are a few recommendations:
- National Criminal Database Checks
National criminal database checks aggregate records from multiple states, counties, and federal jurisdictions, offering a broader perspective on an applicant’s history. These checks can fill in the gaps left by statewide checks, providing a more complete picture.
Federal criminal checks include offenses prosecuted at the federal level, such as crimes crossing state lines or involving federal agencies. These checks are crucial for positions involving significant trust or responsibility.
- County Based Multi-Jurisdictional Checks
Conducting checks across multiple county jurisdictions ensures that records from various locations where the applicant has lived, worked, or studied are considered. This approach minimizes the risk of missing critical information.
Implementing continuous monitoring services allows employers to receive real-time updates on employees’ criminal activities. This proactive approach helps maintain a safe workplace by identifying potential risks as they arise.
Conclusion
While statewide background checks offer valuable information, they are not foolproof. The limitations of incomplete coverage, variable reporting standards, and lack of real-time updates can result in missed criminal records, posing significant risks to employers. By opting for more comprehensive background check solutions, businesses can enhance their hiring processes, ensuring they make well-informed decisions that prioritize safety and integrity. In the end, investing in thorough background screening is an investment in your organization’s future success and security.
How SELECTiON.COM® Can Help
At SELECTiON.COM®, we offer a range of comprehensive background check solutions designed to address all these concerns. Our services include national criminal database checks, federal criminal checks, county-based multi-jurisdictional checks, continuous monitoring, and much more. We are committed to staying compliant with FCRA and CFPB guidelines and providing the tools necessary to help our clients maintain compliance as well. Contact us today to learn how we can support your company.
