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TRUE HIRE ADVANTAGE
We talk about your hiring process, and learn the needs of both you and your company.
We identify the best screening solution for your company and how we plan to integrate into your current ATS platform.
We streamline the process to automate the intricacy of background checks for large organizations.
It is a common misconception that employers will find out if an employee has committed a crime because they would miss work, but that is not always the case.
Studies show that approximately one in four Americans have some type of criminal record, and according to the Bureau of Labor Statistics, the average American worker stays with an employer for a little over four years. This presents significant risk for companies with tenured employees that may have passed an initial background check but could have picked up a serious record or two since. It is useful to conduct an annual background check on current employees to become aware of any new criminal activity. Remember to include substance abuse screening in the updated background check.
Background checks only include information about an employee’s past. Any current information regarding new records will not be reported to the employer unless requested.
If an employee is engaging in ongoing criminal activity, this could permanently tarnish an organization’s image. Depending on the severity of the criminal behavior, customers could lose trust in your company. Consider, for instance, the headlines regarding sexual abuse at childcare facilities and church organizations where the criminal activity lasts for years or even decades.
Your local or state government may have specific laws about how often employees in your industry need background checks. For example, people who work with children may need to undergo background screening more often compared to other industries. In addition, company policies should be regularly evaluated and updated. Employees who have been with the company longer may have been screened under different criteria than newer employees, so it may be beneficial to rescreen veteran employees under the current criteria. Lastly, examine your company’s background check consent form and ensure it includes ongoing checks. If it does not, obtain a new authorization form that does and consider adding language to your pre-employment screening form that includes future background screening.
We understand you need thorough, accurate results quickly.
Which is why our 26 years in business, and leadership team with over 100 years of combined experience in the screening industry, is there to deliver efficient results and compliance options to process the quantity of reports required for your company.
True Hire is certified by the Professional Background Screening Association which holds our company to the highest standards & utmost integrity in the industry.
We're always here to help with exceptional U.S. based customer service and our leadership is just a call away on a daily basis.
In addition to other bills, some hope that regulation will eventually force software audits and remedy algorithm biases.
The Fair Chance policy was adopted earlier this year by Harris County, Texas, which is the county that includes a significant percentage of Houston and is the sixth Texas city or county to embrace the “ban-the-box” approach.
Private employers in Des Moines may want to review their application and hiring processes to ensure they are not engaging in criminal history inquiries or criminal background checks until after a conditional offer of employment.
Give yourself more time, better talent, and maximize the power of the people in your organization. Have questions or want to talk challenges and viable solutions? We’re here for you.