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How Recruiters add Value in the Age of Online Job-boards

 

Recruiter 2

We read a great article recently regarding the continuing rise of the online job search, and the value proposition of recruiting professionals in this digital age. Turns out, recruiters have adapted and refined their focus on offering services that continue to make them extremely valuable to organizations—maybe more so than ever before. You can read the article here, but we wanted to quickly summarize for you as well.

Recruiters provide coaching throughout the hiring process

There’s nothing like personal service—at A-Check, we know full well how important client support is to strengthening a business partnership. Recruiters can work directly with organizations to not only develop hiring strategies, but also provide guidance along the way for each and every hire.

Recruiters may be a better alternative to “Post and Pray”

If you are hiring through an online source, chances are you sift through a ton of candidates who are simply blasting their resumes to every keyword hit possible. While this may be a successful tactic, you may have certain positions that might benefit from the efficiency of professional assistance.

Recruiters can improve the candidate experience

It’s a little like brand management—someone in your corner to help you position your organization and the value of your opening. Again, it’s the personal touch that may just make the difference for the right candidate. Plus, recruiters can help you evaluate your employment strategy to ensure you’ve got your best foot forward.

Regardless of how you recruit for your organization, it’s great to know you have options, both digital and personal.

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IMPORTANT UPDATE: 2019 New York Budget Includes OCA Fee Increase

UPDATE:
We want to make you aware that the Office of Court Administration (OCA) search fee increase from $65 to $95—described in the article below—has been approved and becomes effective on 4/13/2019.

Monday, April 1, 2019: The New York Legislature passed the 2019-2020 State Budget. Included in this budget is a fee increase for Office of Court Administration (OCA) searches from $65 to $95 (NY A2005, Page 32, Section DD, Lines 31-45)—effective upon budget signature by Governor Cuomo as early as Friday. This fee increase is proposed to further support the New York indigent defense fund and other OCA programs in the state.

We are aware that this fee increase was approved, and will notify you once we have confirmation the new fee has been implemented. This fee is applicable to all New York County searches as the use of the state’s system is required by the majority of the counties within the state.

Another authorized change in this budget states that undisposed cases—cases considered “pending” where proceedings are included in court records but without disposition yet—will no longer be accessible in a criminal records search. However, the NY OCA will have a year from the date the Governor signs the bill to fully clarify and implement this change.

Please let us know if you have any questions. We will continue to follow these developments and will notify you as more information becomes available.

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A-Check Global Integration with SAP® SuccessFactors® Now Live on SAP® App Center

Integration offers greater background screening process automation and efficiency to customers

Riverside, CA, March 27, 2019 – A-Check Global today announced that its A-Check Global Background Screening Integration with SAP® SuccessFactors® is now available on the SAP® App Center, the digital marketplace for SAP partner offerings. The solution offers greater convenience and an enhanced online experience for both customers and their employment applicants.

“In today’s world of evolving talent acquisition resources, we are thrilled to join the SAP family, and we welcome this opportunity to further position our comprehensive screening solutions to employers and candidates,” said Donald Shimizu, Executive Vice President at A-Check Global. “A-Check Global shares SAP’s commitment to innovation and service, and we look forward to meeting the business needs of our mutual customers for years to come.”

A-Check Global Background Screening Integration with SAP SuccessFactors streamlines the recruiter’s hiring process from start to finish by offering a convenient, secure online transfer of employment applicant background information and reporting between A-Check Global’s background screening integration and the SuccessFactors platform. The SAP App Center provides customers with real-time access to more than 1,700 innovative partner solutions that complement and extend their SAP solutions, enabling digital transformation of their business. SAP App Center customers can buy solutions directly from partners and centrally manage purchases, billing and vendor communications.

A-Check Global is a partner in the SAP® PartnerEdge® program. As such, it is empowered to build, market and sell software applications on top of market-leading technology platforms from SAP. The SAP PartnerEdge program provides the enablement tools, benefits and support to facilitate building high-quality, disruptive applications focused on specific business needs – quickly and cost-effectively. The program provides access to all relevant SAP technologies in one simple framework under a single, global contract.

About A-Check Global:

A-Check Global is the nation’s most successful woman-minority owned employment screening company, providing superior customer care and support, customized background screening solutions, and advanced, online interface technology to meet the unique requirements of employers and employment candidates worldwide. A-Check is an authorized E-Verify Third Party Agent, and holds ISO 9001:2015 Certification. The company’s global headquarters is in Riverside, California. For more information, visit http://www.acheckglobal.com or phone toll free, 877-345-2021.

