Top 5 Background Screening Trends in 2016

Get Hppy

However, in the recent past, the background screening process has been made easier, thanks to the public records and databases being made available online, as well as the many avenues that individuals fills in their details online. Re-screening Of Individual Already Screened.

Five Millennial Background Screening Challenges

TalentCulture

They’re hot commodities, but hiring them creates background screening challenges. In particular, when screening Millennials, employers need to take into account not only what’s effective, but also what’s legal. Using social media to screen candidates can be risky, however.

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5 Commonly Asked Questions About Background Screening for HR and Recruiting Leaders

Cisive

HR and recruiting leaders are wholly invested in compliance when it comes to background screening and employment law. As a best-in-class vendor partner for background screening, Cisive fields a lot of questions from companies about the background check process. Here, we’ll share the five most commonly asked questions about background screening. Which laws regulate the employment and background screening process? Global Screening. Drug Screening.

The Hot Potatoes Of Social Screening

TalentCulture

And, because of the industry I’m in and the perspective I usually take, I imagined if I were an employer looking at public candidate profiles across social and professional networks as part of my pre-employment screening process, finding these horrible hot potatoes along the way.

What is GINA? The federal discrimination law you need to know.

Business Management Daily

GINA, or the Genetic Information Nondiscrimination Act, outlaws genetic discrimination. GINA bars employers from discriminating against or harassing employees based on their genetic information. It prohibits genetic information employment discrimination.

Dos & Don’ts of Screening Your Candidates Online

TalentCulture

Should employers use social media to screen candidates? A significant portion of employers do use social media but not for screening job candidates. According to recent data from the Society for Human Resource Management (SHRM), 77 percent of all employers surveyed “are increasingly using social networking sites for recruiting, primarily as a way to attract passive job candidates.” Do create a written policy for using social media in the background screening process.

Four Common Tech Ageism Myths Debunked With Data

Visier

Situational ageism — prejudice or discrimination on the basis of a person’s age — undoubtedly exists in the tech industry. Here are four common ageism myths we debunked with the data: Myth #1: Older tech workers are less valued.

Data 306

Four Common Tech Ageism Myths Debunked With Data

Visier

Situational ageism — prejudice or discrimination on the basis of a person’s age — undoubtedly exists in the tech industry. Here are four common ageism myths we debunked with the data: Myth #1: Older tech workers are less valued.

Four Common Tech Ageism Myths Debunked With Data

Visier

Situational ageism — prejudice or discrimination on the basis of a person’s age — undoubtedly exists in the tech industry. Here are four common ageism myths we debunked with the data: Myth #1: Older tech workers are less valued.

Tips for Re-screening Employees After a Merger or Acquisition

Sterling Talent Solutions

Reasons for Re-Screening Employees After a Merger. Organizations need to make sure that a background screening program is included in the procurement process and added to the total cost of ownership to mitigate the risks and protect the brand after the merger. What is Re-Screening?

Data-driven recruiting 101: How to improve your hiring process

Workable

Traditional recruiting used to rely on luck and intuition more than data, which was time-consuming to amass and analyze. But now, with a wealth of software and analytics tools available on the market, anyone can create a data-driven recruiting process. What is data-driven recruiting?

Data 68

Don’t blame AI for gender bias – blame the data

Workable

The reason: its resume-analyzing AI discriminated against women by penalizing their resumes. But, as reported, the data the system was fed to learn how to score candidates was “successful resumes” and “unsuccessful resumes” from the past 10 years.

Data 112

5 Millennial Background Screening Challenges

SAP Innovation

They’re hot commodities, but hiring them creates background screening challenges. In particular, when screening Millennials, employers need to take into account not only what’s effective, but also what’s legal. Using social media to screen candidates can be risky, however.

Four Common Tech Ageism Myths Debunked With Data

Visier

Situational ageism — prejudice or discrimination on the basis of a person’s age — undoubtedly exists in the tech industry. Here are four common ageism myths we debunked with the data: Myth #1: Older tech workers are less valued.

Don’t blame AI for gender bias – blame the data

Workable

The reason: its resume-analyzing AI discriminated against women by penalizing their resumes. But, as reported, the data the system was fed to learn how to score candidates was “successful resumes” and “unsuccessful resumes” from the past 10 years.

The Value of On-Going Screening Throughout the Employment Lifecycle

Aurico

A new consideration in the background screening industry is whether employers should conduct ongoing or periodic background checks on their current workforce. Although a comprehensive background screen may have validated and confirmed a clear record on the way into an organization, something you may need to know may have occurred since that time. 7 Seventy-two percent of organizations do not conduct any form of post-hire background screens on their employees.

Dos and Don’ts of Employment Background Screening

NCHRA

Companies are always looking for ways to improve their recruiting process, whether it’s by reducing the time it takes to hire someone for a particular role or creating an efficient background screening for potential employees. . .

On the Chopping Block for Hiring and Pay Discrimination

HR Daily Advisor

Yesterday we explored how the Office of Federal Contract Compliance Programs (OFCCP) has been taking a hard stance on hiring and pay discrimination cases. With the additional staff, the OFCCP will provide sufficient expert support for improved data collection and analysis.

