Screening Intelligence

Intelligence to Make Informed Decisions!

 
Screening Intel
 
Screening Intelligence Background Checks BBB Business Review

Cities Are Challenging Uber Over Fingerprint Background Checks

by Leave a Comment

When people talk about the USA’s fastest-growing companies, “Uber” is one of the first words out of their mouths. An obstacle to the growth of Uber and other ride-sharing companies such as Lyft has emerged — a movement to require the industry to give its prospective drivers fingerprint background checks.

Fingerprint Background Checks

As of the summer of 2016, none of the more than 30 states that regulate the ride-sharing industry require companies in the industry to fingerprint their drivers, reports the Press of Atlantic City in an article entitled “Uber OK with New Jersey attorney general deciding on background checks.” However, states like California, Massachusetts, and New Jersey as well as several cities are considering imposing these requirements, according to the U.S. News & World Report article “Uber, Lyft battle governments over driver fingerprint checks.”

Representatives from Uber and Lyft contend that the background screening checks conducted by the companies are as safe as fingerprint background checks and take as little as 24 hours while fingerprint background checks can take up to five days. The extra time slows down the hiring of drivers and increases pickup times. Consequently, the proposed requirements jeopardize their business, company reps say.

In addition, Uber’s experience in Houston, where more than 19,000 drivers passed the company’s background screening check but later took a city-mandated fingerprint background check, proved that drivers who passed the non-fingerprint background check were just as reliable as drivers who were fingerprinted, Uber head of public policy for safety Dorothy Chou told U.S. News & World Report. Uber’s prospective drivers’ names as well as their license and Social Security numbers were checked in local court records and national criminal databases as well as a federal sex offender registry.

Advocates of fingerprinting contend, though, that it is more accurate than name checks. Jay Wachtel, a criminal justice expert, told U.S. News & World Report that fingerprint background checks are “eons beyond what you could do in a name check.” In addition, prosecutors in Los Angeles and San Francisco sued Uber after claiming that 25 drivers who passed the company’s background screening had criminal histories.

Ride-Sharing Companies Oppose Fingerprint Background Checks

Uber and Lyft’s opposition to fingerprint background checks is so strong that they left Austin, Texas, after the city mandated them. The two companies have also threatened to leave other cities and states that pass fingerprint background check laws and have hired former Attorney General Eric Holder to fight proposals to require fingerprint background checks in Chicago and New Jersey. Chicago’s City Council voted in June of 2016 to require fingerprinting if an independent study concludes it is fair and safe, reported CNBC in an article entitled “After Austin, Uber and Lyft could leave Chicago too.

”Holder wrote (to Chicago and New Jersey) that because of deficiencies in the FBI’s database, fingerprint checks can prevent people from getting jobs even if they never were convicted,” reported the Press of Atlantic City article. “He said they can discriminate against minorities.”

Lyft and Uber contend that taxi companies are responsible for the recent increase in the number of cities and states that are considering requiring ride-sharing services to conduct fingerprint background checks. Taxi drivers in most major cities are fingerprinted, the U.S. News & World Report reported.

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

Dispelling the Myths Behind Employment Background Checks

by Leave a Comment

Few things strike fear into the hearts and minds of job seekers more than employment background checks. Whether you have bad credit, have accumulated a fair share of speeding tickets, or have a felony on your record, chances are you’ve at least wondered if the check will unearth something that stands between you and the job of your dreams. While the background inquiry has become a pivotal point in the hiring process, many job hunters have endless misperceptions about what a background check is and what it reveals.

Employment Background Checks

Here are four myths about employment background checks that you can forget. As an employer, this clarification can help you choose the right screening program for your company. As an employee, it can help provide comfort knowing what you’re up against.

Myth: All employment background checks are created equal.

