How to Legally Reject an Applicant with Adverse Action
Sending the proper letters, notices and copies of reports at the appropriate times is a critical step to keep your company or organization in compliance with FCRA laws.
Sending the proper letters, notices and copies of reports at the appropriate times is a critical step to keep your company or organization in compliance with FCRA laws.
According to a recent Russell Reynolds study, 72% of employers worry about attracting qualified job candidates, and employees want to know how their careers will fit into the organization’s future.
As a busy HR manager, things have been going well for you lately. Your company is hiring for numerous positions, so you’re conducting daily interviews and encountering qualified candidates who would be a great fit for the company.
Once a common practice by many companies and specific requirements relating to particular industries has now become a questionable part of pre-employment screening.
Reporting guidelines for public records, according to PBSA Accreditation, require a minimum of two identifiers. To turn the clears and get every record you care about, time is the enemy. The FCRA requires that:
Well of course you can, but the precise question is, should you? Social media is a superb tool to find out if the candidate may, or may not, be a good fit for your corporation.
More so than any other time, identity verification will be paramount to protect your business, clients and employees.
Navigating the vast world of FCRA compliance can be overwhelming and confusing at times to say the least, not to mention the high stakes of noncompliance.
Are you currently running the best criminal record searches for your organization? What about the government-mandated requirements for your industry?
The backbone of the background screening industry is criminal record checks at courthouses throughout the U.S. The screening industry has