When it comes to background screening solutions, we believe the applicant experience is as important as the client experience. It stands to reason, when applicants find the employment process convenient and innovative, they’ll feel more at ease AND will appreciate that your organization is committed to providing a background screening program that’s as straightforward as possible. It’s a win-win.
That’s why we’ve recently enhanced my A-Check, our mobile-friendly, smart applicant portal. my A-Check offers our clients greater implementation flexibility, and your applicants an unrivaled user experience. More secure, more convenient, and more streamlined, my A-Check offers great updated features:
- Applicant-managed login
- Convenient self-scheduled drug screening
- Easy, secure upload of applicant provided documentation
- A Client-customizable interface
- And much, more.
my A-Check is FCRA compliant, highly intuitive, and is carefully designed to help minimize errors and the need to enter duplicate data. And did we mention how simple it is? In fact, we can proudly report that the majority of applicants submit their completed form within just 10 minutes—or less! We invite you to see just how seamless and convenient the hiring process can be for your applicants.
As a trusted business partner, we’re committed to helping ensure our clients are in compliance with FCRA, EEOC, state and local policies and procedures. A key component of our ongoing focus is to remind you that we’re here to offer guidance each and every time you audit your employment screening program.
How can we help you?
User Access Lists: When did you last check to see who on your team member roster has access—and at which level—to your background screening process? Your user list is an important piece of access control that can easily be managed. Take the time to ensure that your list is accurate by removing any inactive users. Only takes a moment to review, and we’re more than happy to help! We invite you to call or email your client support team today.
Compliance Manual: Having a compliance manual on your shelf doesn’t necessarily mean you’re compliant. It’s a good idea to take it off the shelf on a regular basis for a comprehensive senior management review. Ensure that the content is accurate and fulfilling its purpose. Be prepared to make changes if necessary.
Commonly Used Documents: Forms and documents used on a regular basis can be easily considered “red-flag” items. Due to their ongoing use, employees may be unaware of changes made to laws that make the forms and products they use every day the source of an audit finding. Review commonly used documents to ensure the information contained in or gathered from them is legal and updated.
Employee Training: When you read through your employee training manuals, do you feel empowered or scared? If your program relies more heavily on promoting punishment for non-compliance than a focus on appropriate, ethical behavior, you may want to make meaningful adjustments. Retool your materials to teach and instill a culture of compliant and ethical behavior from employees at all levels.
We at A-Check Global are committed to data security and are driven to protecting our client partners by providing the tools needed to succeed. Please contact us at firstname.lastname@example.org if you have any questions about your employment screening program.
We’ve all done it, right? Out of curiosity, you Google someone’s name, or even your own, just to see what pops up? Results might be anything from a link to a Facebook page, a reported marathon time, or maybe even an old blog entry about sushi that’s been long since forgotten.
Those things aside, some personal searches return a ton of information that could be considered private and personal. More important, that information may or may not be accurate. That’s why we don’t rely on Google searches when doing background screening for our clients, and if you’re searching Google before making a hiring decision, we recommend you don’t either. Here’s just a few reasons why search engines in general are not background screening options.
- Seeing Seeing Double Double If a person’s search results appear on the first few pages, it’s likely their name isn’t too common. But search John Smith, and it’s very doubtful anything you find will be relevant to your particular John Smith. Even names that seem pretty unique are more popular than you might think. Got a minute? Visit HowManyOfMe.com to get an idea of just how common some uncommon sounding names are. We found there are 100+ people named Frank Franks in the US. Who knew?
- “Yep, it’s an Internet Ad” If you’re using a search engine for background screening you’ll probably add a modifier, like “Criminal Records.” While initial results may seem innocent enough, you may also see a link to something like “Your Candidate Arrested.” It may appear to be a search result, but this could be a company trying to subtly convince you that your candidate has a criminal background (that may not event exist) . . . and encourage you to pay for a background screen then and there. Without further exploration, you may be misled and your poor candidate could be impacted by that assumption during your hiring process.
- “How did that story go?” Search engines scour the web with algorithms designed to find exactly what you’re looking for. Problem is, results could be old, outdated, or worse yet, inaccurate. For example, you may search poor Frank again and find an old article mentioning him as part of a criminal investigation, only to then miss another article that exonerated him as a case of mistaken identity.
- “Don’t believe everything you read online” – Albert Einstein Sure, we can pretty safely say that Albert Einstein didn’t really say that. But this is exactly what happens on the Internet. Search engines may find and report hundreds of relevant search results, but it’s not always easy for them to verify information as true or false.
- It’s illegal! Simply said, it’s illegal to solely use search engine results to make a hiring decision. Using an internet search as the basis to hire someone could violate not one or two, but THREE sections of the Fair Credit Reporting Act. Section 605 says there is a limit to the time you can use something negative against someone, so if you’re finding old dismissed cases through a Google search and using them to make a hiring decision, you’ve violated the FCRA. Section 607 says the information used in the decision has to be accurate. So relying on an inaccurate story is a violation too. Finally, Section 613 says that records have to be up-to-date. So, finding and using an old Facebook status would quite easily be another violation.
While Googling names might be fun while you’re at home and bored, let’s all agree that it has no place in the hiring decision process. In addition to potential FCRA violations, an argument can be made that doing so violates the EEOC as well. Searches can easily reveal personal information like marital status, age, race, and nationality.
To make sure you get a background screen that uses accurate, up-to-date sources, and is in compliance with federal, state and local laws, skip Google and work with A-Check Global instead to set up a background screening program.
And, to the 100+ Frank Franks out there, we’re sorry that this blog post may now be a new addition to your own search results. We happen to really like your name!
Give us a call today at 877-345-2021, or email email@example.com.