Top 5 Background Screening Trends in the 1st QT of 2017.

1. Ban the box is spreading like wildfire!

Fair Chance Hiring laws have been passed in almost every single state from the east coast to the west coast. Employers really need to grasp the entire scope of these laws:

• When can an employer inquire about previous criminal activity?
• Are the proper disclosure and notices being provided to the applicant?
• How are employers handling the pre-adverse / adverse action process and individualized assessments?

2. Litigation for violating the FCRA continues to trend up.

Employers were faced with increased FCRA class action suits brought by the EEOC for violations ranging from improper disclosure forms, to discriminatory hiring practices due to blanket policies.

3. Drug Screening should also in include Prescription Drugs.

The opioid epidemic has definitely spilled into the workforce, with employers paying more than $25 billion dollars in 2007. Not only does it put a financial strain on the employer but also contributes to absenteeism and disability claims.

4. Leverage HR Software Systems

Businesses of all sizes are now seeing the value of an automated applicant experience. By capturing applicant information (i.e. full name, dob, address, etc.) one time and being able to send that data via integrated vendors (payroll, insurance, background checks, etc.) the onboarding cycle is drastically reduced which will allow for on-demand hiring.

5. The Professional Applicant

A professional applicant is a person who applies for a position with a company but has no intention of sticking around to be a productive employee. Their primary goal is finding a weakness in your business and exploiting it for financial gain.

Couple examples will help clarify their insidious behavior:

• Having a history of suing their employers for the exact same issue. For example, an individual who has sued their last six employers for discrimination.
• Using laws and policies enacted to protect specific classes for personal profit. For example, a person who has full use of their arms and legs sues their new employer for not having a wheel-chair ramp even though this issue does not personally affect them.