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Why You Should Screen Potential Employees

September 17, 2020 by screeningintel Leave a Comment

Companies should screen potential employees to help identify individuals who might pose a greater risk for workplace violence. Workplace violence, including mass shootings, often takes place when an employee becomes disgruntled. In some cases, the employee might feel wronged, such as the incident at Milwaukee’s Molson Coors Campus, when an electrician shot five co-workers before shooting himself. The gunman believed he was being discriminated against because of his race. In other cases, the shooter might believe that his or her work is not appreciated, or the shooter was fired and might be a former employee.

Screen Potential Employees

Screen Potential Employees 

To keep your employees safe, you should screen potential employees and perform several employee screenings on all new employees. Additionally, in some cases you should also check the employee’s social media platforms and perform a social media background screening on the employee.

Background screening companies typically provide comprehensive background searches to screen potential employees that include:

  • A national criminal database search;
  • Federal and county criminal background searches;
  • National sex offender search;
  • A trace on the employee’s social security number;
  • A search of the government’s watch list;
  • Employment, education, professional reference and professional license verification; and
  • Driving records.

Additionally, background screening companies may also provide eviction records for tenant screening. Even if a business is not a landlord, eviction data can provide some information about an employee working in certain industries.

Additional Checks to Screen Potential Employees 

In addition to the imperative comprehensive criminal background checks, some HR departments also do social media background screening.  Social media background screening should never be used to screen potential employees in ways that violate the applicant’s rights. When checking a prospective employee’s social media accounts, such as performing a Google search on the applicant, they should not be asked to be “friended” or for passwords to gain access to the applicants accounts.

Social media posts on all platforms can help screen potential employees and give you an idea of how the employee conducts himself or herself while off the clock, which may help you determine if he or she is lying in an interview. For example, you might ask if the employee often calls out for doctors’ appointments. If the employee denies doing that, it might show up in social media posts that he or she called out and went to the beach instead of the doctor.

You can find pre-employment behavioral and cognitive tests to find out if a prospective employee has the behavioral traits required for a specific job or the cognitive abilities to do well in certain jobs. You can even add situational judgment tests.

Contact Screening Intelligence

While a prospective employee’s test results might show that he or she is a perfect fit for a certain position, and the comprehensive criminal background check checks out, things can change years down the road. Employers should conduct background checks and do employment testing for cognitive and behavioral issues every year to ensure their employees remain a good fit for their positions. Contact Screening Intelligence to set up an account for the most effective background screening services.

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

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Filed Under: human resources

Stay FCRA Compliant When Conducting Background Screening

March 25, 2020 by screeningintel Leave a Comment

FCRA Compliant

Background screening has become a vital tool in the modern hiring process and staying FCRA compliant is crucial. Various employment screenings open additional layers of information about job candidates that help employers verify that employees can do the specified job with expertise and without incident. Credit checks have become increasingly common screening tools in the hiring process that require some additional care in protecting candidates’ privacy rights.

Getting the Most Out of Employment Background Screening While Staying FCRA Compliant

In November 2019, The Balance reported that 95% of employers conduct some type of background screening, and 16% of employers run a credit check on all prospective hires. Credit checks are important to employers screening job candidates set to work in jobs that deal with handling money. Jobs in industries such as accounting, banking, investing and retail require confidentiality and financial stability and integrity.

While employers rely on background screening to gain important information employees may not feel eager to share—or do not know how to broach the subject—they must also stay FCRA Compliant with the requirements associated with the FCRA. The Fair Credit Reporting Act (FCRA) is federal legislation written and passed to facilitate accurate, fair and confidential background screening that include those involving consumer credit information.

Here are some key ways to conduct compliant employment screening for important financial positions while complying with FCRA compliant guidelines.

1. Inform the Job Applicant or Employee About a Background Check Before Starting the Process

Employers must provide a clear document, providing written disclosure that they may conduct an FCRA compliant investigative consumer report to learn more about the applicant or employee and his or her mode of living, financial responsibility, reputation and character. In this document, it is also important to alert the employee consumer about his or her right to request a complete record of the scope and nature of the FCRA compliant background screening.

