INSIDE BACKGROUND SCREENING
Ban The Box By Andy Spriggs, DVP/GM Screening and Selection Services and I-9
The movement to ―Ban the Box‖ continues across the U.S. as more areas push for legislation
and policies prohibiting questions about criminal records on job applications. Roughly 70 local jurisdictions and 15 states have implemented some change to the legal requirements relating to hiring practices in an attempt to reduce discrimination by avoiding automatically filtering out candidates with a criminal record. More areas of the country may soon change their own policies to remove questions about a criminal record from the early stages of a job application.
The biggest shift to keep in mind is how and when candidates are asked about a criminal background; many companies want to ask up front to rule out candidates. In areas where Ban the Box laws or policies are in place, candidates cannot be asked about a criminal record, whether verbally or in writing, until after the first or second interview has been completed, or a conditional job offer has been made. If the candidate is selected to move past those portions of the hiring process, companies can then inquire about a criminal background and determine whether or not a reported record would adversely impact a hiring decision.
How can your organization be prepared for Ban the Box?
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2014-15 BACKGROUND SCREENING INDUSTRY BUYERS GUIDE
Best Practices When Considering Hiring an Ex- Offender
The message I want to share is simply that employers shouldn‘t be afraid to hire ex-offenders just because of a conviction. While there are cases when a candidate with a criminal record should be disqualified for the safety of your employees, clients, company, etc., there are instances when you shouldn‘t let a conviction stand in the way of your hiring decision.
On the candidate‘s side of the argument, it‘s fair to say for most—they are looking for jobs. They want jobs. Whether they spent time in prison, or simply made unfortunate mistakes in the past, many want to redeem themselves by finding a stable job. And it‘s for individuals like these that employers have the choice to look beyond the results of an employment background check. Whether you need to be convinced that hiring ex- offenders could be a good idea or you want to hear best practices for doing so, keep reading.
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HireRight’s Benchmark Report for Higher Education; Reveals Risks, Screening Trends and Practices
A new survey from HireRight focused on employment screening in higher education found that 77 % of higher education industry respondents reported screening had exposed a person who lied on a resume. The survey further found that 63 percent of respondents reported that screening uncovered issues that would not have been found otherwise.
HireRight surveyed human resources, recruiting and talent management professionals from a wide range of academic institutions, and the results revealed important trends and common practices in employment screening.
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Cost of a Bad Hire vs. Cost of a Background Check It is well known that a background check can cost someone a job, but what‘s the cost of employers not doing a background check and making bad hiring decisions? It‘s difficult to pinpoint the exact value of your employees, but we know they are worth the world to you. However, when it comes to hiring and retaining new employees—ones that you hope will have a lasting contribution to your company, you can in fact pinpoint your costs if an employee does not work out.
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According to a recent CareerBuilder survey, 42 percent of U.S. employers estimate that a bad hire cost them
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