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

As we merrily trot into the new year, there are probably 1000 tasks on our plates. As always, hiring the right people is one of the big ones. With the economic climate changes and Millennials flooding the workforce, HR professionals must re-think, revise, and re-new the way they use all hiring tools, especially background screening. Here are six employer new year's resolutions to rock 2016 hiring!

#1: I will be thorough. Slapping a database search order through the system and marking an applicant "screened" is, say it with me, Bad! Bad! BAD!

Topics: Background screening, NAPBS, background check, EEOC, HR Professionals

Last week, we discussed several issues that employers needed to be aware of before using background checks in their hiring process. This week, we will expand on that information. (This information was taken from a joint publication of the Equal Employment Opportunity Commission and the Federal Trade Commission.)

Using Background Information

EEOC
Any background information you receive from any source must not be used to discriminate in violation of federal law. This means that you should:

Topics: Data Facts blog, Pre-employment screening, Background screening, Employment screening policy, background screening company, Criminal records, NAPBS, background screen, background check, criminal records search, FCRA, 2014 hiring, wordpress blog, Good hiring practices, EEOC

By Sharlyn Lauby

Topics: Data Facts blog, NAPBS accreditation, Background screening, Hiring, NAPBS, background screen, credit checks, background check, credit reports, FCRA, 2014 hiring, wordpress blog

Today, the majority of companies are now utilizing background screening for hiring purposes. The term ‘background screening’ broadly encompasses criminal, drug, assessment testing, and education and employment verification.
It is integral to the success of the background check process for a company to take the time to make certain their policy for screening applicants is really helping in avoiding bad hires.

Topics: Data Facts blog, Pre-employment screening, NAPBS accreditation, Background screening, Employment screening policy, Hiring, NAPBS, background screen, background check, 2014 hiring, wordpress blog, Good hiring practices

This week, we will finish up our list of top 10 background screening mistakes.
Here are the final 3:

Topics: Data Facts blog, Pre-employment screening, NAPBS accreditation, reference check, Background screening, Employment screening policy, faking degrees, fake diplomas, background screening company, Criminal records, NAPBS, background screen, background check, criminal records search, degree fraud, resume lies, 2014 hiring, wordpress blog, Good hiring practices

Companies that utilize background screening products as part of their hiring process are more likely to weed out a potential employee who would be dangerous or risky to the workplace. Background screening an applicant can bring to light mistruths contained in the resume, or unsavory activities that would be detrimental for a company to take on.

However, a background screening process is only as effective as the amount of thought that goes into developing it. Data Facts has seen many mistakes in background screening practices that can result in a screening process that is unfair and unsuccessful. Over the next few weeks, we will be discussing the top 10 Mistakes that can result in your background screening practices not being the best possible.

Topics: Data Facts blog, Pre-employment screening, NAPBS accreditation, Background screening, Employment screening policy, background screening company, Criminal records, Hiring, NAPBS, background screen, background check, criminal records search, 2014 hiring, wordpress blog, Good hiring practices

Minnesota recently joined a small but growing number of states by signing a law into effect that prohibits all employers from inquiring into an applicant’s criminal history in the initial application process. This law-which took effect January 1, 2014-prohibits private employers from inquiring into, considering, or requiring the disclosure of an applicant’s criminal record or history until either:

Topics: Data Facts blog, Pre-employment screening, NAPBS accreditation, Background screening, Employment screening policy, background screening company, Minnesota, Criminal records, Hiring, NAPBS, background screen, background check, FCRA, 2014 hiring, wordpress blog, Good hiring practices, EEOC

When it comes to screening an applicant’s background, knowledge is power. The more knowledge a company collects about an applicant, the better that company can be at discerning whether or not the applicant is a good ‘fit’.

As more and more people sign on to Facebook, Twitter, Pinterest, and the many other social media sites available, hiring professionals are becoming more tempted to take a peek at the information before hiring an applicant. Who can blame them? There is virtually a goldmine of potentially valuable information to be gleaned from a person’s profile, blog, photographs, or collection of tweets. Companies could benefit greatly by knowing about an applicant's online presence up front.

Topics: Data Facts blog, social media screening, Pre-employment screening, NAPBS accreditation, Background screening, Employment screening policy, 2013 hiring, social media, Hiring, NAPBS, background screen, background check, wordpress blog

Colorado is joining 8 other states that prohibit employers from using credit information for employment purposes. This law-named the Employment Opportunity Act, Colo. Rev St 8-2-126- will go into effect July 1, 2013.

Topics: Data Facts blog, Colorado, Pre-employment screening, NAPBS accreditation, Background screening, 2013 hiring, worpress blog, NAPBS, background screen, Good hiring practices