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The Importance of Individualized Assessments and Targeted Screening

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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.

Targeted Screening

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Go company resolved race discrimination allegations that had been brought by an applicant whose employment offer was rescinded based on the company’s employment screening and background check policies.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

Employment Trends as 2018 Comes to a Close

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As the marketplace changes and evolves, the way companies conduct employment screening keeps changing as well. As 2018 winds down and 2019 begins, employers can expect the following employment trends in employment screening:

Employment Trends

Adjustments to Regulations Related to Ban the Box and Salary History

There has already been an increase in laws related to these two areas. Look for guidelines to be changed and refined further as legislation is fine-tuned and finalized. New laws related to ban the box and salary history could affect both the private and public sectors, so employers should stay connected with and aware of these employment trends and how new changes could affect their state.

In many cases, employers can’t pose a criminal history inquiry until a conditional job offer has been made. Partnering with a professional employment services can help take the guesswork out of staying in compliance with current guidelines.

Changes to Drug Screening Policies

As an increasing number of states legalize marijuana for both medical and recreational use, company policies related to drug screening will continue to change. Many businesses will no longer screen for evidence of its use; however, assessments for opiate abuse will still be in full effect. Many employers and government agencies are adding new drugs to their testing requirements, including numerous varieties of synthetic opiates.

Optimizing Smart, Mobile Technology

As technology advances, innovation in employment screening processes is an inevitable result. An increasing number of businesses are creating mobile interfaces that can be easily accessed by applicants on the go. These technology employment trends are expediting the screening, hiring and onboarding processes. Responsive apps and portals accessible through smartphones enhance the candidate experience. The result of these employment trends are more efficient and seamless processes for all involved.

AI (Artificial Intelligence) Employment Trends

The growth and expansion of artificial intelligence technology is impacting many areas of life, but it’s also having an effect on the HR world. Tools, technologies and algorithms are now assisting in applicant testing, employee performance management and recognition/rewards as well as background checks.

The Gig Economy

Advancements in technology and smartphone use have also facilitated the ability of workers to use their phones as a portal to connect with both employers and clients. Companies like Uber, Lyft and TaskRabbit allow for a more flexible way to work. Some established retailers are even getting on board. Employment screening trends are increasingly seeing background check companies assisting businesses in connecting with the very best workers for these innovative companies. Speed and agility will be key to screening success.

HRIS Integration

Communication and integration between ATS systems and screening platforms will continue to be optimized. This employment trend will allow employers to better streamline hiring workflows and eliminate manual processes. Background screening results can flow seamlessly and immediately to employer HRIS systems, expediting the entire process. The candidate experience will also become easier and more efficient.

Both technology and regulations related to employment screening continue to change and evolve. Partnering with a professional background and employment screening company can help businesses to stay on top of the latest employment trends and optimize their effects.

Source: https://www.businessinsider.com/places-where-salary-question-banned-us-2017-10
Source: http://www.latimes.com/business/la-fi-gig-economy-retail-jobs-20180504-story.html

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

Tips For Startups: 8 Steps For Creating the Ideal Background Screening Protocol

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Employees are the most important asset of businesses both large and small. Attracting and recruiting top talent is essential to company success both now and in the long term. Creating an ideal background screening protocol early can assist new businesses with finding the best candidates for every position.

Ideal Background Screening

Here are some of the most important components to include in an ideal background screening:

1. Recruitment

The specifics of this step will vary depending upon the industry and should involve practices targeted to finding top talent. An active presence on LinkedIn can help, as can workplace/corporate culture marketing on other social media outlets. Networking, industry events and headhunting agencies can also assist with recruitment.

2. Resume Screening

Employers should decide early on to follow up and check all items listed on candidate resumes. Over half of all job applicants admit to lying or exaggerating items on resumes and job applications. The most common fabrications are related to employment history and education.

3. Interview Screening

The job interview is a core component for ideal background screening. Interview processes and questions should be carefully chosen and crafted. Include questions that expose the true character of the individual to ensure they will be a fit for the team.

4. Professional Reference Verification

Verifying and talking with the professional references given by applicants can offer valuable insights into their work history and character attributes.

5. Criminal Background Screening

A criminal background check allows employers to screen for criminal activity and violent behavior in an applicant’s past. They can then avoid hiring these individuals and help to keep the workplace safe and productive. The ideal background screening service will assist with this type of screening to help improve workplace safety.

6. Social Media Screening

An increasing number of employers are examining applicants’ social media accounts during the screening process. Posts can divulge information about an individual’s character and value system.

7. Credit Check

For jobs requiring contact with company finances, sensitive data and the personal information of staff members, it is advisable to perform a credit check. This should be included with ideal background screening packages.

8. Testing

Written tests can be an important component of ideal background screening for many positions. Practical exams involving individual or group tasks can also determine the applicant’s skill level, qualifications and ability to work well with a team.

Once an applicant has passed or done well in these areas, it’s time to make a final decision. Are they skilled and qualified in the ways that matter most? Will they be a fit with the rest of the team? Business owners and hiring managers should use their gut and intuition when making their final decision. Once the employee is hired, an established onboarding and employee training process should be engaged.