Ensuring Fair Hiring Practices

HRO Today

Unemployment is at one of the lowest levels in recent history and the war for talent is on,” says Greg Dubecky, president of Corporate Screening. Employers that pre-screen candidates based on race and criminal history without considering competencies, potential, and a holistic view of the candidate will ultimately lose the war on talent—potentially causing long-term damage to their organization.”. There are key regulations already in place to reduce this type of discrimination.

Is blind recruiting actually, well, gender-blind?

Oleeo

Used well, blind recruitment can help with fair screening ensuring non-discriminative shortlisting. Candidate Experience Hiring Recruiting gender bias Candidate Bias Big Data sourcing hr tech #hrtech #oleeo Diversity Artificial Intelligence

The Prevalence and the Practice of Social Media Screening—The Dos and Don’ts

HR Daily Advisor

Today, Morris, who is president of EmployeeScreenIQ of Cleveland, Ohio, reveals his tips for social media screening. Does your organization conduct online media searches as a means of screening candidates in the hiring process? Discrimination.

5 Legal Lessons to Consider When Handling Millennial Background Checks

TLNT: The Business of HR

Hiring this growing generation of workers introduces a whole new set of legal challenges to the HR department, and the background screening process is one of those challenges. Jumping into social media as a way to screen job candidates can be a risky proposition.

Employers Paid Out $174M to Resolve Background Check Lawsuits

Cisive

At a time when employers increasingly use background-check reports to screen job candidates, class action lawsuits have become an important tool to ensure that the rights of applicants are protected,” said Good Jobs First Research Director Philip Mattera, who leads the work on Violation Tracker (available to the public at violationtracker.org ). Related : Key Employer Takeaways to Ensure FCRA Compliance in Background Screening Disclosure and Authorization.

Educated Evaluations

HRO Today

But despite its longevity and success at uncovering discrimination, this approach has a few major limitations. IRR sifts through piles of resumes using the data generated from their ratings of 40 hypothetical candidates.

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Evaluating Whether You Should Hire Candidates with Past Criminal Histories

Cisive

percent, SHRM data says that more than 7.8 This can certainly help address the talent shortage, but it’s important to understand that making the decision to hire people with criminal histories won’t eliminate the need to conduct background checks and employment screening. The Discrimination Consideration When Hiring Employees with a Criminal History. Because of the potential for discrimination, many states and cities have laws known as “Ban-the-Box” legislation.

Gender Pay Gap and People Analytics: A Practice with Open Data

Littal Shemer

Gender Pay Gap and People Analytics: A Practice with Open Data. However, one issue remained unsolved for years: The lack of open HR data to practice on. A Practice with Open Data. For that reason, I constantly search for open HR data and use it in learning sessions.

screening for candidates who will be comfortable with cursing and crude jokes, bringing a backpack to an interview, and more

Ask a Manager

Can I screen for candidates who won’t be uncomfortable with our cursing and crude jokes? I have no problem with cursing , even at work, but depending on the specifics of what you mean, crude jokes and being a “boys club” are potentially a problem from a legal standpoint — in terms of sexual harassment, discrimination, and hostile workplace — as well as a problem from an inclusiveness standpoint, if you’re interested in having a diverse office. It’s five answers to five questions.

5 Reasons Why HR Compliance is More Complicated Than Ever

Cisive

A vendor partner can be the HR practitioner’s best support to help navigate the fast-moving legal compliance landscape that includes background screening, reference checks, and employment verification. If the applicant or employee files a charge of discrimination, you must maintain the records until the case is concluded. The new laws are aimed at ending the cycle of pay discrimination and some go further than simply banning pay history questions.

5 Job Application Tips For HR

Peopletrail

One integral piece of advice from the 5 Job Application Tips For HR is to review candidates’ historical employment data. Whatever labor force your business requires, ask the obvious in your screening process. Create awareness about the background screening practices you use.

How AI Can Stop Unconscious Bias In Recruiting

TalentCulture

million to settle a racial discrimination lawsuit with the Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP). As just one high profile hiring discrimination case among many, this latest lawsuit drives home why compliance matters.

Should You Leave the Past in the Past?

AbelHR

Now, let’s discuss the legal angle here because the law can say that you are guilty of discrimination if you decline to give this employee a fair shake at an interview or if you decide to rescind a job offer based upon the results of that background check.

From the courtroom: Ensure dress code allows for religious needs

Business Management Daily

The EEOC takes religious discrimination seriously and has been aggressively going after employers that enforce dress codes that unnecessarily restrict employees’ faith-mandated attire. It may also amount to national origin discrimination. Discrimination and Harassment Employment Law

EEOC Approves Strategic Enforcement Plan

HRWatchdog

Backlash discrimination against those who are Muslim or Sikh, or persons of Arab, Middle Eastern or South Asian descent, as well as persons perceived to be members of these groups. Discrimination Equal Employment Opportunity Commission (EEOC

Does AI Have A Conscience?

SAP Innovation

Technology has created a data-driven world. And now, with the power of artificial intelligence (AI), not only can technology analyze data, it can interpret information to guide or make decisions in many aspects of life, including business. The power of AI is data .

What are “Ban the Box” Laws?

HR Daily Advisor

The theory goes that not all criminal offenses are created equally, but by asking about previous criminal history, arrest records, or other similar background screening questions too soon in the recruiting process, the employer risks eliminating an otherwise qualified individual without real cause.