There are Fair Credit Reporting Act (FCRA) guidelines in place that every background screening agency should follow, theoretically leading to the same standards used across companies. However, there is no single database loaded with all criminal information and different companies go digging with different zeal. Whether you are an employer or a potential employee, if a service offers a deal that seems too good to be true, it probably is. Approaching a background check haphazardly can lead to erroneous information, a false sense of comfort, a poor hire or even a lawsuit.

Myth: Employment background checks only look for criminal charges.

Different employers seek different information. Expect to face greater scrutiny if you’re handling money or security; responsible for the care of people who are elderly, disabled or children; or enforcing the law. Some employers examine military records, bankruptcy proceedings, driving records, sex offender lists and drug test results.

Myth: Employers can’t look at social media profiles.

Although the Equal Employment Opportunity Commission discourages making hiring decisions on the basis of social media background checks, such digging isn’t illegal as of 2016. Most employers use these resources to look for profane comments, inappropriate photos or anything else that would put the company’s reputation at risk.

Myth: Employers are trying to find a reason not to hire you.

By the time a background check is underway, the odds are that the employer wants to hire you. Employers usually use this step as the last one prior to an official hire.

If you want a comprehensive background check completed, please contact Screening Intelligence. From pre-employment background checks to tenant screening, they are here to help.

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

6 Ways to Streamline the Hiring and Recruiting Process

by Leave a Comment

When the economy was sluggish and the hiring pool large, employers had more time with the recruiting process and more options. Because of this, time-to-hire windows grew to inflated levels for many companies. Glassdoor.com found that the average interview time frame was as long as 23 days in recent years. However, that is set to change.

Recruiting Process

As the economy picks up, time-to-hire windows are shrinking. Employers must act quickly in the recruiting process to connect with top talent — before their competitors do.

The following are six tips for streamlining the hiring and recruiting process while still connecting with the best candidates:

1. Combine Quantity with Quality

Instead of spending a lot of time early in the recruiting process with just a few candidates, employers should do brief pre-hire assessments with a large number of applicants, then narrow it down to the ones who are the most promising. Additional time can then be spent with these individuals. The pre-hire assessment should be highly focused and take no more than 30 minutes.

2. Brand Your Workplace

Employers that connect with the top talent tend to have a reputation for being an appealing and desirable place to work. Investing time and effort into marketing the workplace and all its strong suits is often time well spent. This can be done easily and affordably via social media. Today’s workers appreciate cooperative cultures, flexible schedules and an eco-friendly ethos.

3. Use Social Media Screening

Sometimes a look at the LinkedIn, Facebook and other social media profiles of a candidate can assist with rapid pre-screening before the interview phase of the recruiting process. However, employers should take care to do this consistently with each candidate.

4. Recorded Interviews

A current trend that can help streamline the hiring process is online recorded interviews. Having candidates answer questions through an interface that records their answers doesn’t require an interviewer to be present. If the candidate passes this phase, they may then asked to attend an in-person interview.

5. Use Professional Employment Screening

A professional employment screening service is essential for eliminating untrustworthy candidates and bypassing those who could become a liability.

6. Find the Right Hiring Manager

Employers should also consider who is doing the hiring and how efficient and effective they have been. Possible parameters to consider might be first-year turnover rates and employee engagement among the individuals they have hired.

As the economy improves and the talent pool shrinks, top candidates won’t wait around through a lengthy recruiting process and background screening. Employers can use these six tips to streamline their approach and connect with the best workers possible.

Source: https://www.glassdoor.com/research/studies/time-to-hire-study/

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

Protect Your Company From Data Breaches on the Inside

by Leave a Comment

A few years ago, the Target Corporation’s network data system was hacked. Subsequent investigations confirm that the data breaches were connected with employees from an HVAC company with whom Target had contracted with. The so-called cyber attack actually originated as an inside job which left Target’s servers vulnerable. Consequently, over 40 million Target customers’ credit and debit card information was stolen, and the giant corporation had to pay out approximately $10 million.

