Sentences with phrase «use employment background»

Every HR manager has to make hiring decisions, and most of them use employment background checks to help ensure the decisions are the right ones.

Now more than ever, employers are urged to define and use an employment background screening process that is fair to candidates, passes muster with the EEOC, and also mitigates employment risks.

But here's another point: As an employer or HR manager, you've got to take a stand and be prepared to defend your decision to use employment background checks in the hiring process.

If you use employment background checks in your hiring process, take this as a brief yet powerful reminder of your responsibilities under FCRA.

Screening job candidates has become an increasingly important step in the hiring process, yet not all employers use employment background checks to their best advantage.

Use employment background checks, alternative interview methods, and prioritize talent over experience.

As a business owner or hiring manager, you're likely already using employment background checks or have at least considered using them to screen your applicants and employees.

More and more employers are using employment background checks to screen applicants in order to minimize potential legal and financial exposures.

«Further, with a rise in litigation involving Fair Credit Reporting Act violations, it's always a great idea for employers to review their legal obligations under the FCRA when using employment background checks.

Not exact matches

I / we agree that if any material change (s) occur (s) in my / our financial condition that I / we will immediately notify BSHFC of said change (s) and unless Baby Safe Homes Franchise Corporation is so notified it may continue to rely upon the application and financial statement and the representations made herein as a true and accurate statement of my / our financial condition.nI / we authorize Baby Safe Homes Franchise Corporation to make whatever credit inquiries / background checks it deems necessary in connection with this application and financial statement.nI / we authorize and instruct any person or consumer reporting agency to furnish to BSHFC any information that it may have to obtain in response to such credit inquiries.nIn consideration of the ongoing association between Baby Safe Homes and the undersigned applicant (hereinafter u201cApplicantu201d), the parties hereto have entered into this Non-Disclosure and Non-Competition Agreement.nWHEREAS, in the course of its business operations, Baby Safe Homes provides its customers products and services which, by nature of the business, include trade secrets, confidential and proprietary information, and other matters deemed material or important enough to warrant protection; and WHEREAS, Applicant, by reason of his / her interest in Baby Safe Homes and in the course of his / her duties, has access to said secrets and confidential information; and WHEREAS, Baby Safe Homes has trade secrets and other confidential and proprietary information, including procedures, customer lists, and particular desires or needs of such customers to which Applicant has access in the course of his / her duties as an Applicant.nNow, therefore, in consideration of the premises contained herein, the parties agree as follows Applicant shall not, either during the time of his / her franchise evaluation with Baby Safe Homes or at any time thereafter either directly or indirectly, communicate, disclose, reveal, or otherwise use for his / her own benefit or the benefit of any other person or entity, any trade secrets or other confidential or proprietary information obtained by Employee by virtue of his / her employment with Baby Safe Homes, in any manner whatsoever, any such information of any kind, nature, or description concerning any matters affecting or relating to the Baby Safe Homes business, or in the business of any of its customers or prospective customers, except as required in the course of his / her employment by Baby Safe Homes or except as expressly authorized Baby Safe Homes Franchise Corporation, in writing.nDuring any period of evaluation with Baby Safe Homes, and for two (2) years thereafter, Applicant shall not, directly or indirectly, induce or influence, divert or take away, or attempt to divert or take away and, during the stated period following termination of employment, call upon or solicit, or attempt to call upon or solicit, any of the customers or patrons Baby Safe Homes including, but not limited to, those upon whom he / she was directly involved, or called upon, or catered to, or with whom became acquainted while engaged in the franchise evaluation process of a Baby Safe Homes franchise business.

Marital satisfaction differed across these venues [F (5, 2,381) = 6.42, P < 0.001](Table 2), and repeating the analysis using year of marriage, sex, age, educational background, household income, ethnicity, religious affiliation, and employment status as covariates did not change these results [F (5, 2,273) = 5.91, P < 0.001].

The latest technology we use enables individuals to verify their identity, education, certifications, employment, references, criminal record and more through our services such as complete background check, identity verification, resume verification etc..

He uses this information to estimate the relationship between four parental characteristics (ethnic background, educational attainment, whether both parents are in the home, and mother's employment status) and whether the parent is choosing the child's school.

In my statement today, I will explain what background information employers currently seek, how and why credit reports are used in the employment process and outline our concerns regarding proposals to eliminate the ability of employers to consider credit information when evaluating applicants for key positions.

Your credit score can be used to evaluate your eligibility for loans, auto insurance, renting a house or apartment, or even during a background check for employment.

George Lenard, a long - time U.S. employment blogger wrote a series of posts (from a U.S. perspective) on some of the issues that present themselves when conducting on - line searches as part of the hiring process (Employers Using Facebook for Background Checking, Part I, Employers Using Facebook for Background Checking, Part II and Employers Using Facebook for Background Checking, Part III).

Employes will also use the information provided on your application in any required background search, prior to employment.

As an organization creates its global background screening program to accommodate local laws and regulations, they must ensure it uses the results of background checks in compliance with Canada's privacy, human rights, employment and other applicable laws.

Sterling Talent Solutions surveyed 500 + U.S. based employers regarding their use of employment background checks for our just released, 2017 Background Screening Trends and Best Practicbackground checks for our just released, 2017 Background Screening Trends and Best PracticBackground Screening Trends and Best Practices Report.

The professional writers we use come from a variety of HR and employment - related backgrounds.

Employers should consult with legal counsel to review and revise all hiring documents employment applications, background check forms, or any other forms used during the hiring process to ensure that there are no inquiries regarding salary history.

Once one has the keywords and phrases, the words can be used in your opening statement and listing of key skills, educational background, and employment history.

When a company uses a job candidate's background information to deny employment, they must comply with federal and state laws that protect the applicant from discrimination.

Using a reputable provider of employment screening and background checking services, such as Sterling Talent Solutions, to navigate the complexities of global compliance could save you from a whole world of costly errors.

You have to be careful if you use a functional resume, as this has been the format of choice for people trying to hide something about their backgrounds (usually job - hopping or employment gaps).

Written By ESR News Blog Editor Thomas Ahearn To help employers understand the guidance from the U.S. Equal Employment Opportunity Commission (EEOC), Attorney Lester Rosen, founder and CEO of global background check firm Employment Screening Resources (ESR), will present a webinar entitled «Legally Obtaining and Using Criminal Records, and the Impact of the EEOC and...

If you make the effort to conduct a good employment background check, use all of the information you can to your advantage.

Our employment background screening services will also detect issues putting your business at potentially serious risk like drug use or an unacceptable motor vehicle driving record.

What is overlooked in the rush to use social media background checks is a question that needs to be asked: What are the potential legal risks for employers using the Internet for employment screening?

However, using a general, chronological or functional resume will also be advantageous if you use what suits your skills, experiences, employment background, and other competencies.

And the temptation to use social media is powerful, says Lester Rosen, CEO of Employment Screening Resources, a San Francisco - based background - screening firm that has recently issued a 25 page white paper on the issue.

The background investigation team will also use your résumé and other documentation to verify employment, education, and qualifications for security clearance purposes, after the candidate is selected for the position.

However, if you can give a strong employment background of your career, then you can consider using a chronological resume format for your document.

As with any employment background check, it's important for employers to comply with rules and regulations related to the collection, dissemination, and use of criminal information throughout the employee selection process.

While sometimes misused by employers, employee criminal background checks are a widely accepted and largely useful measure used by employers to make better employment decisions.

In light of this law, Colorado employers should evaluate their current background screening procedures to ensure they will be in compliance regarding the use of credit information in employment decisions and the disclosure of that use to the employee.

You must let the applicant or employee know that you might use information in their background check for decisions related to their employment.

The EEOC has responded to the AGs in its August 29th letter, saying that it is «not illegal» for employers to conduct criminal background checks or to use them in employment decisions.

Adverse Action Notifications are just one of the many requirements imposed upon employers who use background checks for employment purposes.

The logistics and complexity that surround the collection and use of background data for employment purposes require know - how that most companies simply don't have.

The EEOC is clear in its position on employers» use of criminal background checks for employee hiring and retention: «Using such records as an absolute measure to prevent an individual from being hired could limit the employment opportunities of some protected groups and thus can not be used in this way.»

If you follow our blog you'll recognize these as factors we discuss consistently when we talk about the appropriate use of employment background checks:

The key for employers is to devise a consistent and reasonable employment screening policy that clearly identifies how criminal background checks should be used in the decision making process.

In what may amount to test cases based on its revised guidelines for the use of criminal background checks in hiring, the EEOC has filed discrimination lawsuits against BMW and Dollar General for employment practices.

The subject of the background check must be made aware that a consumer report will be used for employment purposes and must agree to such use.

The Equal Employment Opportunity Commission (EEOC) continues to make headlines with its efforts to create and enforce updated standards on employers» use of criminal background checks.

When employers use background screening companies (consumer reporting agencies) for employee background checks (including credit reports, employment verifications, criminal records screening, driving records, and more) to hire new employees and evaluate existing employees for promotion, reassignment, and retention, they are bound by FCRA regulations.

The lawsuits alleges that First Transit and First Student — both operated by Scotland - based FirstGroup — obtained criminal background reports about prospective workers without their written authorization and, in some cases, reportedly used the reports to deny employment without first providing individuals with a copy of their criminal background report.

The EEOC's updated guidance on the use of criminal histories in employment background checks is officially in play and the EEOC is taking a strong enforcement posture when it comes to employers» adherence to fair hiring guidelines.

Employment criminal background checks are widely accepted as one of the tools used by employers to demonstrate a «duty of care» in their employment Employment criminal background checks are widely accepted as one of the tools used by employers to demonstrate a «duty of care» in their employment employment decisions.