On September 24, the EEOC (U.S. Equal Employment Opportunity Commission) once again affirmed the importance of implementing its guidance related to specially designed individualized assessments and targeted screening processes. This reaffirmation took place when they announced a settlement agreement with furniture retailer Rooms To Go.

The agreement between the EEOC and the Rooms To Go company resolved race discrimination allegations that had been brought by an applicant whose employment offer was rescinded based on the company’s employment screening and background check policies.

Employers Must Screen in Compliance with EEOC Laws

The Rooms To Go company was not conducting targeted screening, but had been using blanket exclusions regarding criminal convictions with persons seeking employment including this applicant. The company has since removed questions related to criminal conviction from its employment applications. Rooms To Go is also now postponing criminal history inquiries until a later point in the hiring process.

These measures will help to ensure applicants are considered and selected based on merit and qualifications instead of excluded based upon criminal history. The Rooms To Go corporation has also agreed to provide training for its staff based on the revised criminal background checking procedures. They will also be offering mandatory staff bias training and annual refreshers after receiving the initial training.

These measures reinforce the significance and importance of employers staying in compliance with EEOC laws related to employment screening. Some of the most important components of these laws include:

Individualized Assessments

It’s crucial for employers to conduct individualized assessments based upon nine key factors before final employment decisions are made regarding criminal history data. This can be accomplished by inviting applicants to provide insights related to context and/or submit additional information related to criminal convictions.

A Focused, Targeted Screening Process

It is crucial to use targeted screening to ensure that just job-related criminal convictions are considered. There should be room for leniency when the criminal action is not relevant or a threat to the position being sought.

The rules and guidance offered by the EEOC also discourage companies from creating general catch-all policies related to criminal history and employment screening. For example, stating that a felony conviction on an applicant’s record would automatically exclude them from all jobs.

Employers Should Take an Individualized Approach to Screening

This recent EEOC enforcement action related to targeted screening should serve as a reminder to all businesses of the guidance issued by the EEOC in 2012. This includes the important individualized assessment in the employment screening process. When considering and evaluating criminal history information, it is always best to take a nuanced approach and make decisions that are a fit for each unique situation.

Employers should use targeted screening and take the time to review their own background check procedures and policies to assess their level of compliant employment screening with these important laws. Outsourcing background checks related to employment screening to a professional screening company can help to ensure it is conducted in compliance with current laws.

Source: https://www.miamiherald.com/news/business/article219356035.html

Disclaimer Statement: All information presented is never intended as legal advice and is for information purposes only.

Innovative employment screening has become integrated into the hiring processes of many companies. They understand the value of innovative employment screening and background checks in connecting with the best workers to add to their staff.

In addition to compliant employment background screening that includes criminal checks and a credit check, employers should consider the following alternative innovative employment screening ideas:

1. 100-Words-Or-Less Cover Letters

Instead of the traditional full page cover letter included with applicant resumes, consider requesting that they explain why they want to work for you in 100 words or less. They will likely appreciate the forced brevity and creativity, and employers can save time while getting focused insights about each candidate.

2. Video Introduction

Consider requesting a “video resume” or introduction along with a traditional resume. This can be especially helpful when screening for positions that will require the individual to become a public face for a company. However, it can also reveal personal and professional traits ahead of time for all candidates to help employers determine if they would like to proceed further with a candidate.

3. Real Company Problem Interview Question

Employers might also work a current relevant question that the company is facing into the job interview. Even if the solution is not viable, it will allow for insights into the candidate’s problem-solving abilities and yield insights that show if they could be a fit in the business culture.

4. Industry Track Interview Questions

Ask applicants industry specific questions to see how engaged they are with current conditions and potential futures. One example question might be, “What one factor is most likely to disrupt our industry in the next year?” or “How would you solve X issue facing our industry?” This will show the candidate’s true interest and passion for the field as well as the company’s future.

5. Job Simulation

As part of the innovative employment screening process, employers should consider having applicants demonstrate proficiency in one or two aspects of the role for which they are applying. A simulated sales call or office task are just a couple of examples. Give them a fair amount of training and see how they perform in a simulated work scenario.

6. Include Current Staff in the Interviewing Process and Innovative Employment Screening Process

If company culture and effective teams are important to a role, consider including key staff members in the interviewing process and innovative employment screening process. Alternatively, the candidate could be walked around the office following the interview to meet the people with whom they would be working. Chemistry is key in the workplace, and having the input of staff can be very enlightening in the decision making process.

Innovative employment screening is key to smart, effective hiring. A professional employment screening service can assist with determining if a candidate has a criminal past or problems with their credit history. The innovative employment screening ideas discussed here can assist with getting a more well-rounded assessment of each candidate so that truly informed hiring decisions can be made.

Source: https://recruitloop.com/blog/11-innovative-screening-techniques/

Disclaimer Statement: All information presented is never intended as legal advice and is for information purposes only.

