General Information Services

You Better Watch Out—and Run Background Checks on Seasonal Staff

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Next to seeing that one overzealous neighbor setting up his Christmas decorations in October, the most troubling aspect of the holiday season is retailers hurrying to hire temporary workers to handle the holiday rush. Some businesses may want to play Scrooge by not conducting background checks on temps. After all, they’ll be gone soon and are hardly worth the investment, right? Terribly. Wrong.

The Case for Background Checks on Vendors, Contractors and More

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Everyone knows that they should be performing background checks on their employees. Background checks promote safety, reduce turnover, and help ensure that you have the best possible employee performing your tasks and working with your clients. It’s really a no-brainer. So why wouldn’t you require that background checks be performed on your vendors, contractors, and other non-employee workers?

Understanding the FMCSA’s New Rule on Insulin-Treated Diabetes for Drivers

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By Abigail S. Potter – Manager of Safety and Occupational Health Policy at the American Trucking Associations. Based in Arlington, VA., Abigail is an issue expert on drug and alcohol regulations, medical qualifications, commercial drivers licensing, occupational health and safety compliance, distracted driving, and highway statistics. On September 19, 2018, the Federal Motor Carrier Safety Administration (FMCSA) made modifications to the commercial driver qualification standards for diabetes.

MVR Background Checks: Are All of YOUR Bases Covered?

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According to recent HireRight benchmarking reports , 50% of companies are running Motor Vehicle Record (MVR) background checks on their employees. Seems like a high number, right? On closer inspection, maybe it’s not high enough. As mentioned in this article by Business Matters , around 71.3% of companies use company cars.

Live Webinar: How to Build a Strong Recruiting Pipeline in 2019

When your company is growing fast, there’s not a lot of spare time to vet prospective hires. Without the luxury of a careful, thoughtful and unhurried interview process for each and every role, you need to get smart about filling your recruiting pipeline. It’s all about finding and teeing up high-quality prospective candidates who align well with your company’s mission and are ready to hit the ground running, ramp quickly and thrive long-term. Join Elicia Hughey, VP of HR at Octave Music Group and the experts from Glassdoor and Newton to learn what it takes to build a strong pipeline by being as strategic as possible at every stage in hiring.

The Three C’s of a Great Global Hiring Strategy

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The pursuit of new markets is part of many a company’s long-term growth strategy, as is global expansion. From small businesses to enterprise firms, the key should involve people. Companies need to be able to create a viable strategy for hiring, managing and keeping people — wherever they expand to. But that’s not a simple task. Numerous challenges to hiring employees include local employment laws and regulations, differing cultures and expectations, and of course, different languages.

New Updates Regarding San Francisco Ban the Box and More

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In February 2014, GIS reported that the San Francisco City Council unanimously passed the San Francisco Fair Chance Ordinance (FCO), which places restrictions on the use of criminal history information by employers, housing providers, city contractors, and city subcontractors. On April 3, 2018, San Francisco amended their Fair Chance Ordinance (FCO) to coincide with certain provisions of California’s state-wide ban-the-box law that went into effect on January 1, 2018.

Breast Cancer and the ADA: Knowing Your Rights to Employment Protection

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October is National Breast Cancer Awareness Month, and as we consider this disease and how it affects us all, it is helpful to look into the employment protections in place for the one in eight women who will be diagnosed with breast cancer at some point in their lives. In the days following a diagnosis with breast cancer, the worries and fear can be overwhelming, and patient should not need to worry if their employment status is in danger.

Don’t Panic! Background Screening Explained

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You did it. You nailed the interview—or many interviews. You gave them your A-game and they gave you an offer. And as almost an aside, the recruiter says, “The offer is contingent on a background check, but I don’t anticipate any problems.” “Ok, Ok, yeah, sure,” you say, nonchalantly. But inside, you panic. For whatever reason, you start to worry. The worry may grow to fear and then you’re in full-blown freak out mode, searching the Internet for answers for every possible scenario.

SILA National Education Conference is Right Around the Corner

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It’s that time of year again! In just a matter of days, GIS | HireRight will be attending the annual Securities & Insurance Licensing Association (SILA)National Education Conference. In existence since 1990, SILA has spent almost 30 years experiencing event growth and offering opportunities for networking, professional development, and education for attendees and vendors alike. But SILA is more than just a networking opportunity.

Building AI to Unlearn Bias in Recruiting

Research shows that the hiring process is biased and unfair. While we have made progress to solve this, it’s potentially at risk due to advancements in AI technology. Our eBook covers these issues & shows you how AI can ensure workplace diversity.

