INSIDE BACKGROUND SCREENING
Ban the Box, Credit Privacy Restrictions, Employer Best Practices & the Future of the Job Application Process
The trending legislation supporting fair hiring standards, such as Ban the Box, and the restricted use of credit reports for employment purposes, suggests that it may be a virtuous time to review your organization‘s job application and hiring processes to ensure compliance with federal, state, & local municipality regulations.
This is a brief review of the facts of the most recently adopted fair hiring policies nationwide, a discussion of employer best practices for compliance, and some thought-provoking dialogue on what future applicant tracking systems may need to consider.
Ban the Box
Referred to as ―Ban-the-Box‖ and ―Fair Chance‖ initiatives, these policies generally support the removal of the criminal conviction history question on an employer job application. As a point of clarification, these policies do not require an employer to hire candidates with a criminal background, and employers may still conduct background checks as part of their employment screening protocol. Ban the Box, and other fair chance policies, simply require the employer to wait until later in the hiring process, such as at the interview stage or a when a conditional job offer has been extended, before asking the applicant about their criminal record or conducting a criminal background check.
Employers may still exclude applicants if required by law not to consider candidates who have been convicted of a crime, thus existing laws will continue to protect vulnerable adults and children from people with certain criminal histories. Employers may still exclude applicants if a crime is relevant to the position‘s job duties.
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The Dilemma of Criminal Background Screening More than 650,000 people are released from prison every year, but few employers look to hire someone with a criminal past. In fact, most conduct pre-hire background checks and those that reveal a criminal history make many employers uncomfortable. Many employers believe that hiring people with criminal convictions heightens the risk of workplace crime and increases exposure to a negligent hiring claim. In addition to the complicated ethical quandary of how to balance concerns about safety with fairness, employers now have another factor to consider: In some cases, turning down a candidate with a criminal history can get them sued.
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2014-15 BACKGROUND SCREENING INDUSTRY BUYERS GUIDE
2014 Employers Background Screening Survey Results
The summary results are based on the survey that was conducted at the 2014 SHRM Annual Conference held on June 22 – 24th, in Orlando at the exhibit booth of
PreemploymendDirectory.com. Human Resource professionals that visited our booth were asked to to complete a questionnaire. We received a total of 165 completed surveys.
These results mark the seventh year we have been conducting this survey and reporting the results.
A key observation in reviewing the results is that organizations of all size are very focused on timely hiring and are looking for background screening providers to innovate to reduce turnaround times. It is clear that the ‗war for talent‘ is alive and well, and employers want to remove all obstacles that can slow down the process.
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