Safe Hiring Practices in an Unsafe World – What are the “Best Practices” for conducting pre-employment screening?
Is your HR Manager informed regarding some of the following legal issues? 1. Arrest records, records that extend beyond reporting period scope, sealed or special disposition cases, and deferred adjudications may not be considered when screening applicants. 2. Certain states require that an applicant be given a copy of their background check, even if they do not ask for one. 3. If a decision is made against hiring an applicant based upon their background checkresults, they must be notified of such, and given time to respond before an employer takes any adverse action. 4. Certain states limit the scope of background checks to 7 years. Additionally, if you are a national employer, maintaining compliance in a multi-state environment may prove to be nearly impossible. That is why many employers elect to use a Consumer Reporting Agency (CRA), or pre-employment screening company. The Fallacy of the “National Criminal Records Search” – Many online sites offer an inexpensive “national criminal