Data Breaches

In a world where small businesses and giant corporations and even governments rely on cloud data storage, virtual record-keeping and cloud IT management systems, it’s more critical than ever to make sure that internal tech security is on your agenda. Unfortunately, it’s not enough to just protect your company’s data from external hacks. You need to also protect your company from data breaches that originate from the inside.

What’s at Stake?

In today’s world, unscrupulous employees don’t just steal staplers and fountain pens. They have unprecedented access to your business data, sensitive internal memos, company agendas, and long-term plans for which some types of competitors would be willing to pay dearly. Data breaches can occur from the inside, but employment background screening can help secure vulnerabilities within the organization.

Employment screening background checks help to offer an added level of security that can assist in protecting your organization from internal data breaches. Employment screening can divulge:

  • History of convictions
  • History of serial jobs that are suspicious
  • Criminal records data
  • Falsification of education degrees or professional licenses
  • Drug users

What Can Companies Do To Reduce Risk of Data Breaches And Increase Internal Security?

Take the personal out of the equation. Companies need to realize that internal security breaches are becoming more commonplace. It’s better to rely on a reputable third-party to screen existing and current employees than to take a chance. This takes the personal relationships out of the equation and puts it squarely in an objective light. When employees realize that everyone is subjected to the same security protocols, they won’t object to the standard procedure.

Don’t delay the decision. Companies need to act swiftly to put security practices in place. Data breaches happen overnight, and they are never anticipated. It’s critical to implement employee background screening as soon as possible.

For more information about secure background screening and employment background checks, and how they can protect your company’s sensitive data from internal data breaches, contact us today.

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

6 Key Steps to Compliant Employment Background Screening

by Leave a Comment

Compliant employment background screening is a trending topic due to Ban-the-Box legislation and the rules that have been enacted as a result. Not complying with laws relevant to applicant rights can lead to lawsuits for business and organizations.

Compliant Employment Background Screening

The following covers six key areas related to compliant employment background screening and best practices in hiring:

1. Use a Compliant Employment Background Screening Worker Consent Form

Having employees agree to all aspects of compliant employment background screening is the first step to being covered for the process. Consent form components should refer to current FCRA legislation as well as state and local laws. Have a lawyer or qualified personnel review the form. Ensure it is in compliance with Fair Chance Acts and Ban-the-Box standards.

2. Use Focused, Selective Screening

Guidelines for which screening packages and services should be ordered for different worker positions should be clearly defined. For example, while a credit report would be relevant for someone seeking a role in financial services, it would not apply to many other positions. The type of screening should always be relevant to the job sought. A professional compliant employment background screening service can take much of the guesswork out of the process.

3. Train Staff Well

All relevant staff members should be fully trained in compliant employment background screening. They should be able to efficiently interpret and apply the information contained within the completed background report in compliance with federal, state and local laws.

4. Apply Screening Results Appropriately

Results should be reviewed in accordance with Individualized Assessment Guidelines from the U.S. Equal Employment Opportunity Commission (EEOC). A copy should be provided to the applicant if requested – they have the right to view the entire background report and all screening results.

5. Follow A Fair Negative Action Process When Needed

When taking any action that is not in an applicant’s favor based upon results received in a background check, a fair procedure should be followed. Send the applicant a letter containing a summary of their FCRA rights and a copy of the report as well as a dispute form in case they wish to respond.

6. Be Consistent

When all background results have been received, employers can make a decision about the best candidate for the position. Businesses should bear in mind that the factors used to eliminate a candidate should be consistent and always relevant to the demands of the position.

Laws related to compliant employment background screening are more complex than ever. Employers can help to remain in compliance through the establishment of a well-researched process, training relevant staff members accordingly, staying consistent with each job candidate, and reevaluating their hiring process regularly.

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

Background Screening News

Twitter Screening Intelligence

Stay Connected

Follow Screening Intelligence
Background Screening News and Blog
Background Screening Press Releases
Employment Screening Resource Videos