Credit Reporting Agency Changes to Bankruptcy, Lien, and Judgement Reporting

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In March 2017, Equifax, Experian and TransUnion (our primary provider) announced they would be making a change to the way they process bankruptcy, lien, and civil judgment information obtained from public records, resulting in significant changes to the information normally contained in a credit report from them. These changes primarily affected lien and civil judgment data. Bankruptcy data: This is information obtained from the federal bankruptcy courts. Bankruptcy was largely unaffected.

Our 10 Favorite Tips to Boost Work Productivity

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This is probably not the first “Boost Productivity” post you’ve ever read, and it probably won’t be the last. After all, nearly everyone in working America benefits from finding the perfect tip or trick to get into their sweet spot with workflow, so nearly everyone with a blog has at least considered writing a list like this. That’s why the first source we looked into for this list was the internet. Unfortunately, it became quickly apparent that not all productivity lists are created equal.

FAQ: How Do Credit Reports Work?

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Media pundits and some legislators have perpetuated many misconceptions around the use of credit reports in job applicant screening. Some commentators would have you believe that every employment decision hangs on your credit score. That’s simply not true, and we’re here to dispel some of the rumors. First, most employers do not use credit reports to make hiring decisions about most jobs.

Why Aren’t You Testing for Oxycodone?

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In 2004, the American Management Association estimated that around 62% of all companies in the United States relied on drug testing to aid in safety and productivity in the workplace. With SHRM polls reporting that the majority of companies pay between $30 and $50 per test, it is important to periodically review what drugs you’re testing for, ensuring that you are not wasting money screening for substances that are no longer a threat to the working community.

Your Hidden Weapon: 9 Best Practices for Working with Third-Party Recruiters

Leveraging third-party recruiters has been the golden ticket for many when filling critical roles. Whether seasoned at utilizing third-party search or new to it, this report breaks down how best to use this secret weapon to ensure the best ROI.

A Tragedy Teaches a Harsh Lesson about Background Checks and Real Estate

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In 2018, only about half of all states perform background checks on applicants that apply for a real estate license. Think about that for a moment. If you’re looking to buy a house, one of your first steps is likely to get in touch with a real estate agent. From there, the agent will search for houses that fit your specified parameters, they call you up, and you agree to see the property. From there, in most cases you will meet up with the agent personally at the property to tour the home.

The Power of Background Checks to Mitigate Sexual Harassment in the Workplace

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If you’ve so much as turned on a television in recent years, you are aware that the issue of sexual harassment has become pivotal. It is up to every employer to protect themselves and their employees against the substantial impact that a single sexual harassment suit can have on a workplace, not to mention the victims. One of the first steps you can take to screen out these potential firestorm candidates is to perform a proper, in-depth background check. Perform Criminal History Searches.

Reasonable Suspicion Drug Testing and Why You Should be Doing It

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We know that in 2018, the majority of employers are running basic drug tests on potential employees. This is the standard, and it’s a good one that has been serving its purpose for decades. But there are chinks in this armor that shouldn’t be ignored. After all, while a person can pass a drug test initially, what’s stopping them from using illegal substances once they get the position? That’s where Reasonable Suspicion (also known as For-Cause) Drug Testing comes into play.

How Much Does a Bad Hire Cost You?

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More than you might think. According to the Society for Human Resource Management (SHRM), many companies report a bad hire costing as much as $250,000 per instance. With the potential monetary loss so high, it’s easy to see why companies are scrambling to find more effective methods of hiring. Breaking down the numbers. At first glance, a quarter of a million dollars can seem like a comically high number for simply hiring the wrong person. The scariest part is how untrue that sentiment really is.

How Recruiters Can Create a Predictable Candidate Pipeline

Even the most experienced recruiting professionals face challenges filling critical roles in their organizations from an inability to establish, nurture and grow a sustainable talent pipeline. Download this eBook to get a jump on sourcing and learn how to build a high performance recruiting pipeline.

HireRight and GIS to Merge

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Irvine, CA/ Chapin, S.C., May 25, 2018 – HireRight and General Information Services (“GIS”) announced today a definitive agreement under which HireRight and GIS will merge. HireRight and GIS are both leading providers of background screening and talent acquisition services including background checks, drug testing, driving records, employment and education verification, electronic onboarding, and a variety of industry-specific compliance and screening solutions.

What’s the Buzz with HR Tech?

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The world of HR technology is constantly changing, with new and innovative solutions around every corner. Everyone is looking for the hot new product that is going to solve problems that are inherent in recruiting and HR. The opportunities for growth and improvement are endless, which is why scouting the landscape can be overwhelming for companies looking to change it up, invest in new tech, or stay on the cutting edge of business technology.

