Sentences with phrase «rely on background checks»

If your company is similar to 90 % of the corporations across the United States, it relies on background checks as part of the hiring process.

Not exact matches

Companies relying on 1099 employees or private contractors regularly use quick - turnaround background check companies to provide consumers with a sense of security.

Butmany recruiters say they don't have time to do background checks and often admit to relying on gut instinct onselecting employees.

Traditional background checks, on the other hand, are targeted for lower - volume (typically HR) applications and rely on human beings to sort through the records and properly match a criminal record to an individual.

So you have to rely on a person's profile, your communication over email or phone, and let's face it - a little online background checking - before you agree to meet in person.

However, you will need to rely on the promise of the company, since you are not able to actually check out the educational background of the writers.

Most of these lenders rely on other background checks, such as the ability to repay the loan.

The sheer number of animals adopted in these events would overwhelm any old - fashioned system that relied on extensive paperwork, background checks, and home visits.

In today's competitive job market, employers often rely on criminal background checks and credit reports to help decide whether or not to hire a candidate for an open position.

In today's competitive job market, employers often rely on criminal background checks and credit reports to help decide whether to hire a candidate for an open position.

Amazon relies heavily on UPS and FedEx drivers, which are required to undergo drug tests as well as background checks upon hire.

If an employer accidentally uncovers information about an applicant's salary history when conducting a background check (or otherwise), the employer may not rely on that information in determining what compensation to offer the applicant.

Relying solely on a national criminal background check to determine an employee's criminal history may lead you to make a hiring decision based on inaccurate, incomplete, or outdated criminal records.

For employers who rely on employment screening and background checks as part of the employee selection process, knowing how to handle the resulting reports is essential.

But for the more than 90 % of corporate America that relies on pre-employment background checks, «gut feel» and cursory reference checks just aren't enough.

More narrowly, but perhaps even more importantly, relying on an inadequate background check process may expose you to claims of negligent hiring or retention.

In it he told the story of «bad background checks» causing consumers to lose jobs and background check companies relying «solely on computers to match the data with no one checking to make sure the results are correct.»

The updated Enforcement Guidance on the Consideration of Arrest and Conviction Records in Employment Decisions has caused quite a stir among background screening companies and employers who rely on criminal background checks.

Rather than relying on «gut feel» or what's stated on an applicant's resume, employment screening gives you clear methods by which to verify claims and check the background of a prospective or current employee.

You're looking for the least expensive background checks you can find but you may be putting your applicants, your employees, and your business at risk if you unknowingly rely on cheap background checks that are off - shored for processing.

Maybe we should be more focused on whether employers are aware of their obligations and whether they are relying on reputable background screening companies, as well as legal counsel, to guide them through the appropriate use of all background checks.

Instead, employers are wise to rely on employment background checks — which are conducted on final candidates — to uncover any background behaviors or qualifications that have not already been assessed that might impact their safety and performance on the job.

As an alternative to relying solely on traditional background checks, some HR professionals are now conducting their own screening by first looking up their potential new hire on the Internet any searching social networking sites, such as Facebook, Twitter, Instagram, etc..

Think about it: What these studies suggest is that absence an employment background check employers will have no choice but to rely exclusively on an individual's stated employment record (as reported in a job application) or the employer's own personal judgments about an individual.

But for the average recruiter, hiring manager, CEO, and business owner who are simply trying to hire the best people they can, and who rely on employment screening providers to take care of checking the box on background checks, these lawsuits are easy to ignore.

The news report went on to claim that «too often background check companies rely solely on computers to match the data with no one checking to make sure the results are correct.»

Gale adds that, as more employers recognize the importance of background - checking, they are relying on third - party providers «to meet the needs for faster, better and more seamless screening.»

Employers performing background checks to screen applicants or employees may attempt to search these governmental sources themselves or conduct a simple Internet search, but they often rely on third - party background screening businesses.41 Businesses that sell criminal history information to employers are «consumer reporting agencies» (CRAs) 42 if they provide the information in «consumer reports «43 under the Fair Credit Reporting Act, 15 U.S.C. § 1681 et seq. (FCRA).

Produce guidelines on matching criteria, especially for consumers with common names, to prohibit CRAs from relying on name - only matches and requiring CRAs to use all available data to determine a match before providing a criminal background check report.

These stories are proof positive why employers can not rely only on cheap and quick searches using Internet databases or search engines like Google check in place of «real» background checks from companies like Employment Screening Resources (ESR), which is accredited by the NAPBS Background Screening Credentialing Councbackground checks from companies like Employment Screening Resources (ESR), which is accredited by the NAPBS Background Screening Credentialing CouncBackground Screening Credentialing Council (BSCC).

Some organizations rely on FBI background checks to provide this service, but a report released last July by the National Employment Law Project revealed some troubling data about the accuracy and quality of these background checks.

What I have learned is that policymakers at the state and federal level rely heavily on the advice of law enforcement, and that their first inclination is to mandate a fingerprint background check solution.

This story is proof positive why employers can not rely only on cheap, quick, and convenient Internet searches using Google or other search engines in place of «real» background checks from companies like Employment Screening Resources (ESR), which is accredited by the National Association of Professional Background Screeners (NAPBS ®) Background Screening Credentialing Councbackground checks from companies like Employment Screening Resources (ESR), which is accredited by the National Association of Professional Background Screeners (NAPBS ®) Background Screening Credentialing CouncBackground Screeners (NAPBS ®) Background Screening Credentialing CouncBackground Screening Credentialing Council (BSCC).