The Internet and social media have changed how people communicate and express themselves. Looking at someone’s social media account offers a window into their world. Social media screening is also changing the hiring process for companies and HR departments worldwide.

Up to 70 percent of companies are now using applicant social media accounts to assist with social media screening of job applicants. That number is up from just 11 percent back in 2006, according to CareerBuilder.com.

Some of the top benefits employers receive from social media screening and looking into applicant social media accounts include:

• Getting to know the person better through their posts.
• Finding supporting evidence that a candidate is qualified and ideal for a position.
• Social media screening for reasons not to hire them (objectionable behavior, incompatible personality for a team, etc.)

LinkedIn is one of the most widely used social media hiring sites and is the largest used in job recruitment. It is an ideal platform for assessing skills, qualifications and past job experience. Employers can also get a sense of a person’s contacts and reputation.

However, the other social media sites used for personal interaction can also allow employers to get a sense of who they might be hiring. It is important to follow certain guidelines while doing this type of social media screening in order to do it legally and get the most out of it.

The following are some of the most important points of social media screening:

Glean Character Insights

Social media posts allow for a look at the applicant’s personality and character. Social media screen for general positive traits as well as characteristics that will make them suited for the job. Anything that indicates they are discriminatory or involved in illegal activities would be red flags.

Social Media Screen Consistently

All applicants should be screened with the same requirements and parameters. Individuals should not be singled out for more stringent social media screening. Every applicant should undergo the same amount of scrutiny. Employers should consider creating a policy that maps out when the social media screening will occur, what will be considered and how much it will be weighed into the final decision.

Abide By The Law

Your state or municipality may have specific social media screening or general employment screening laws for your area. Make sure to be aware of these laws and parameters so that you can stay in compliance. Hiring a professional background screening company can allow you to outsource certain aspects of employment screening to help ensure compliance and legality.

Get the Applicant’s Permission

Make sure you let the applicant know this is part of the screening process and have them sign off on it.

The FCRA, Privacy and Equal Opportunity

Always abide by the Fair Credit Reporting Act (FCRA Compliance) in every aspect of employment screening. It is not legal to make hiring decisions based upon race, age, religion and cultural differences.

In addition to seeing social media screening as a screening opportunity, employers should also look at social media as a recruiting tool. Clients and fans of the company just might make ideal employees.

Social media screening can be a potent weapon in your employment screening arsenal. Consider using professional employment screening as well for criminal background checks and credit checks/financial screening when applicable.

Disclaimer Statement: All information presented is never intended as legal advice and is for information purposes only.

When a business person takes on the task of Do It Yourself (DIY) employment screening, they can potentially put their company and staff at risk. The human resources giant, ADP, says that almost ten percent of the background checks completed uncover a problem. This means that there is a one in ten chance of hiring someone who could potentially put the company at risk, but you could find out about first.

The following are some of the other risks that employers take when they do DIY employment screening themselves:

Someone May Be Hired Who Can’t Focus on Their Job

If an employer is unaware that a candidate has had issues with drug or alcohol problems, financial issues or legal problems, a person may be hired who can’t focus on their job. The individual may have many things on their mind other than work. The result can be employee performance issues, which can take a long time to cycle through a review and disciplinary process.

An Uncomfortable Work Environment Can Be Created for the Current Staff

If someone is hired with a history of bullying or violence in the workplace, the staff may discover this workplace safety issue sooner than the supervisor. When the new employee’s real nature begins to come out, it will affect the staff and can cause them to become anxious and fearful at work. If managers don’t do something quickly and the person physically threatens one of the staff, the managers may be legally liable for creating an unsafe work environment in the company.

The Company’s Intellectual Capital May Be at Risk

When hiring people who will have direct access to the company’s sensitive information, such as staff in the IT department, that information will be put at risk if the wrong person is hired. A problem employee could also cause damage to computer hardware and software, compromising important company information.

A Person’s Privacy and Rights Can Be Violated with DIY Employment Screening

When DIY employment screening managers conduct their own screening, they are required to keep up with current regulations as to what can and cannot be done in an employee background check. For example, if the screener probes too deeply into someone’s medical or financial history, they could be accused of violating privacy laws. This is a compelling reason to let a professional screening and background check service perform compliant employment background screening, as the staff must be continually current on the screening laws in each state that they serve.

Using a professional screening and background check service reduces the DIY employment screening risks and a range of issues down the road. Higher quality employees will inevitably be hired, and employee happiness will increase with existing staff by having a safe and productive workplace.

Disclaimer Statement: All information presented is never intended as legal advice and is for information purposes only.

Source:

http://www.adp.com/tools-and-resources/adp-research-institute/insights/insight-item-detail.aspx

http://work.chron.com/role-preemployment-screening-dealing-disgruntled-employees-7297.html