Compliance and the Last Retail Theft Database

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While other similar databases have been discontinued over concerns with their processes and compliance, the NRMA Retail Theft Database goes the extra mile. GIS’ Proprietary NRMA Retail Theft Database. First, let’s talk about what the NRMA Retail Theft Database actually is: it’s a members’ only database that contains only actual theft data as reported by member retailers.

Confession: I Let an Unchecked Worker into My Home

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Today, we are pleased to have a guest poster in GIS | HireRight’s own Matt Robbins. Matt is the Senior Vice President of Sales at GIS | HireRight, where he has successfully accepted the company’s charge to build the retail segment. He has worked with dozens of leading retailers in developing comprehensive background screening programs. I have a confession to make.

Dice's 2018 Diversity and Inclusion Report

A vital step to becoming more inclusive is first understanding how inclusive your culture is right now. Dice’s Diversity and Inclusion Report highlights how tech pros currently gauge their industry’s progress – and how frequently they've experienced discrimination based on gender, sexuality, age and political affiliation.

The Ban-the-Box Bandwagon

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Unless your company is already abiding by ban-the-box laws and best practices, there’s a high likelihood that your application asks whether the applicant has ever been convicted of a crime, and for a description or explanation of the crime. For lawmakers and activists concerned with employment prospects and recidivism rates for ex-convicts, these questions are troubling.

5 Non-Criminal Products to Consider Adding to Your Hiring Program

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Criminal history checks are the backbone of any hiring program, but if all you have is a backbone, you have a pretty limited body. Non-criminal screenings can add extra layers of defense against dishonest or potentially problematic hires, or can even help make you money. Once you’ve added arms and legs to your program, you can really get things moving. Five products to consider running in addition to criminal products are: Education Verification.

Salary History Question Bans, Hiring, and You

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If your work includes hiring in any capacity, you’ve most likely heard about the expansion of bans on salary history questions for applicants. Here’s what you need to know. The Reasons Behind the Ban. These bans were created as part of a larger initiative to combat the gender pay gap, as well as pervasive pay issues concerning minority groups. As reported by the Pew Research Center, women earn 82 cents for every dollar men earn.

6 Ways to Address Domestic Violence in the Workplace

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For many years, domestic violence was considered a private issue, something that was discussed in hushed tones in the sanctity of one’s home, if it was discussed at all. As evidenced by recent and numerous events in the media, this is changing, and it’s important for employers to start thinking about how this issue impacts the workplace. The Partnership for Prevention reports that about 75 percent of domestic violence survivors experience harassment by their partners while at work.

Newton’s Guide to OFCCP Compliance

For federal contractors, keeping up with OFCCP regulations can be a major challenge when recruiting and hiring. Download our guide to OFCCP compliance and learn the major regulations that you must adhere to.

Automation is the Future

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One of the biggest concerns that employers have concerning their background screening program is the time is takes to complete a check. Many products offered by background screening vendors offer quick turnaround times, but sometimes at the detriment of compliance or even accuracy. Recent polls by CareerBuilder show that 43% of employers have made a bad hire based on the perceived pressure to hire quickly, creating a sense of urgency that resulted in missed red flags on a problematic candidate.

Background Checks in Child and Youth-Centric Industries

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It’s easy to assume that the need for background checks on individuals who interact with children and youths would be obvious. However, there are gaps in this coverage you may find surprising and, understandably, alarming. One of the most common areas where proper screening gets overlooked is community-led events. When all of the adults involved are folks you know personally or live near, it’s easy to think that you know them well enough to give them the benefit of the doubt.

The Impact of Limited Access Areas & How to Mitigate It

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Limited Access Areas are probably some of the biggest pain points in the background screening process. Regardless of what background screening provider you’re using, if you request criminal history records you either have or will at some point run into them. They cause seemingly interminable delays that slow down your hiring process and there’s practically nothing that anyone can do about them. Limited Access Areas are courts where access is limited in some way.

FAQ – What Does GIS Search For?

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The searches GIS performs depend completely on the client and what they order. There’s a long and involved explanation here , but the short version is that the client determines what qualifications are necessary for a given position and then works backwards from there to determine what to search.

There’s Not a Skills Gap in the U.S… or Is There?

Your search for the perfect candidate has resulted in zero perfectly skilled applicants. What’s going on? Enter…the skills gap. This report, ‘The Employment Skills Gap and What To Do About It’, breaks down the issue with solutions you can apply now.