Checkr Blog

Marc Diouane Joins Checkr as Chief Business Officer

Checkr’s mission is to build a fairer future by improving our customers’ understanding of the past. As we work to achieve this audacious goal, we need the right executive leadership in place. So when we were looking to add to our existing team, we sought a Chief Business Officer who believed just as deeply in our mission, shared common values, and had the level of expertise needed to help usher in the next chapter of Checkr’s growth.

We’re excited to announce today that we’ve found that in Marc Diouane, who has joined Checkr as Chief Business Officer. In his role, Marc will lead the Sales, Customer Service, and Business Development teams and serve as a member of our Executive Team, reporting into Daniel Yanisse, our CEO and co-founder.

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These 5 companies are winning the talent war, and you can too

How do you succeed in HR and recruiting at a time when there are many more open positions than people to fill them? With unemployment at a 50-year low, candidates can afford to be picky.

We looked under the hood of five companies who’ve succeeded in attracting top talent, even when the odds were stacked against them. While they’ve all taken different approaches, there are lessons to learn from each one:

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4 Ways to Improve Recruiter Productivity with Checkr Health

Checkr Health can help improve your recruiters’ productivity with easy-to-use features that put them in control. Using 4 techniques in the drug screening process, you can reduce candidate drop off, lower acquisition costs and free up more time for recruiting. With increased flexibility to solve candidate problems, recruiters can facilitate a better candidate experience. Here are the 4 ways Checkr empowers your recruiters to improve the drug screening process:

1) Send Passport
Candidates often don’t realize that they need to bring a print-out of their passport with them to the lab or in some cases, may misplace their copy. While this is a crucial component of a successful drug screen, there isn’t a quick fix recruiters can offer them should they forget.

Resend a passport directly to a candidate’s email with a click of a button. This allows the candidate to move forward in the process quickly and lets the recruiter focus on more important tasks.

                                                               ↑ Improved Candidate Experience
                                                                           ↓ Less Time Wasted

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From Brené Brown to The Future of Work: 5 Books You Need to Read as an HR Leader

Looking to stay current with the latest strategies and trends in HR? If so, there’s no shortage of books dedicated to ideas and topics that matter to you. The question is, how do you sift through them all and find the best ones?

We’ve done our due diligence and compiled a list of five of the best new books that delve into topics essential to the world of HR. They all bring a fresh perspective to problems you’re likely to be facing. Whether you’re struggling with the talent shortage or dealing with the many pressures of leadership, these books deliver sound, practical advice along with a dose of inspiration.

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Talent is harder to attract: here are seven ways to make sure you’re ahead of the competition

It’s no secret: competition for the best talent is heating up. Skilled professionals have choices and they know it. In today’s market, you risk losing out on the best talent if you don’t make the candidate experience a top priority.

By candidate experience, we mean all of the interactions a job applicant has with you during the recruiting process, from the first contact all the way through to onboarding—or rejection. The HR nonprofit The Talent Board estimates that companies that provide a great candidate experience will see over $3M in added revenue each year.

Every time you list a new job opening, you’re putting your company’s reputation on the line. Candidates can and will talk with peers and friends about their experiences with your company. In fact, research shows that an overwhelming 35% of candidates go online and share negative experiences, meanwhile, 60% are likely to gripe to friends and family. Bad reviews on sites like Glassdoor or gossip among industry peers will damage your brand and make it harder for you to attract quality applicants.

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The rise of background check discrimination lawsuits—and how to get ahead of them

Sports and entertainment giant Madison Square Garden recently reached a $1.3 million deal to end claims that it used criminal convictions from background checks to deny employment to minority applicants with criminal records without investigating the reports or giving candidates a chance to dispute them. With this deal, Madison Square Garden joins a long list of companies, including Macy’s and 7-11, who've found themselves in violation of federal laws, including the Fair Credit Reporting Act (FCRA) and the Equal Employment Opportunity Commission (EEOC). Earlier this year, Delta Airlines ended up in a similar situation when they failed to provide job applicants with standalone background check disclosures, resulting in a $2.3 million settlement and a string of bad press.

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Introducing the Fair Assessment Course and Certification, A New Way to Reach Talent

The US unemployment rate recently fell to its lowest level in half a century in May, capping the longest streak of job creation in modern times. However, despite the consistent job growth, for people with criminal records or a history of incarceration—that’s nearly one in three Americans—the number of obstacles and stigmas to securing work are still at an all time high.

As a hiring platform that performs background checks, Checkr strives to leverage its role in the employment process by educating employers to recognize the background check as just one component of a person’s story. And as competition for talent continues to intensify, companies need to start considering these candidates who may have been previously overlooked to open up new talent pools, while being mindful of laws that protect candidates from discrimination. They need to understand that accepting candidates with criminal records can help up them open up new pools of talent and gain an advantage for their business. 

That’s why we’re proud to announce the launch of our Fair Assessment Course and Certification, an online course that establishes Fair Assessment as a way to build a fairer hiring process. Attendees are taken through best practices and strategies to review background checks and scenarios that are commonly encountered in hiring decision making.

By the end of the course, they can:

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Internet Trends 2019: Checkr Highlighted as Driver of Economic Growth

The long-awaited Mary Meeker Internet Trends report is back, and we’re excited to share Checkr has been cited as a major enabler of the gig economy. Specifically, the report highlights the role Checkr has played in helping companies hire more than 20 million applicants in five years.

In addition to Checkr’s inclusion, the report delves into the rapid growth of the gig economy and the opportunities and efficiencies it’s yielded for companies and individuals alike. You can look through the report in its entirety and travel back in time through the full internet trends reports archive here.

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5 Signs You Might Be Ready to Switch Background Check Vendors

Breaking up is hard to do — especially when you’ve invested a lot in the relationship.

That’s not just true of personal relationships, but in our professional relationships as well, particularly the vendor partners we rely on to get everyday tasks done.

In some cases, companies are quick to realize it’s time to change vendors. When the cost of a service goes up without a corresponding increase in value, for example, it may be time to cut ties — or at least start doing some comparison shopping. In other cases, vendors simply disappear by going out of business or being acquired, leaving customers scrambling for alternatives. For the most part, though, it can seem easy to stick with the status quo when there’s no dramatic or compelling event that makes switching an obvious next move.

HR departments or other business functions that initially chose a background check vendor, for instance, may have gone through a detailed review of vendors that took a lot of time and effort. Even if the service has become a bit poor or there are some gaps in what’s offered, the temptation might be to stick with the devil you know.

Unfortunately, waiting too long can put companies in jeopardy of greater risks that impact their business in multiple ways. These can range from a failure to attract the best possible talent to falling out of step with background check laws such as the federal Fair Credit Reporting Act (FCRA). At that point, the process of switching is compounded by the added pressure of dealing with a crisis or burning need, which may get in the way of a more thoughtful selection process.

This is not unlike dealing with an employee who once met or exceeded expectations but slowly slid into a pattern of showing up late, missing deadlines, and making costly mistakes. It’s always better to be proactive in assessing the talent and capabilities you have in place against the needs of the organization.

With that in mind, here’s a checklist of things to consider as part of an ongoing self-assessment of your background check vendor that may help identify the moments to form a new relationship:

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5 Trends Shaping the Future of HR Today

With what feels like a new transformative business technology emerging every day, it can be a struggle to keep up with all the latest trends. This is especially true for HR departments, whose increasing impact on an organization’s overall performance is reflected by the extraordinary expansion of the HR management market.

With so much activity around HR, it can be hard to pinpoint what’s really important. Fortunately, recent research by Ardent Partners on the future of hiring has highlighted five key current and future trends.

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