Data Facts Background Screening Blog

Smart HR Professionals know that mediocre employees can, with time and coaching, sometimes become high performers. Unfortunately, the opposite is also true.

Topics: Employment screening policy, background checks, employer compliance, background check current employees

Running a background check on your potential employees is a smart, easy, cost-effective way to gain insight into their history, experience, and behaviors. Serious issues that may not be apparent on a person’s CV or in the interview may be uncovered with a simple criminal records search or employment verification.

Topics: Criminal records, background screen, background check, background checks, background screening practices, hiring process, choosing the best vendors

We’ve all heard the saying “you get what you pay for” but do any of us follow those words of wisdom all the time? Cheaper prices are tempting because it lets us keep money in our pocket to spend on other things.

Topics: Background screening, background checks, Vendor Management, choosing the best vendors, background screening process

Background screening is an essential part of hiring. It helps you land the best people for both the job and your workplace. 9 out of 10 companies today use some type of background check for their hiring process.

It’s important that HR professionals and others involved in hiring understand there are compliance requirements for using background screening information to help make hiring decisions. One of the most crucial, and the most misunderstood, is the adverse action requirement.

If you decide not to hire a person because of the background check, your responsibility doesn’t end there.

Topics: background screening company, FCRA, Good hiring practices, EEOC, adverse action procedures, background checks

“I don’t believe you.”

While we probably don’t need to come right out and say that to job candidates’ faces, it’s important to understand that everything they are telling you may not be the whole truth.

Topics: Background screening, faking degrees, background screening company, background screen, background check, resume lies, 7 steps, Best Practices, social security trace, background checks, background screening practices, Verifications

To say 2020 came in like a fire breathing dragon on a drunken bender is putting it mildly. But don’t let business complications stemming from COVID-19 knock you off your game. HR must move forward in their efforts to serve their company’s job applicants and employees well.

Topics: background check, criminal records search, background checks, hiring process, candidate experience, Coronavirus, COVID-19, QuickApp

The United States is dealing with the spread of the Coronavirus and it’s affecting all aspects of life. Some industries are laying off workers as their operations slow down or close, while other industries, like healthcare, are ramping up.

If your organization is in a segment that is keeping business as almost-usual, you might be trying to move forward with hiring plans to fill open positions. But how?

Topics: reference check, background screening company, background check, background checks, hiring process, Coronavirus, COVID-19

Employers may spend weeks, or even months, recruiting, scouring resumes, and interviewing. Hiring managers might believe they found the perfect candidate, only to find unacceptable information during the background screening process.

Topics: adverse action procedures, background checks, background screening practices, Employer use of criminal records, background check services

Trick or Treat!

Topics: Good hiring practices, background checks, background screening practices, hiring process

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!

Topics: Background screening, social media, Employer hot topics, industry expert, background checks, background check services