Data Facts Background Screening Blog

Hiring the best applicant is important, but there should be more weight focused on executive-level hires. For one thing, they will be at the company’s helm, driving vision and planning goals.your another, executive employees are watched more closely by the media than their lower-level counterparts. The news is full of Presidents and CFO’s who have faked degrees, lied about their experience, or been involved in unsavory behavior. A single act of bad judgment on their parts could negatively affect your company for months, or years, down the road.

Topics: social media screening, Background screening, executive hiring, Best Practices, Hiring Top Talent

As children, thoughts of the Easter Bunny made us clap with glee. And why wouldn't we? He visits our homes with gifts of yummy candy and gifts. He’s also cute and fluffy, with his big ears and cotton tail.

No one would guess he's hiding an unsavory past.

He may look adorable and harmless, but the Easter Bunny holds secrets he doesn’t want getting out to his devoted fans. If you’re an employer, you'd be surprised if you did a background check on the Easter Bunny. He would never pass!

Topics: social media screening, Hiring, criminal records search, Drug Screening, education verification, employment history

 

 

Employers are increasingly turning to social media profiles to screen their job candidates. And why not? If the individual shares posts, tweets, and photos of themselves, why shouldn’t hiring managers tap into those to build a clearer picture and form opinions about them during the hiring process?

Applicants may share information on their favorite social media channel that would valuable for a company to know BEFORE they hire them.

Topics: social media screening, social media, Employer hot topics, employer compliance, background screening process

We know our employees do it. But, do we as their employer have a right to regulate it?

We are, of course, talking about social media.

HR asks this question all the time regarding social media, and the answer can be difficult to pinpoint. Every organization must decide the protocols they want to put, if any, in place, and how to write the policy so it’s fair to the employee and protective of the workplace.

Does a company have a right to require or prohibit their employees from certain social media posts? And what are the consequences of breaking such a policy? Read on to have all your questions answered.

Topics: social media screening, Background screening, HR Professionals, Litigation avoidance, Employer hot topics, social security trace, background screening practices

HR Professionals understand the importance of properly vetting their employees. Using background checks to make certain the job candidate has the skills and education that are listed on the resume (and doesn’t have recent, dangerous crimes or drug use in their past that could be detrimental to the workplace) is an important responsibility. 

With the eruption of social media, hiring professionals have been tempted to peek at job candidates’ profiles. It could be argued, after all, that the individual shares posts, tweets, and photos of themselves. Why not use those to build a clearer picture and form opinions about them during the hiring process?

Topics: social media screening, Background screening, background check services

Here are 7 steps to follow if your company decides to utilize social media in its pre-employment screening process:

Topics: Data Facts blog, social media screening, Pre-employment screening, Background screening, 2013 hiring, background screen, background check, wordpress blog, Good hiring practices

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

2012 brought several changes to the background screening arena. The EEOC guidance on the use of criminal records, along with several states banning the box and restricting credit checks are a few of the most notable developments.

Topics: Data Facts blog, social media screening, Pre-employment screening, NAPBS accreditation, Background screening, Employment screening policy, Criminal records, Hiring, background check, wordpress blog, Good hiring practices, E-Verify

The big kahunas are a different breed of animal to recruit and hire, and the way their backgrounds are screened should be, too.

Topics: Data Facts blog, social media screening, Pre-employment screening, Background screening, Employment screening policy, faking degrees, 2012 hiring, fake diplomas, executive hiring, Hiring, background check, Small business hiring, degree fraud, wordpress blog, Good hiring practices