Month: August 2019

5 Reasons Not to Take the Day Off from Compliance

Wed, September 18, 2019   |   10:00 am PST

A-Check Global’s HR Webinar series presents Gary Hanley delivering information on FCRA Compliance.

Class-action lawsuits over alleged FCRA violations during the background screening process continue to be on the rise. With the potential rise of litigation in mind, we’re dedicated to providing ongoing advice on how to fairly utilize background screen (consumer) reports, and help you remain compliant with federal, state and local regulations.

Our presentation will cover the following items:

  1. Ensure Your Disclosure is standalone and does not include state notices and waivers
  2. All Adverse Communications are executed
  3. No one on Your Team is Sharing Reports
  4. Your Assessment process is not Subject to Disparate Impact
  5. Your Data is Secure!

Attend the full webinar to receive one hour of HRCI (Human Resources Certification Institute) Credit.

View this informative webinar below:

Presenter:

Gary H.jpg

 Gary Hanley / Compliance Director, A-Check Global

Gary has more than 20 years experience in consumer reporting, including 11 years at the executive level and the last seven years focused solely on industry compliance. Gary currently serves as A-Check Global’s Director of Compliance and as our Data Protection Officer. He is a recognized and respected leader in the Consumer Reporting Industry with several speaking engagements and published white papers to his credit.

The Importance of Choosing the Right Background Screening Partner

lawsuits

Class-action lawsuits over alleged FCRA violations during the background screening process continue to be on the rise. With ever-changing policies and the privacy do’s and don’ts one has to follow, it’s not surprising that some companies make mistakes.

In fact HR Dive recently reported that employers paid out $174M to resolve background-check lawsuits READ HERE.

With the potential rise of litigation in mind, we’re dedicated to providing ongoing advice on how to fairly utilize background screen (consumer) reports, and help you remain compliant with federal, state and local regulations.

If you have any questions about your background screening process, our team of dedicated professionals are available to help, and can provide friendly, accurate guidance. Give us a call today at 877-345-2021, or email clientsupport@acheckglobal.com.

Creating a Positive Candidate Interview Experience

Hiring

There are many books written on the subject of the employment candidate experience. Most have a common theme—take your recruiting to the next level by implementing a winning interview process for every candidate, regardless of position or role. In this quick post, we’ll break it down for you in six easy steps:

  1. Treat all candidates as if they are your only candidate. While interviewing, we may have pre-conceived notions of who we are looking for, but everyone deserves a fair shot. If we provide each candidate with the same opportunity—and time—we may just discover that the best person for a position isn’t who we thought it might be.
  2. Follow up quickly. If contacted by a candidate after their interview, do your best to respond in a timely manner. A little consideration can go a long way in making a person feel their time was valuable. If passing on the candidate, respectfully and quickly following-up allows them to focus on other opportunities.
  3. Use a script. Asking each candidate the same questions helps take personal bias out of the situation and assists you in selecting the best person for the position based on their responses.
  4. At the end of the process, talk to each candidate in person. Whenever possible, show your interviewees dignity and respect by reaching out in person—rather than a “Dear John” letter—to let them know your organization is making another choice. The conversation doesn’t have to be lengthy and you can reaffirm the positive qualities they displayed, which was why you interviewed them in the first place. Most candidates will appreciate the human touch.
  5. Give the candidate brief advice or feedback. After the interview is complete, let the candidate know how they did. It doesn’t cost anything to be nice and if you feel they may not be in the running for this position, your comments will likely help them out as they focus on other opportunities.
  6. If possible, point them in the right direction. Many hiring managers and recruiters know others who have open positions. If you find a candidate that isn’t right for your company, but may be an ideal match for someone else, help them make the connection.

Regardless of whether or not your employment candidates plan to work in the same line of business throughout their careers, your positive interview experience will help you promote your organization’s brand, and your company will be remembered in the future. Those you interview will be more inclined to share the experience with colleagues, encourage others to apply for open positions with you, or better still, may stay in touch to find the future position that does fit.

To learn more about improving the candidate experience through your hiring process CLICK HERE.