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.

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

Conducting a background check on job applicants is key in deciding on  the most qualified person who is the least risk to the workplace. However, companies must take precautions with their background screening process to make sure they are treating job seekers fairly and in a uniform manner.

Here are the ABCs of avoiding hiring lawsuits with background screening.

A: Adhere to adverse action procedures.

HR professionals must understand and execute adverse hiring procedures if they decide in whole or part to deny employment based on information obtained in a background report. Pre-adverse action letters must be sent, and then a few days (usually five or more) and a final adverse action letter is sent. Follow this every single time to avoid litigation. 

Topics: Background screening, Hiring, Litigation avoidance

Remember when you just placed a want ad in the newspaper when you needed to hire someone?

Seasoned HR professionals have experienced a myriad of changes in hiring over the last decade, and new HR pros probably wouldn’t even recognize how we did it “back in the day.”

The changes keep coming!

Topics: Background screening, Hiring, background checks, 2017 Hiring, hiring process

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

Savvy HR professionals understand that, in business, every road eventually leads back to the all-important bottom line. While there are other tasks and initiatives that require attention, each and every employee should ultimately focus on holding and increasing company revenue and profit.

Operating with any other goal will take you off course quickly, wasting company time and money.

Topics: Background screening, Hiring, HR Professionals, background checks

When the weather turns colder, thoughts veer toward warm sweaters, boots, and the upcoming holidays. While many think of shopping, eating out, and parties, employers start gearing up for holiday hiring. According to a recent survey by Snagajob, 80% of employers plan on hiring extra help for the 2015 holiday season. 

Topics: Background screening, Hiring, Holiday tips

A background check is not automatically thorough and accurate, and the third party screening company you choose plays an integral role. Choosing a professional vendor for your background check reports is a key aspect of executing a safe hiring process that brings you the most qualified new employees.

Topics: background screening company, Hiring, background check, criminal records search

Background screening potential new hires is key in order to choose the most qualified candidate who is the least risk to the workplace. However, companies must take precautions with their background check process to ensure they are screening in a fair, consistent manner. Otherwise, you can end up being sued for negligent hiring!

Here are the ABCs of avoiding hiring lawsuits with background screening.

A: Adhere to adverse action procedures.

HR professionals must understand and execute adverse hiring procedures if they decide in whole or part to deny employment based on information obtained in a background report. Pre-adverse action letters must be sent, and then a few days (usually five or more) and a final adverse action letter is sent. Follow this every single time to avoid litigation. 

Topics: Background screening, Hiring, Litigation avoidance

Question: “Do you screen job candidates by performing background checks?” 

Topics: Pre-employment screening, Drug-free workplace, Hiring, background check, Drug testing

Today, most companies utilize some sort of background screening report in their hiring decisions. Whether it is a criminal records search, a drug test, or a reference check, companies are depending on the information found in a background check report to make good hiring decisions. 

Topics: Data Facts blog, Background screening, Hiring, Good hiring practices, Data Breach