Data Facts Background Screening Blog

Colorado Enacts ‘Ban the Box’ Legislation Effective September 2019

Posted by Ryan P. Lessmann

Jun 27, 2019 8:40:00 AM

This article was written by Ryan P. Lessmann and first appeared on the National Law Review website.

In an effort to prevent persons with criminal records from being automatically ruled out for job vacancies, Colorado Governor Jared Polis has signed “ban the box” legislation. The new law will go into effect in September 2019 for employers with at least 11 employees, and employers with fewer than 11 employees have until September 2021 to comply.

This makes Colorado the 13th state to enact “ban the box” legislation for private employers.

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Topics: Colorado, Background screening, Hiring, Ban the Box, Employer use of criminal records

7 Things HR Professionals Need to Know About Choosing the Best Vendors

Posted by Stewart Gott

Jun 14, 2019 9:52:00 AM

It probably doesn’t keep us up every night, but our company vendors are extremely important. They make certain our processes run smoothly, our shelves stay stocked, and we have access to necessities like the internet, copiers, and phone systems.

HR vendor partners are especially important. After all, what’s more critical to organizational success than their human capital?

HR is typically in charge of vendors that include recruiting companies, job boards, Applicant Tracking Software (ATS) systems, background check companies, payroll services, and employee training vendors. This list isn’t exhaustive, but it shows that HR shoulders significant responsibility in choosing vendors that are reputable, dependable, and perform well. Toss in the hundred other projects HR handles and it’s easy to see why thoughtful consideration of every vendor can seem overwhelming. However, if HR makes the wrong vendor decisions, there may be costly and long-term consequences to the company.

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Topics: Third Party Vendor Management, Employer hot topics, hiring process, Vendor Management, choosing the best vendors

New York City Bans Pre-Employment Testing for Marijuana Use

Posted by Murtha Cullina

May 17, 2019 1:05:00 PM

Data Facts strives to inform our clients of the ever-evolving laws and regulations affecting their background screening process. This article first appeared on the JDSupra website. 

Effective May 10, 2020, New York City’s Human Rights Law will prohibit employers from requiring job applicants to submit to a marijuana or THC drug test as a condition of employment, with some limited exceptions. The NYC law is the first to ban pre-employment testing, but likely not the last in light of increasing momentum to legalize the recreational use of marijuana. 

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Topics: Pre-employment screening, Drug Screening, background check services

Automated Tools HR Needs to Understand

Posted by Sonya Weathers

Apr 24, 2019 2:00:00 PM

Whoever first said, “Nothing stays the same except change”, should have received a big prize because it’s true. HR Professionals can testify everything about the way people are recruited, hired, and onboarded constantly evolves and shifts.

In the last few years, technology that affects HR has moved in dog years: Each one feels like seven. How can HR pros, who already have a dozen important tasks on their plates, keep up and stay relevant?

It’s a difficult question.

Here are 5 important directions hiring technology is moving. HR pros must understand these so they can stay competitive in the current environment.

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Social Media Background Checks: Are They Okay?Ask #HR Bartender

Posted by Sharlyn Lauby

Apr 4, 2019 10:50:12 AM

Data Facts periodically shares insights from other publications that are relevant to our audience. This article was written by Sharlyn Lauby of #HRBartender and first appeared on HR Bartender.

I knew that today’s title will get your attention. I’ve been waiting for someone to send me this question! I’m sure this reader’s note will resonate with many: 

I have a question regarding social media. Last year, we came across a candidate who had a number of recent social media posts expressing racially charged views. We decided not to move this candidate along in the selection process as these posts didn’t reflect our company’s values. Our thought process was:
1) They’re a reflection of our brand and we don’t want to be associated with those views and,
2) Those views probably wouldn’t be good for employee morale. 
Were we wrong to use social media in this way? Is there a legal issue with making decisions like this in the future? Would appreciate your insight!
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Topics: Background screening, social media, Employer hot topics, industry expert, background checks, background check services

How to Rock Your Candidate Experience in 2019

Posted by Lisa May

Feb 4, 2019 10:00:00 AM

“A recent survey by CareerBuilder found that 44% of businesses are looking to hire full-time employees and 51% are planning to hire temporary employees. But 45% of those surveyed said they are unable to fill the much-needed positions due to the lack of qualified talent.”

The booming economy is creating many jobs. The older Boomers are leaving positions that are difficult to fill. These scenarios, coupled with the fact that the unemployment rate is hovering around 4%, the fight for high-performing employees might feel a bit like The Hunger Games. High-quality candidates are probably measuring your company and its offerings against multiple other organizations.

Their decisions could well be determined by how they are treated during the recruiting and interviewing process.

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Topics: background checks, candidate experience, company culture

7 Smart 2019 Background Screening Resolutions HR Should Make NOW

Posted by Julie Henderson

Dec 19, 2018 10:29:42 AM

With record low unemployment, finding, recruiting, and keeping high performing employees in your organization will be more challenging in 2019 than in the recent past. Even so, it’s entirely possible to be productive and successful in your hiring endeavors. It just takes planning and commitment.

2019 in business-1

Here are 7 smart resolutions relating to background check processes that are essential for HR to consider in 2019 and beyond.

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Topics: background screening company, background screen, Compliance, adverse action procedures, background checks, background screening practices, background check services, hiring process

Confusing Background Check Disclosures Can Result in Employer Compliance FCRA Trouble!

Posted by Nadia D. Adams

Dec 4, 2018 10:23:57 AM

Data Facts strives to keep our clients informed about the importance of diligent and consistent compliance in their background check processes. This article was written by Nadia D. Adams and originally published online at The National Law Review.

On November 29, 2018, the Ninth Circuit Court of Appeals issued a decision in Mitchell v. Winco Foods, No. 17-35998, 2018 U.S. App. LEXIS 33483 (9th Cir. Nov. 29, 2018); a Fair Credit Reporting Act (“FCRA”) case on appeal after the U.S. District Court for the District of Idaho granted the defendant’s motion to dismiss the case for lack of standing.

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Topics: FCRA, Litigation avoidance, adverse action procedures, Employer hot topics, employer compliance, employment laws

Be A Hiring Ham: Audit Your Hiring Process Now for 2019 Success

Posted by Maddie Bradin

Nov 30, 2018 9:52:02 AM

Nobody wants to be a turkey. That’s why Human Resource professionals must maintain diligence and consistency to create the most relevant, efficient hiring process possible.

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Topics: Pre-employment screening, Employment screening policy, unlawful discriminatory hiring practice, background check services, hiring process

Why HR Should Add Driver Screening to Their Hiring Process

Posted by Susan McCullah

Oct 31, 2018 1:06:16 PM

Driving is risky. Rampant smartphone use, construction, weather, and a variety of other factors work against drivers. It’s especially challenging for those who drive for a living. Add to that long hours of exhausted driving, potential issues with drugs or alcohol, and the chances of causing or being involved in an accident are above average.

At first glance, HR Professionals may think this article doesn’t pertain to them if they work in an industry besides transportation. However, organizations offering deliveries or employing a traveling sales staff are open to the costly risks that having drivers on the payroll brings.

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Topics: Background screening, HR Professionals, driver screening, hiring process

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~~Susan McCullah is the Marketing Project Manager/ Background Screening Division for Data Facts, Inc, a 25 year old Memphis based company. Data Facts Inc -an NAPBS accredited company- is a leading provider of employment screening solutions. Check out our website for a complete explanation of our services.