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:
- Ensure Your Disclosure is standalone and does not include state notices and waivers
- All Adverse Communications are executed
- No one on Your Team is Sharing Reports
- Your Assessment process is not Subject to Disparate Impact
- Your Data is Secure!
Attend the full webinar to receive one hour of HRCI (Human Resources Certification Institute) Credit.
To register for this free, informative webinar, simply follow the link below:
Gary Hanley / Compliance Director, A-Check Global
Gary has more than 20 years’ experience in consumer reporting with 11 of those years at the executive level. He has spent the last seven years concentrating solely on industry compliance. Gary currently serves as A-Check Global’s Director of Compliance and 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
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 firstname.lastname@example.org.
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:
- 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.
- 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.
- 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.
- 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.
- 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.
- 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.
Just a quick look at the latest in state/local legislature regarding employer restrictions on salary history inquiries during the employment process. Take a read, and be sure to also review your employment program for any updates that need to be made as a result of these new laws.
Effective August 1, 2019, employers are prohibited from refusing to interview, hire, promote, employ or retaliate against any candidate because they did not provide wage history information.
Effective September 17, 2019, employers are prohibited from using or inquiring about the compensation history provided by a candidate or their current or former employer until a job offer is made that includes all terms of compensation negotiated with the candidate.
Kansas City, Missouri
Effective October 31, 2019, employers with six or more employees are prohibited from inquiring about a candidate’s salary history.
Effective July 28, 2019, Washington’s Equal Pay and Opportunities Act prohibits employers from:
- Seeking a candidate’s wage or salary history, either from the candidate or their current or former employer.
- Requiring a candidate’s prior wage or salary history to meet certain criteria.
Here’s a great link to READ MORE about state and local employment law developments. And as always, if you have any questions about your current employment program, don’t hesitate to reach out to us. We’re happy to help.
Most employers know the value background screening provides as an efficient way to protect a company’s property and assets. At A-Check, we regularly consult with clients to help them develop a program that represents a suitable balance between automated services providing the quickest turnaround, to more comprehensive services that add time but return far more applicant information.
Part of this conversation typically revolves around criminal record searches and the difference between Database Searches and Primary Source Searches.
Database Searches are self-explanatory in that they are “instant” searches of third-party databases. These have quick turnaround times.
Primary Source Searches are more labor intensive since they can require an in-person visit to a local courthouse at the county, state or federal level. Depending on the jurisdiction these courts are in—and their method of recordkeeping—these searches can potentially add to your background screen turnaround time.
So what do A-Check clients usually request?
By processing millions of files annually, we see patterns in the background screening requests we receive, and use that experience to help our clients quickly determine what will best meet their needs. Here’s a very quick illustration representing a quicker turnaround option A (a due diligence screen with more than 80% returned same day), on up to option C (a full background screen with greater levels of accuracy and results, but requiring additional time).
OPTION A OPTION B OPTION C
|Social Security Trace
||Social Security Trace
||Social Security Trace
||Statewide Locator (where available)*
||National Sex Offender Database
||Add’l Previous Employment Verification
* All “hits” from the Nationwide Database searched at county level to comply with FCRA. County service completed per name/county searched.
We know you may have questions, and our knowledgeable representatives welcome the opportunity to chat with you. Feel free to call 877-345-2021, or reach out to us at email@example.com.