Source: https://www.shrm.org/hr-today/news/hr-magazine/Pages/0914-social-media-hiring.aspx

Source: https://www.forbes.com/sites/onmarketing/2014/04/07/culture-as-competitive-advantage-for-marketers/

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

Unique Interview Questions to Help Screen Job Candidates

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Job interview questions are a crucial step in employment screening and recruiting process following the submission of the application, resume and cover letter. Employers and human resource managers have an opportunity to get a sense of a candidate’s personality and ability to think on their feet. One of the ways to enhance this aspect of screening is by asking unusual questions they might not be expecting.

Interview Questions

The following are some unique interview questions employers can use to help find the ideal candidates for each position:

“What is your favorite book? (Movie? TV show)?”

While these types of interview questions may seem irrelevant to job screening, it is a way to gain insight into an applicant’s personality, preferences and values. If a job requires passion and focus, it will be important to know what inspires an applicant to ensure they will be a fit.

“What is the most serious ‘blind spot’ you can point out in our business, and how could we make improvements?”

These interview questions “acts as if” the candidate is already on the team and fighting for the success of the enterprise. Their answer will show employers if they are truly aware of and versed in the company – or, conversely, that they really didn’t do their homework and perhaps aren’t engaged enough to be a good selection.

“What are your top three values? What motivates you?”

Knowing what drives reliable candidates provides a window into their character and can help determine the best role for each individual. People who value qualities like “determination” will likely be very suited to sales roles. Those who value “innovation” and “improving the world” could thrive in research and development roles.

“What superhero do you most identify with and why?”

These interview questions may seem frivolous, but they are a great way to see how adept the candidate is at thinking on their feet and coming up with a creative answer. It can also yield insights into their value system; identifying with Batman could indicate that a candidate favors an innovative approach to making the world a better place. Identifying with Superman could show the applicant is devoted to bringing the very best out of themselves both in their career and in life in general.

Interview questions are an opportunity for employers to assess an applicant’s personality, passion for the industry and potential fit within the corporate culture. Asking unique, difficult and unexpected interview questions allows for a richer screening process and getting to know how the applicant performs under pressure.

Employers should consider asking interview questions in this vein to help connect with the most qualified and talented candidates. Professional background screeners can further assist with ensuring the right people are selected for each opening.

Source: https://www.inc.com/john-brandon/10-unusual-interview-questions-to-ask-every-new-job-candidate.html
Source: https://hiring.monster.com/hr/hr-best-practices/small-business/conducting-an-interview/toughest-interview-questions.aspx

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

Employment Screening Trends For 2018 And Beyond

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Recruiting, hiring and onboarding – also known as human capital management – undergoes trends just like any other area. Business owners and hiring managers should be aware of the employment screening trends and industry changes so that they can anticipate them and take appropriate action.

Employment Screening Trends

Here is where employment screening trends are headed for the remainder of 2018 and beyond:

Regulations and Compliance

Compliance plays a significant role in employment screening, and this will continue going forward as laws change and evolve. The year 2017 brought a focus on “ban the box” laws growing in popularity as well as salary history bans. The legalization of marijuana in many states has already changed policies related to drug screening, and this employment screening trend is set to continue. In many cases, employers are not allowed to look into an applicant’s criminal past until the point in the job interview process where a conditional offer has been made.

Drug Screening

Non-medical use of prescription pills and drugs in the opiate class continues to be a problem in our country, although the Trump administration is actively taking steps to address this issue on many fronts. Meanwhile, testing for these drugs will continue to be a priority as part of employment screening, with exact requirements varying from state to state. Opiate pain killers are the second-most used drug in the U.S. after marijuana, which is now legal for recreational and/or medical use in 29 states.

The “Gig” (On Demand) Economy

The  gig economy continues to grow, with many offering services via applications and portals on their smartphone. Companies like Uber, Lyft, TaskRabbit and Handy connect workers with paying jobs, or “gigs.” Expect employment screening trends and background check trends of their products and services to evolve accordingly to assist these industries and meet changing demands for screening related to these roles.

Mobile “Smart” Technology for Background Screening

The rapid evolution of technology is also affecting the industry with employment screening trends. Just as in many other areas, mobile applications and responsive portals are streamlining the employment screening process. Candidate portals allow for a more efficient, seamless screening process from a mobile device.

HRIS Integration

Employment screening trends beyond 2018 will also facilitate flexibility and integration with background screening applications and business ATS systems. This will facilitate eliminating manual processes and streamlining hiring workflows. Duplicate data entry will be eliminated, allowing for a more seamless process with existing HRIS systems.

Influence of Artificial Intelligence (AI)

Additional employment screening trends for new programs and tools going forward will assist HR departments with background checks, managing worker performance, rewards and company culture. Industry experts predict AI will make employment screening more far more efficient and accurate. This is crucial as the market speeds up and the need for hiring and onboarding the top talent quickly accelerates in our country and the world. For international hiring, processing in multiple languages will be facilitated with AI.

Employment screening trends in 2017 saw compliance laws change and both technology and the marketplace change dramatically. Businesses can expect these employment screening trends to continue well beyond 2018. However, what hasn’t fundamentally changed is the value and importance of employment background screening to a successful hiring process.

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

Source: http://fortune.com/2017/05/19/ai-changing-jobs-hiring-recruiting/

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