By the very definition of the title Human Resources professional, the focus is primarily on, well, humans. HR is responsible for employee interactions, policies and procedures, choosing the best new hires, and many other responsibilities involving people.

Topics: background check, HR Professionals, background screening practices, hiring process

 

Topics: Pre-employment screening, Background screening, background check, post-employment screening, negligent hiring, driver screening, background check services

Over the years, we have seen our background check tools unearth many scary surprises that were hiding deeply in applicants’ histories. Job candidates who look perfect and sound great can still harbor dangerous skeletons in their closets, and those can be detrimental to the safety of your workplace.

Topics: Background screening, background check, Litigation avoidance, 2017 Hiring, hiring process

This article was originally posted by National Association of Professional Background Screeners at http://www.napbs.com/NAPBS/assets/File/NAPBS_Survey.pdf

As employers seek to make informed decisions related to their hiring, ensure safety in our workplaces and communities, and retain the most qualified candidates and mitigate risk, they are increasingly turning to a professional background check to accomplish their goals.

Topics: Employment screening policy, background screening company, NAPBS, background check, HR Professionals, background screening practices

This information was originally posted on SHRM.org by Jennifer Mora

When it comes to legislation restricting employer use of criminal records, California seems to be leading the charge.

In the last six months alone, we have reported on a variety of new laws that apply to a California employer that uses criminal records as a background check in pre-hire and other employment decisions. 

Topics: Background screening, background check, Ban the Box, Employer use of criminal records

Educating our clients on important industry changes and regulations that affect their businesses is one of Data Facts' top goals.

California employers, and companies with branches or divisions in California, should familiarize themselves with the following information. 

*Originally posted on Littler.com by Jennifer Mora. 

In April 2012, the Equal Employment Opportunity Commission (EEOC) issued its long-awaited “Enforcement Guidance on the Consideration of Arrest and Conviction Records in Employment Decisions Under Title VII of the Civil Rights Act of 1964” (2012 Guidance).  The 2012 EEOC Guidance does not prohibit employers from using criminal records, but outlines best practices that the EEOC advises employers to follow, including a recommendation that employers, among other things: (1) remove from employment applications the question that asks job applicants to self-disclose their criminal record; (2) not make an employment decision based solely on the fact of an arrest record; and (3) conduct an “individualized assessment” before rejecting an applicant or terminating an employee because of a conviction. 

Topics: Criminal records, background check, EEOC, background screening practices

Data Facts wants to educate our clients on compliant best practices with their background check policies. Simple errors can be considered a willful violation of the FCRA. Don't fall victim to expensive lawsuits due to negligence or lack of oversight!

~Originally posted at JD Supra Business Advisor by Abigail Green

In a case of first impression, the Ninth Circuit ruled that an employer willfully violated the Fair Credit Reporting Act (FCRA) by including a liability waiver in a disclosure and authorization form that it provided to a job applicant. As a result, the employer could be held liable for statutory damages ranging from $100 to $1,000, punitive damages, as well as attorneys’ fees and costs, even though the employee did not suffer any actual harm. Syed v. M-I, LLC, 2017 WL 242559 (9^th Cir. 2017).

Topics: Pre-employment screening, background check, FCRA, Litigation avoidance, background screening practices

Scary scenarios are blasted over the news quite often these days. 

“Company 123 has broken "Ban the Box" rules"

"Company 456 has been sued for millions because of negligent hiring practices"

"Company 789 is liable for big bucks because their hiring practices are discriminatory"

These examples are proof that it's time to take your background check process seriously. While it may seem overwhelming to try to create and execute compliant hiring practices, all it takes is a bit of organization and education. 

Topics: background screening company, Hiring, background check, Data Facts, background screening practices, employer compliance

As a Millennial, I see how my generation is increasingly pinpointed as the social media obsessed, entitled, spoiled, lazy brat kinds of people. But, in all fairness, all generations have their negative characteristics. There are several unique advantages to hiring Millennials as we are slowly filling in the Baby Boomers shoes.

Topics: background check, Millennials, Generation Y, 2017 Hiring

HR Professionals know just how important education can be as a foundation for shaping a qualified employee. There are many positions where a bachelor’s, master’s, or PhD. is imperative when choosing the person to fill it.

Unfortunately, this requirement can turn people into, well, truth-stretchers.

Education is one of the biggest areas where job applicants fudge or completely fabricate information on their resumes and applications. Maybe they lack a few hours from getting their degree, or maybe they never even stepped foot in one single class!

Topics: Background screening, faking degrees, background screening company, background check, degree fraud