When Checkr first opened its doors in 2014, we were a small team working out of a warehouse in the Potrero Hill neighborhood of San Francisco. It’s where we built the foundation of our product, brought on our first customers, and laid the groundwork for our mission of building a fairer future. We’ve come a long way since then, from rolling out new, innovative products to growing our headquarters to over 300 employees. To keep up with the rapid growth and scale our business, we knew we had to expand and tap into new pools of eager, passionate talent. That meant looking beyond our California HQ and extending Checkr across the United States. To that end, we’re excited to share that Checkr will be opening its second headquarters in Denver, Colorado.
We’re thrilled to announce Cory Louie has joined Checkr as Chief Trust & Security Officer, where he will lead information and physical security, risk and compliance, privacy and strategic trust initiatives. Cory will serve as a member of the Executive Team, reporting into Daniel Yanisse, our CEO and co-founder.Cory joins Checkr at an inflection point in our business as we continue our trajectory as the leading provider of modern and compliant background checks. In four years, we've scaled to run 1.5 million background checks per month for more than 10,000 customers, supporting the hiring needs within the sharing economy, enterprise companies, and other organizations.
The rise of search engines has made it easy—maybe a little too easy—to believe that we can look up almost anything, near-instantly, with little more than a couple of keystrokes.
A few weeks ago, the state of California introduced legislation to automate expungement of arrests and low-level convictions, which currently qualify for expungement under existing law. With this new bill, California is taking active steps to removing a major barrier for people with criminal records.
Today’s staffing agencies are facing more competition than ever before. Whether it’s from large Online Staffing Platforms, such as Wonolo, Field Nation, and BlueCrew, or from the new players in the On-Demand economy, including Uber and Postmates. These companies have really changed the game when it comes to providing a seamless application and onboarding process for candidates. As an agency, you’ll want to consider how much you invest in updating your processes, whether you decide to build a platform in-house, buy a white-labeled online staffing platform or select vendors that will automate the most critical parts of your process, you need to develop a strategy to attract candidates to maintain your competitive edge.
Even if you’re staffing agency who doesn’t directly compete with these new platforms, it’s still a good idea to study them. You should be thinking about how to optimize parts of your process to improve the candidate experience, and since no one is doing it better than these companies, they’re the ones you’ll want to emulate as you adapt your strategies.
Here are 10 helpful questions to consider as you start to think about monitoring your competition:
Artificial Intelligence (AI) is making waves in nearly every industry, and HR is no exception. 80% of executives believe AI will improve productivity and performance at their business. Meanwhile, companies are already using the technology to schedule meetings, suggest replies to an email, start conversations with visitors on their websites, and automatically analyze data for new trends or threats.
In particular, we’re seeing AI being used in the realm of recruiting and hiring. In fact, more than half of HR managers in the U.S. believe they will regularly use AI in their work within the next five years. However, despite all the hype around the technology, many businesses are still slow to incorporate it into their processes. If you’re one of them, here are a few reasons why you need to start incorporating AI into your hiring process.
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.