2. Obtain Authorization from the Employee

At a minimum, an employer must inform the employee and obtain authorization to proceed. When the background screening includes medical information, such as details on a workers compensation case, the employer must take special care to get the employee’s authorization. Further, the employer must ensure that the medical information is relevant to their background screening.

3. Certify to the FCRA Certain Details About the Background Check

The FCRA requires employers to certify that they have performed the disclosure, authorization and distribution requirements before proceeding. To be FCRA compliant they must also show that they have complied with all other laws and regulations.

By performing FCRA due diligence before and after screening potential workers, employers can learn invaluable information about candidates and employees while protecting their business against FCRA violations.

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

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Filed Under: employment background screening

Pre-Employment Screening and the New Marijuana Laws

December 11, 2019 by screeningintel Leave a Comment

Currently, 39 US states and the District of Columbia have marijuana laws and allow some type of legal use of marijuana. Many states limit use to medicinal purposes; some allow recreational use. If your company does pre-employment drug testing, these new marijuana laws have complicated your testing criteria considerably.

New Marijuana Laws

How do you conduct proper screening for habitual drug users while still allowing those using the drug to assist with medical conditions to pass the testing?

Pre-employment drug screening with today’s new marijuana laws

If you require pre-employment drug screening and you haven’t reviewed your screening policies recently, now is a good time to do so. Some parts of the country, such as the State of Nevada and New York City, have banned pre-employment testing for marijuana altogether. These bills will go into effect in January 2020. Other areas have legislation that protects those who use marijuana for medical reasons or courts have upheld employment discrimination cases under state disability laws.

However, not all jobs are covered under these new marijuana laws. Employers of drivers, law enforcement officers and emergency EMTs can still screen for marijuana use and refuse employment based on test results. In addition, applicants for some federal jobs are exempt from protection under these new marijuana laws.

Pre-Employment Testing For Marijuana

Many companies around the United States are ceasing pre-employment testing for marijuana, treating usage much like they treat alcohol usage, by only intervening when job performance is affected or the employee is visibly impaired.

To learn more about how to make pre-employment screening work for you in this new atmosphere of legalized marijuana, visit or call us today. We’ve been helping businesses of all sizes with their pre-employment background screening for more than a decade.

Source: https://disa.com/map-of-marijuana-legality-by-state

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

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Filed Under: employment background screening

Risks vs. Benefits of Social Media Background Screening During the Hiring Process

August 22, 2019 by screeningintel Leave a Comment

While in some ways technology has made human interaction less personal, social media has connected the world as never before. Facebook, YouTube, Twitter, Instagram and LinkedIn allow for sharing and self-expression across a range of media and platforms. Employers are now using social media for recruitment and social media background screening – but it is not without potential legal hazards.

social media background screening

The main risks associated with using social media as a screening tool are issues with compliance. The Equal Employment Opportunity Commission (EEOC) and Fair Credit Reporting Act (FCRA) put forth strict rules and guidelines related to social media hiring and screening. Social media background screening should never be used in ways that violate the applicant’s rights. As with any type of screening procedure, candidates cannot be ruled out for reasons related to race, religion, gender, etc.

Other considerations for using social media background screening properly and mitigating risk include:

Inform the Applicant and get consent. Candidates should be informed if this (and any) type of screening will be used in the hiring decision.

Stay Focused. The employer should only search for information that is relevant to their potential effectiveness or fit as a new hire in the company.

Public Profiles Only. Employers should only look at already-public profiles. They should not ask for passwords or to be “friended” to gain access to the applicant’s private groups or accounts.

Conduct this Screening Late in the Process. Ideally, social media background screening should not be used as a primary consideration. It should be conducted as late in the process as possible.

Consistency. Employers should use the same screening procedures and standards with every applicant. No one should be given special treatment or assessed with more difficult standards than anyone else. Consistency in the screening process for all workers is one of the most important aspects of compliant employment background screening.

Rewards and Benefits of Social Media Background Screening

The benefits of effective social media background screening include:

Networking. Employers can determine if the applicant shares contacts with the business and its current staff.

Skills and Experience. To some extent, social media background screening can be used to verify information given on the application or resume.

Placement. Looking at an applicant’s social media postings can help companies with placing them in the ideal role.

Corporate Culture. Getting to know an applicant via their online presence can help with determining if they will be a fit within the organization’s atmosphere and environment.

There are definite rewards associated with social media background screening, but there can also be compliance issues if it is conducted incorrectly. Employers should take steps to mitigate these risks. Using a professional background screening company can help with maximizing the benefits while minimizing risk.

Source: https://hiring.monster.com/hr/hr-best-practices/recruiting-hiring-advice/acquiring-job-candidates/social-media-recruiting-guidelines.aspx

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

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Filed Under: employers

What Employers Need to Know About the Fair Credit Reporting Act

July 31, 2019 by screeningintel Leave a Comment

Background screening for potential new hires is an essential component of the modern recruiting process and hiring process. However, there are critical standards companies must adhere to, including those overseen by the Fair Credit Reporting Act.

Fair Credit Reporting Act

Whenever a consumer report is used in making hiring decisions, employers must stay in compliance with Fair Credit Reporting Act (FCRA) parameters. Whether these searches are conducted in-house or outsourced to a third party employment background screening company or consumer reporting agency, the process must be done legally.

The most common types of employment background checks (also referred to as “consumer reports”) are criminal records checks and credit reports. There are specific steps to follow before conducting this type of background check or taking an “adverse” action as a result of the information gathered through the report.

The Fair Credit Reporting Act includes the following important items:

Disclosure

The applicant must be informed about the background check and that decisions related to their application for employment will be made based upon its results. This permission must be obtained using a stand-alone document, and not as a section on the job application.

Certification

If outsourcing the credit or criminal background checks to a third party, businesses must certify that permission from the applicant was obtained. Notification of compliance must include:

  • The candidate or employee was informed that a check would be conducted.
  • Permission was granted by this party.
  • The employer adhered to all Fair Credit Reporting Act requirements.
  • The information will not be misused or directed in ways that discriminate against the applicant or worker.
  • All state and federal laws will be adhered to in every step of the process.

Before Employers Take Adverse Action

An “adverse action” refers to the rejection of a job application, giving a demotion, denying a promotion, terminating a worker, or any other action that detracts from an individual’s employment status. Before doing so, employers must:

  • Provide the affected party with a notice that includes a copy of the background check report.
  • Provide the document “A Summary of Your Rights Under the Fair Credit Reporting Act.”
  • Providing these documents allows the applicant or worker to review the background check report and let employers know if there are any errors on it.

After An Adverse Action Is Taken

Employers who implement an adverse action following the steps above must also let the individual know this action will be taken. This notice can be given in writing, orally or electronically. An adverse action notice informs the affected parties about their rights and allows them to correct inaccurate information. This notice should include:

  • Name, address, and phone number of the agency that supplied the report.
  • Verification that the agency supplying the report did not recommend any unfavorable action.
  • Notice that the recipient has a right under the Fair Credit Reporting Act to dispute the report findings and receive an additional free report by request within 60 days.

Pre-employment screening and employment background checks are a vital part of successful recruiting and hiring. Employers should be aware of these key elements of the Fair Credit Reporting Act to ensure they conduct these processes in full compliance with the law.

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

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Filed Under: employers

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PBSA Professional Background Screening Association

Background Screening News

Why You Should Screen Potential Employees

Companies should screen potential employees to help identify individuals who might pose a greater risk for workplace violence. Workplace violence, … [Read More...]

Stay FCRA Compliant When Conducting Background Screening

Background screening has become a vital tool in the modern hiring process and staying FCRA compliant is crucial. Various employment screenings open … [Read More...]

Background Screening Blog Posts

Background Screening News

  • Why You Should Screen Potential Employees September 17, 2020
  • Stay FCRA Compliant When Conducting Background Screening March 25, 2020
  • Pre-Employment Screening and the New Marijuana Laws December 11, 2019
  • Risks vs. Benefits of Social Media Background Screening During the Hiring Process August 22, 2019
  • What Employers Need to Know About the Fair Credit Reporting Act July 31, 2019

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