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Podcast Sponsored by: Correct Background
How is background screening impacted in an more and more remote-first world of labor? Little doubt, the pandemic has reshaped the office. And in some ways, it’s right here to remain. A report by Ladders revealed that by the top of this yr, 25% of all jobs in North America will likely be distant. With that in thoughts, employers must adapt their background screening practices to the brand new regular of distant work.
Our Visitor: Chief Compliance Officer at Correct Background
On our newest #WorkTrends podcast, I spoke with an skilled trade skilled and SME on background screening, drug testing, and HR Expertise from our particular visitor, Correct Background. We requested him to inform us the fundamentals each employer must learn about background checks. He explains:
One of the best ways to open the dialog right this moment is to remind employers that background screening is closely regulated. We’re speaking about federal legal guidelines, the Honest Credit score Reporting Act, and state legal guidelines. These are along with the obligations that employers have beneath their federal FCRA and even native legal guidelines.
The Vary of Background Screening
Each employers and candidates should perceive the background screening fundamentals and the several types of background checks.
There’s all kinds of issues that employers make the most of all through the screening course of. Felony historical past info is one. A subset that we name verifications is one other. Verifications vary from skilled life license verification, employment verification, and training historical past. After which there are issues like drug exams, credit score experiences, and driving data.
Consent – Sure or No?
Background checks are employers’ principal technique of securing details about potential hires from sources apart from the candidates themselves. Due to this fact, we requested if acquiring consent from the candidate is required earlier than conducting a background test.
Oh, it’s required, and it’s required, and it’s required once more. So employers, beware. Your disclosure is known as a important piece of the background screening course of. Should you’re going to do a credit score report, inform them you’re doing a credit score report. In some states, you even have to inform them why. Felony historical past checks, private or skilled reference checks…all want consent.
What if a candidate refuses?
Most employers are conducting background checks contingent on a suggestion. If the candidate doesn’t wish to authorize the background test, they don’t transfer ahead with the method. And employers are effectively inside their rights to leverage that, however they need to actually state it of their coverage.
Social Media
Social media websites could seem to be easy-to-access details about a possible job candidate. However is it acceptable or moral for corporations to scrutinize social media? What are among the pitfalls that employers must keep away from?
Employers, hear me now, don’t go on Fb or Instagram or TikTok and even LinkedIn and take a look at your candidates your self. That’s an enormous mistake. You wish to have interaction with an expert group that’s doing this in a way that’s according to EEOC tips.
An expert social media display screen will deliver again details about whether or not or not an individual is engaged in actions that might doubtlessly current a danger to the group. Data to assist making a decision that’s in the end in regards to the true danger to the corporate and never only a private opinion or unconscious bias.
The Marijuana Tradition Shift
Latest years have seen a major tradition shift in how using marijuana is seen. It’s authorized in some states and changing into authorized in lots of others. So what ought to employers be cautious of right here?
There are nonetheless federal legal guidelines and federal mandates in place for drug testing, the place it doesn’t matter what the state legislation is. Beneath any legislation the place marijuana is authorized, an employer doesn’t need to accommodate use within the office. There are numerous rising state legal guidelines or legal guidelines at the moment in place associated as to if or not you may check for marijuana pre-employment. Or whether or not you should use a constructive check end result for marijuana in an employment-related choice. However every a type of additionally has exemptions.
Adapting to the Distant Local weather
Background screening shouldn’t take a again seat on this distant work local weather. It’s essential to know the danger profile of somebody who will likely be typically unsupervised but nonetheless representing your organization.
Take some extra due diligence to make sure that you already know who your candidates are, that they’ve performed what they are saying they’ve performed, and that there’s nothing inside their danger profile that will likely be harmful to your organization’s popularity.
I hope you discovered this current episode of #WorkTrends informative and galvanizing. For extra info on candidate screening and background test options, go to Correct Background.
And, please mark your calendars! On Wednesday, Might twenty fifth from 1:30pm – 2:00pm ET, our #WorkTrends Twitter chat focuses on Background Screening within the Hiring Course of, sponsored by Correct Background.
Subscribe to the #WorkTrends podcast on Apple Podcasts or Stitcher. Make sure you observe our #WorkTrends hashtag on LinkedIn and Fb, too, for extra nice conversations!
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