No pets in the office. No carrying over unused vacation days into the next fiscal year. No letting guests into the building without first having them sign in at reception.
These are all examples of clear-cut, blanket policies that may make sense in a lot of organizations. “No hiring someone with a criminal record” is not—and trying to apply such a policy can get companies in serious trouble.
In October 2018, for example, the U.S. Equal Employment Opportunity Commission (EEOC) announced it had come to a voluntary agreement with a retail firm that had been hit with racial discrimination allegations over a job candidate whose employment offer had been rescinded. A background check on the candidate revealed a criminal record, but the EEOC wanted the organization to ensure it followed guidance it first released in 2012, which stipulates that blanket exclusions based on that kind of discovery are not permitted by law.
The retailer has since revised its hiring practices to include more specific questions on criminal history and provided mandatory training to essential employees on an annual basis. All of this could have been avoided through Individualized Assessment, a process that’s highlighted in our new eBook, The Beginner’s Guide To Background Checks.
If you’re unfamiliar with Individualized Assessment or haven’t applied it in your organization so far, this post will give you a better overview of what’s involved, and how to set yourself up for success.
Today more than 90% of the American population has a smartphone. In 2018, those Americans spent 1,460 hours on their smartphone and other mobile devices (equivalent to 91 waking days). So it should come as no surprise that businesses are putting their best foot forward when it comes to mobile. Consumers can now buy products, use services, and schedule appointments all with a few taps on their phones. However, despite this upward trend, not all businesses have incorporated mobile into their hiring processes. As a result, they’re missing out on a lot of potential talent (in fact, over 90% of job seekers use their phones to find a new role). If you’re one of them, here are three important reasons you might want to make mobile a part of your hiring strategy.
Every year, companies, big and small, gather at the JobTrain Bridge Summit to share their knowledge and ideas, celebrate innovation and inclusivity, and learn new methods to help develop a talented and diverse workforce. This year, our very own VP of Talent, Arthur Yamamoto and Manager of Mid-Market Sales, Ian Harriman attended the event on behalf of Checkr and accepted the 2019 Innovation Award! The Bridge Innovation Awards are an opportunity to honor the new, experimental models within the company with exceptional hiring practices for people with nontraditional backgrounds.
We’re excited to welcome Lydia Varmazis as our new VP of Product! Lydia comes to Checkr with over 20 years of product experience at some of the world’s most prominent companies. Most recently, Lydia served as SVP of Product at Westfield Retail Solutions and has held senior leadership roles at Paypal, where she managed the identity platform, Ning, and Adobe, where she moved Creative Suite from a desktop model to the Creative Cloud.
Incarceration rates in the US have skyrocketed in recent years. Today, 70 million Americans (or one in three adults) have a criminal record. And that criminal record can follow a person for decades, making them feel imprisoned long after they’ve served their time and paid their debt to society.
The formerly incarcerated are no different from any other American. They need stable, long-term employment to gain a sense of financial security, support themselves and their families, and feel like a positive, contributing member of their communities—all of which help lower recidivism rates and keep people from re-entering the prison system.
But having a criminal record presents a unique—and often demoralizing—set of employment challenges. Due to their criminal history, workers are often immediately ruled out for job opportunities, even when they’re qualified, and often without so much as an interview ( studies show that having a criminal record reduces employer callback rates by 50%). These challenges, in large part, are the driving force behind fair chance hiring.
If you’re new to fair chance hiring and are considering implementing it into your organization, this guide should help you understand what goes into the process, the benefits that stem from it, and how you can get started today.
Recently, our CEO and Co-founder, Daniel Yanisse, sat down with Yahoo Finance’s Adam Shapiro and Brian Cheung to discuss Checkr’s AI-driven approach to background checks and how we’re working to transform the industry. You can watch the full 3 minute interview below:
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 a copy of 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: