It pays to be cautious as an employer or hiring manager and Hirewise has the expertise and information access to provide you with a thorough and complete
report on any job applicant's work and criminal history.
Not exact matches
Recently, the Washington City Paper
reported on what might sound like a dream
job to qualified
applicants — the Smithsonian National Museum of American History sought a «Beer Historian» for a three - year appointment.
ESD touts new
applicants for the program with regularity, but the only hard data
on the number of
jobs that are actually created comes in the
report.
Focusing
on the start of the teacher pipeline, i.e.,
on those who
report applying for a teaching
job or teachers who begin classroom positions in the year immediately after receiving an undergraduate degree, we find that teacher
applicants and new teachers in recent years have significantly higher SAT scores than their counterparts in the mid-1990s.
Interview
job applicants and make effective recommendations
on hiring; write and conduct annual performance reviews for teacher assistants and teacher aides; use independent judgment to prepare written
reports that may lead to promotion or disciplinary action
For most
job applicants a credit
report is the one pre-employment tool that feels as though it encroaches
on a zone of privacy.
See related: Credit checks for
job applicants become more common, States weigh limits
on credit checks for employment, Uncle Sam wants you... unless your credit stinks, How to dispute credit
report errors, Free credit
reports: How to get the actual free one, How to get a
job when you have bad credit, Card issuers ready to check cardholder income, assets, 9 tips for
job seekers with bad credit
But
job applicants may have to worry more about what's
on their credit
reports than how their resume and
job experience stack up.
After providing
job applicants with a short period of time (typically three to five business days) to identify and begin disputing any errors in their credit
report, employers may then take action based
on the
report and must once again notify the
job applicant.
Although employers are required to notify
job applicants before implementing a decision not to hire them based in any part
on information from a credit
report, employer compliance with this rule is difficult to monitor or enforce.
The FCRA mandates that employers obtain a
job applicant's authorization before requesting a credit
report and notify
job applicants if the employer plans to take adverse action (such as rejecting a
job application or denying a promotion) due in any part to information
on a credit
report.
No employer shall request the
job applicant's or employee's credit history for such purpose, nor refuse to hire a
job applicant on the ground that he / she refuses to give consent for the employer to obtain a credit
report.
At least seven states prohibit companies from doing credit checks
on many
applicants, and similar bills are pending in another 20 states and Washington D.C. Separately, the latest SHRM
report released this month shows that fewer employers are conducting credit checks than two years ago and 80 % of employers who did said they hired a
job candidate with negative information
on their credit
report.
Job, Pilchuck Glass School (WA): Registrar Deadline for
applicants: December 13th, 2013
Reports to: Artistic Director and works closely with Education Coordinator and Director of Finance Location: Works
on Pilchuck Glass School's Stanwood campus year - round with occasional visits to Pilchuck's... Continue reading →
On August 1, Massachusetts passed an equal - pay law that prohibits employers from asking about salary histories until they make a
job offer that includes compensation, unless the
applicants voluntarily provide the information, ThinkProgress
reported.
Generally, an employer can disqualify an
applicant based
on information in a background check
report even if the information was not requested
on the employment application or during the
job interview.
Hope A. Comisky of law firm Pepper Hamilton LLP
reports that employers are conducting more frequent background checks
on job applicants, indicating that employers are no longer accepting resume claims at face value.
Quick and Accurate Results — Slow background checks can cost time and money, while an inaccurate
report result could prevent a
job applicant from losing out
on a
job opportunity or a client losing a potential employee.
iRecruit includes resume parsing,
job board publishing, and the ability to easily track and
report on all your
applicants.
In other words, based
on the
reports data alone
job applicants will unlikely be able to create a resume that will be effective enough to land some interviews.
Think about this: If an
applicant or employee misses out
on a
job opportunity because your CRA
reported inaccurate or un-reportable information — an expunged criminal record, for example — that individual will look first to you, the hiring company, for accountability.
The
applicant lists specific
job responsibilities, such as «compiled summary
reports on all regional federal programs and any budget concerns» rather than «compiled summary
reports.»
Identify whether
applicants accurately
reported education information
on their resume or
job application.
Today, ATS innovations have improved resume parsing, helped streamline the
job application process, and, through new
reporting metrics, enabled HR leaders to identify the best
job applicants and save money
on recruitment.
The FTC recently ruled that postings made by
job applicants on social media sites can be
reported by background screening companies for up to seven years after the postings were made (this is consistent with the FCRA
reporting period for most criminal records).
When you feel you should deny an employment opportunity to a
job applicant on the basis of information uncovered in a background
report, the process can feel daunting.
• Providing administrative support to the senior human resources managers • Creating ads and posting new positions
on job boards • Screening resumes and pulling the most relevant resumes from the
applicants • Preparing a variety of HR and management
reports and documents • Maintaining files and electronic records confidentially • Assisting and completing the recruitment process • Maintaining calendars and meeting schedules
EXPERIENCE Feb 2009 — Present Dane Foods Recruiting Assistant • Assist with screening
applicant / resumes • Organize and schedule interviews • Update open requisition vacancies • Maintain liaison with candidates to update them
on their application status • Coordinate with marketing department to promote
jobs in print media and
on social networks • Document, track records and maintain candidate status • Prepares recurring
reports and presentations • Input relevant information into the system
Rosen goes
on to state that although the NCLC
report «makes recommendations to help prevent reoccurrence of situations where
job applicants have been the victim of inaccurate
reporting or sloppy processes, the
report loses credibility due to an apparent lack of objectivity as well as a lack of knowledge of how professional background screening firms operate as most of what they propose are standard procedures for professional background screeners.»
Written By ESR News Blog Editor Thomas Ahearn Employers conducting background checks
on prospective employees have to worry about the sharp rise in the number of class action lawsuits filed by
job applicants over alleged technical violations of the federal Fair Credit
Reporting Act (FCRA).
In addition, employers using background screening firms «must follow specific adverse action procedures spelled out in the FCRA» that give
job applicants a fair chance to dispute the finding in the
report and protect them from being denied employment based
on inaccurate or incomplete background check information.
For more information
on the use of credit
reports in background checks of
job applicants, visit Employment Screening Resources (ESR) at http://www.ESRcheck.com.
The employer disqualified
job applicants on the basis of information from a consumer
report without appropriate disclosure forms from the
applicant, and
On the other, employers and background screening firms also face lawsuits from
job applicants complaining about the accuracy of background
reports, or failure to meet the guidelines of the federal Fair Credit
Reporting Act (FCRA).
The National Employment Law Project (NELP), National Consumer Law Center (NCLC), and Community Legal Services, Inc. (CLS) recently sent a letter to the Consumer Financial Protection Bureau (CFPB) providing information
on a proposed Summary of Rights and regulatory changes to strengthen the protections found in the Fair Credit
Reporting Act (FCRA) regarding criminal background checks
on job applicants for employment.
FCRA Class Action
On July 26th, a class of
job applicants that accused a background screening company of violating the Fair Credit
Reporting Act (FCRA) received class certification by a California federal judge.
The suit alleged that the two companies — both subsidiaries of a company in Great Britain — obtained criminal background checks
on drivers and
job applicants without their written authorization and in some cases denied them
jobs without providing them a copy of their criminal background
report in violation of the federal FCRA law.
In October 2015, the Consumer Financial Protection Bureau (CFPB) ordered two of the nation's largest background screening firms to provide $ 10.5 million in relief to harmed consumers and pay a $ 2.5 million civil penalty for allegedly failing to take steps to ensure the information they
reported about
job applicants was accurate, according to a news release
on the CFPB website.