You May Not Use Criminal Non Convictions For Employment or Housing Decisions
- “Ban the Box”
It is only a matter of time until employers will have to completely do away with the question on an employment application inquiring about previous criminal convictions. Currently over 100 jurisdictions and the federal government acknowledge the “ban the box” movement. Employers should be proactive and jump on the bandwagon!
- Compliance and Accuracy
Even with a new administration in place, the background screening industry will continue to be tightly regulated. Employers in 2016 were still held liable for not complying with the Fair Credit Reporting Act (FCRA), specifically reporting accurate public records and receiving applicant consent. It is critical to align your organization with a reputable and creditable background screening company that can take the compliance off of your plate.
- Leverage Cutting Edge Technology
Employers need to work smarter and not harder when it comes to applicant on-boarding. Leveraging new HR software in 2017 will not only save revenue across all channels of your organization, but will also assist in big data that your organization can use for vital analytics. It also assists in the transfer of applicant information to the background screening company, which minimizes errors and dramatically decreases the time it takes to order a background report.
- Social Media Searches
Because of the world we live in and the access of information available, employers now are wanting to incorporate social media searches as a part of the background check (even the federal government is requiring it). Employers need to ensure they are using a background screening company that has experience in performing these pre-employment background screening services due to potential liability with protected classes and accuracy.