Employment Background Check
Our field-tested solutions are designed to assist you with employee background checks, background check guidelines and pre-employment screening.
You’ll also gain a full understanding of the Fair Credit Reporting Act, to guarantee you’re in compliance with every facet of employment background checks
Employers operate in an increasingly complex legal environment, made all the more difficult by the tough economy. Hiring has emerged as a particular trouble spot. You need to hire and maintain a skilled and productive workforce, but you must watch out for legal liability that can surface in the process.
Have you ever thought of not hiring an applicant because he or she had previously declared bankruptcy? Maybe you thought that was discriminatory. But a court last month said, “Don’t worry.” Private employers won’t violate the U.S. Bankruptcy Code if they refuse to hire. But firing based on bankruptcy status is another story …
Some employers schedule multiple interviews due mostly to tradition and habit, which can waste managers’ time, alienate top candidates and unnecessarily lengthen the hiring process. Use the following guidelines to create a strategy for conducting multiple interviews and determining how many are too many:
Some employers schedule multiple interviews due mostly to tradition and habit, which can waste managers’ time, alienate top candidates and unnecessarily lengthen the hiring process. Use the following guidelines to create a strategy for conducting multiple interviews and determining how many are too many.
Employers are increasingly using web-based social media—such as Facebook, LinkedIn and Twitter—to screen potential employees, in addition to the usual applications, interviews, references, and background, credit and drug tests. But they don’t always recognize the potential pitfalls and risks.
Q. Our company is hiring a new finance director and we’re planning to do credit checks on serious job candidates. Are there any legal issues that we should be aware of?
The EEOC has filed suit against Kaplan Higher Education Corp., alleging its use of credit histories to screen job applicants has a disparate impact on blacks. The credit histories aren’t necessary, the EEOC says, and don’t predict whether the applicant will perform the job well. Kaplan has defended the practice as a way to protect the company against potential fraud and theft.
Question: My husband listed a four-year degree on his resume, even though he only has a two-year degree. When he was truthful about his education, he was not getting any interviews, despite having 20 years’ experience. Three weeks ago, he started a new job, but today the HR manager sent him an email saying that the college could not verify his degree. He did attend this school, but left before graduating. My husband is not a liar. He was close to receiving his B.S. degree...
You can’t predict the behavior of your employees, clients and all their associates. You can’t anticipate every possible danger. But the law dictates that you, as the employer, have a “duty of care” to keep all individuals in your workplace safe from dangers you can reasonably anticipate. To do that, you need to evaluate potential dangers and formulate an appropriate action plan.
Test your knowledge of recent trends in employment law, comp & benefits and other HR issues with our monthly mini-quiz ...