Let’s start with the worst-case scenario, because it can — and does — happen:
A company working on a project needs to hire some key talent quickly and after recruiting for several weeks, interviews someone who seems like a perfect fit. The company makes a conditional offer, but in the process of conducting the background check, discovers an issue that leads the hiring manager to decline the candidate. Naturally, the candidate is unhappy to receive the bad news, but becomes angry when she learns the background check confused her with someone bearing a similar name.
Given that the candidate only received the record after being declined, she decides to sue, in what later becomes a class-action lawsuit.
This is an extreme— but realistic—example of what happens when Adverse Action processes are not carried out or carried out incorrectly. As we discuss in our latest eBook, The Beginner’s Guide To Background Checks, Adverse Action is defined as any action taken based on the information in a report that negatively affects someone’s employment. That doesn’t just mean declining a candidate for a potential new employment opportunity. It also includes situations where a particular employee who hopes to transfer into a new position is turned down or when a member of a team is denied a possible promotion.
There’s been a flood of conversation about the use of name-based background checks vs fingerprint checks in the media recently, particularly in the context of the ridesharing industry. But while fingerprinting has long been considered the gold standard of identifying criminal records, the approach has drawbacks that many employers aren’t aware of.
Below, we’ve outlined three key reasons why fingerprinting falls short and why companies should rely on name-based checks instead.
As a staffing agency, you need to have a steady supply of high-quality candidates to support your client’s ever-growing demands. Fortunately, there are more technologies than ever out there, which can help you automate your processes, speed up parts of your hiring process, and differentiate your services.
In this infographic, we share the benefits of using integrated technology, from applicant tracking systems to reference and background checks, to convert candidates in the new world of work.
The world of background checks is a complicated one to say the least. Between managing the different types of searches and complying with the Fair Credit Reporting Act (FCRA) and Equal Employment Opportunity Commission (EEOC), there’s a lot to remember and keep track of. To help you stay up to date, we’ve compiled 5 of the most common questions about background checks we hear from our customers:
Job candidates are the lifeblood of any staffing agency. However, due to rapid advances in technology, the way candidates approach the hiring process has changed. Long gone are the days when paper applications, multiple in-person interviews and lengthy staffing processes were considered the norm. Today’s candidates have come to expect a more seamless experience, comprised of simple applications, immediate feedback and a fast onboarding process. As a result, it’s become imperative for staffing agencies to not only provide this experience but also continue to adapt and evolve with their candidates.
As you start to think about your own hiring and onboarding processes, here are five simple but powerful ways you can transform how you engage and hire candidates.
Background checks play an important role in the hiring process. Even minor mistakes, like ordering the wrong package or reviewing reports inconsistently, can have serious consequences and lead to unhappy candidates, missed talent opportunities, and increased legal risk.
Whether you’re just getting started with background checks or need a quick refresher, our new eBook, The Beginner’s Guide to Background Checks, should help you get a good understanding of the basics and the laws that govern the industry.
Regardless of the role you're looking to fill, going through the hiring process is always a challenge. That's due in large part to the fact that there are so many different factors at play—from the application to the background check—which means there are numerous opportunities for things to go wrong.
Below, we've identified three of the most common roadblocks companies run into during the hiring process (along with ways to avoid them).
By Arthur Yamamoto, Director of Talent Acquisition
Research has shown that the most innovative companies employ diverse workforces. And yet Silicon Valley — widely known as the center of the tech innovation universe — has long been criticized for a lack of diversity. While Checkr’s workforce wasn’t as homogenous as many other companies in tech, we took a hard look in the mirror and realized we could do better.
We’re excited to welcome two new members to our executive team, Sangeeta Chakraborty as our VP of Customer Success and Scott Davis as our VP of Sales! Sangeeta and Scott both bring over 20+ years of experience in their field, across a wide range of industries and company sizes.
A few weeks ago, the Checkr team made the trip down to Dallas, Texas to attend the 2018 Collaboration in the Gig Economy conference—an annual gathering of gig economy companies, staffing suppliers, and workforce buyers.