Clearly, employers need effective employment background screening services that produce highly satisfactory results without alienating qualified applicants who just happen to also be active social media users. So, some states have already passed laws to disallow this practice, while employers can no longer ask for “passwords” nor seek authority to conduct such reviews, in the hiring phase. The customary and usual background screening services may include a thorough public records search and other position related inquiries, into an applicant’s education and previous employment history, for example.
These and all similar screening tasks need to be done in accordance with HR best practices, under federal FCRA guidelines with an authentic and signed Release Form, and activities must meet the local state laws, to ensure the protection of privacy for all parties involved and that meet the test of compliance.
Given the wave of crimes against children in school within the past several years, recent efforts in Delaware to curb and prevent these incidents are nothing short of timely. NewsWorks reporter Nichelle Polston reports on the formation of the multidisciplinary Delaware Criminal Background and Child Protection Registry Checks Task Force. It seeks to further strengthen the state’s existing background check systems, specifically for adults who come in close (and often unsupervised) contact with children.
Schools and daycare centers, in particular, can’t afford to be complacent when it comes to ensuring the safety of the young children under their care. Yet, regardless of industry, any employer should find a thorough public records search helpful when conducting due diligence during the applicant screening process, while all Vendors, Volunteers and Parents involved with school events, should also be scrutinized prior to granting uninhibited school access.
A public record search can help human resource departments in verifying candidates’ qualifications, as well as deciding accordingly whether to hire them or not. As such, databases that allow free access to critical information are patronized by organizations.
If you want to equip your own staffing team with the advantage that this kind of supplementary research can bring, the following platforms can be of help:
Google. As the most frequently used search engine in the world, Google can treat us to a wide range of information on any given topic – including essential background details on job applicants. With a few tweaks of its functions such as News Alerts, Reverse Lookup, and Cheat Sheet, you can pull extensive data that can help you consider your candidate better. Continue Reading »
Professionals working for the HR department of any company know the tediousness that comes with checking every single applicant’s curriculum vitae. They also know that a resume containing impressive information and accolades comes along every now and then. Naturally, companies will approach a decorated applicant and try to snag him or her into the company’s workforce.
These same professionals also know that the possibility of fabricated information to increase a resume’s appeal is also real. It is due to this that a thorough background check is necessary. There are several reasons why a thorough screening is needed. Continue Reading »
“In a country where the majority of the workforce has been affected by the financial crisis, a bad credit report may no longer be considered as a valid basis for a company not to hire competent applicants, with this proposed law. Therefore, companies should take great care in making sure that their assessments of a person’s qualifications draw more heavily on aspects that the prospective employee has more control over than their credit score or the content of the report.
In line with these type laws, employment screening providers will need to adapt to this new development. Notably, several trusted online employment screening companies started posting advisories to its customers about the proposed law and credit report matters.”
“The illustrated article from CBS News should serve as a reminder for businesses in all industries, particularly when it comes to hiring new employees. One of the most crucial steps of finding out the truth about the people applying for a position in your company is through a comprehensive public records search, but also verifying as much personal, non-public data as possible, in advance.
Although employment background screening tasks can easily be done through the many different companies who offer these services, it is important to note that not all of them are the same. There is still the need to find the best company who will conduct the search for validated information in a comprehensive and systematic manner. Look for an experienced company who will search public records, as well as non-public agency records, and perform a stringent screening of the information gathered to ensure its veracity. This means onsite research at the source with authentic records.”