SAP and SAP products and services mentioned herein as well as their respective logos are trademarks or registered trademarks of SAP SE (or an SAP affiliate company) in Germany and other countries. See http://www.sap.com/corporate-en/legal/copyright/index.epx for additional trademark information and notices.

All other product and service names mentioned are the trademarks of their respective companies

E-Verify: Form I-9’s Companion

Thurs, April 18, 2019   |   10:00 am PST

Following his rousing presentation of ‘Form I-9: Be Alert, Audits Can Hurt’, A-Check Global’s free HR Webinar series once again presents Dave Basham, Outreach Analyst—this time delivering important information on E-Verify.

E-Verify takes Form I-9 one step further. While E-Verify is voluntary for most employers, more than 20 states (as well as a host of federal contractors) either require or encourage its use. Topics discussed during this webinar include:

  • Recent enhancements
  • How early can a case be created in E-Verify
  • The tentative non-confirmation process
  • Examples of common mistakes
  • Checking your ‘own’ work eligibility (myEVerify)
  • How completing Form I-9 is different once you enroll in E-Verify
  • And, additional tips to keep you “in the know”

To view this informative webinar, simply follow the link below:

Presenter:

Dave Basham

Dave Basham / Outreach Analyst / U.S. Citizenship and Immigration Services

Dave joined U.S. Citizenship and Immigration Services in 2008 following his retirement from the U.S. Army. He has conducted close to 600 Form I-9 and E-Verify presentations to nationwide audiences. Dave conducts ongoing sessions for many associations that include; Society of HR Management, American Payroll, and National Notary. In 2016, the American Payroll Association presented Dave with their annual Government Partner Award in recognition of his service, as a government agent, to the payroll community. Dave’s military assignments were numerous in the Infantry arena. His military service decorations include the Legion of Merit. Dave’s originally from West Virginia but now makes his home in historic Virginia.

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FAIR CHANCE HIRING: What’s in a name?

Fair Chance Hiring—Ban the Box as it’s more commonly known—is legislation intended to help applicants with prior criminal histories make it past the first step of the hiring process. By design, it encourages employers to consider an applicant’s qualifications first, rather than immediately reject that person due to criminal history.

Prior to 2009, only Hawaii had Ban the Box legislation in place. Currently, 35 states and more than 150 cities/counties have enacted laws that limit what you can ask applicants. The newest is New York’s Westchester County effective March 4th.

In states or regions that have passed this legislation, you’re restricted from inquiring about an applicant’s criminal record until at least the job interview—or, in some cases, after a conditional position has been initially offered to the applicant. You also may need to delay the background screening process until your offer.

These 23 states have Ban the Box laws that apply only to public employers:

  • Arizona
  • Colorado
  • Delaware
  • Georgia
  • Indiana
  • Kansas
  • Kentucky
  • Louisiana
  • Maryland
  • Michigan
  • Missouri
  • Nebraska
  • Nevada
  • New Mexico
  • New York
  • Ohio
  • Oklahoma
  • Pennsylvania
  • Tennessee
  • Utah
  • Virginia
  • Washington
  • Wisconsin

However, these twelve states restrict both public and private sector employers from asking about criminal records on job applications:

  • California
  • Connecticut
  • Hawaii
  • Illinois
  • Massachusetts
  • Minnesota
  • New Jersey
  • Oregon
  • Rhode Island
  • South Carolina
  • Vermont
  • Washington

You also may be restricted from asking questions about certain types of convictions, non-conviction arrests or expunged records.

Even if your state isn’t on the list, you shouldn’t assume these laws don’t apply to you. 15 cities and counties have taken the lead in creating Ban the Box laws that extend to private employers: Austin, Baltimore, Buffalo, Chicago, Columbia (MO), District of Columbia, Kansas City, Montgomery County (MD), New York City, Philadelphia, Portland (OR), Prince George’s County (MD), Rochester, San Francisco, Seattle, and Spokane.

So, how will Ban the Box laws impact your hiring?

Please keep in mind, you’re not required to hire someone with a criminal record. Ban the Box legislation isn’t intended to force employers to hire someone with a criminal background over other qualified candidates, but rather to create a fairer decision-making process. It shifts the criminal history inquiry from the initial application stage until later in the hiring process, during an interview or after you extend a conditional job offer.

Contracting with a background screening company committed to compliance—like A-Check Global—can help you keep abreast of these laws while making hiring decisions. For more information about this topic, feel free to contact us at support@acheckglobal.com.

Reference

https://www.hrdirectapps.com/blog/does-your-state-ban-the-box-with-job-applications/