A key element in a background screening process is searching alias names. Alias names can include maiden names, previous names or names your applicant may otherwise be known as. It is important to bear in mind that nearly every US court files records by the name the person was using at the time of conviction. Therefore, failing to search maiden or alias names creates a major gap in surfacing criminal record information. Although the additional search may cost you a little more up front, it will help ensure that you are not placing criminals in your home, property or business and can potentially save you a lot of money and grief in the end.
A name change isn’t necessary grounds to believe that criminal behavior is lurking, but someone who frequently uses more than one name, or has changed their name legally may be someone with a past they are trying to hide. Aliases are commonly used by criminals to enable them to continue their scams, or to hide information about themselves.
We, at MacData Background Screening, pride ourselves on providing our clients with the most complete reports possible. Therefore, we will now notify you if an additional alias name appears on the Person Search and ask for approval to search that name in our InstaCriminal National/Sexual Offender database. We have also reduced the cost for each additional name search to $6.00 to make this more affordable for our clients.
If you have any questions or would like more detailed information about these changes, please do not hesitate to contact us. We’re here to help.
Wednesday, May 22, 2013
Wednesday, May 1, 2013
Three Common Mistakes Made When Conducting Background Checks
The importance of pre-employment screening cannot be
overstated. To ensure the candidates you hire for your organization don’t bring
baggage you can’t deal with, be sure to complete a thorough background
check and avoid these three costly mistakes.
Having No Regular Background Screening Policy in Place
The implementation of a comprehensive background check
process is an important step in reducing the potential risk of a poor hiring
decision. The only way to ensure uniform background checks is by having a
standard written policy and procedures. Doing so helps to create a safe and
secure work environment and ensures that your employees are qualified to
perform the jobs for which they are hired.
Neglecting to Verify Education and Work References
Experts estimate that 20% to over 50% of job applicants lie
to embellish their credentials. Employers need to screen employment
applications to discern lying, exaggeration, and enlargement of experience,
education, and credentials. Fake degrees are on the rise; even bogus job
references are prevalent in today’s job market.
Overlooking Temporary and Volunteer Workers
For the past 5 years, the staffing industry added an average
of 1,000 to 2,000 jobs per day. Approximately 53% of those who remained in the
workforce move on to permanent positions. Temporary and contracted workers make
up 10-30 percent of the average work force in U.S. companies. Background
screening is less costly in comparison to the amount that it will cost you if a
contractor or temporary employee harms a fellow employee, client, or defrauds
your company. The cost to replace an unsuitable hire averages more than
$7,000.
Don’t make the same mistakes when you conduct background
checks. Let us help you get it right. If you need assistance with fast,
accurate, comprehensive background checks, investigative screening and
verification services, contact us.
Thursday, April 11, 2013
FTC Warns Data Brokers That Provide Tenant Rental Histories They May Be Subject to Fair Credit Reporting Ac
The Federal Trade Commission has warned the operators of six websites that share information about consumers’ rental histories with landlords that they may be subject to the requirements of the Fair Credit Reporting Act (FCRA).
The letters inform the recipients that if they meet certain criteria, namely collecting information on tenants and their rental history and providing that information to landlords so they can make judgments about renting to those tenants, they are considered credit reporting agencies and are subject to certain legal requirements.
Among the requirements cited in the letter are the companies’ obligation to protect the privacy of tenants whose information they collect, including ensuring that those requesting information about tenants have a legitimate reason to acquire it. The letter reminds the companies of their obligation to ensure that the information they provide is accurate, to give consumers a copy of the information about them on request, and to allow consumers to dispute information they believe is inaccurate. The letters also note that the companies must notify landlords of their requirements if they use the data to deny housing to a tenant, and to notify the sources of their information of the requirement that they provide accurate information.
The letters state that the FTC has made no determination whether the companies have violated the law but encourages them to review their business practices to ensure that they comply with the FCRA.
The Federal Trade Commission works for consumers to prevent fraudulent, deceptive, and unfair business practices and to provide information to help spot, stop, and avoid them. To file a complaint in English or Spanish, visit the FTC's online Complaint Assistant or call 1-877-FTC-HELP (1-877-382-4357). The FTC enters complaints into Consumer Sentinel, a secure, online database available to more than 2,000 civil and criminal law enforcement agencies in the U.S. and abroad. The FTC’s website provides free information on a variety of consumer topics.
The letters inform the recipients that if they meet certain criteria, namely collecting information on tenants and their rental history and providing that information to landlords so they can make judgments about renting to those tenants, they are considered credit reporting agencies and are subject to certain legal requirements.
Among the requirements cited in the letter are the companies’ obligation to protect the privacy of tenants whose information they collect, including ensuring that those requesting information about tenants have a legitimate reason to acquire it. The letter reminds the companies of their obligation to ensure that the information they provide is accurate, to give consumers a copy of the information about them on request, and to allow consumers to dispute information they believe is inaccurate. The letters also note that the companies must notify landlords of their requirements if they use the data to deny housing to a tenant, and to notify the sources of their information of the requirement that they provide accurate information.
The letters state that the FTC has made no determination whether the companies have violated the law but encourages them to review their business practices to ensure that they comply with the FCRA.
The Federal Trade Commission works for consumers to prevent fraudulent, deceptive, and unfair business practices and to provide information to help spot, stop, and avoid them. To file a complaint in English or Spanish, visit the FTC's online Complaint Assistant or call 1-877-FTC-HELP (1-877-382-4357). The FTC enters complaints into Consumer Sentinel, a secure, online database available to more than 2,000 civil and criminal law enforcement agencies in the U.S. and abroad. The FTC’s website provides free information on a variety of consumer topics.
Read the full article here.
Monday, April 8, 2013
Choosing an FCRA Compliant Background Screening Company
Background screenings are among the most decisive factors in the hiring process. There are several key guidelines employers must follow when establishing a background screening process. It is crucial for businesses to understand the legal requirements they must adhere to when screening any applicant. First and foremost, employers must obtain background reports from an FCRA compliant entity. The FCRA, or Fair Credit Reporting Act regulates the collection and usage of consumer information.
The Difference Between A Public Records Provider And A Consumer Reporting Agency
Public records websites provide information that is collected from a variety of sources, such as magazine subscription cards and voter registration forms. Although they can provide valuable information, these sites are not legally obligated to ensure that they have current or accurate data. These sites all post disclaimers stating that they provide information for reference purposes only. They cannot verify that the data is correct. Information provided by these sites may not legally be used to make hiring decisions.
Consumer reporting agencies are legally bound to provide current and accurate information. They provide authoritative and verified data about an individual’s work history, criminal records, drug testing and other relevant details. This information may be used to make hiring decisions.
Guidelines For Pre-Employment Background Screening
Aside from being notified about a screening, applicants must also be told how they can get a copy of their own background report. If a company refuses to hire an individual based on the results of a background check, then they must follow specific guidelines. First the applicant must receive a copy of their consumer report and a FTC document called "A Summary of Your Rights Under the Fair Credit Reporting Act."
All of these steps are managed by consumer reporting agencies. Companies that choose not to utilize an FCRA compliant business may be subjected to a lawsuit.
Before you screen an applicant, make sure you’re dealing with an FCRA compliant consumer reporting agency. Otherwise you may be subjected to lawsuits based on regulations that were created to protect the privacy of individuals and ensure that applicants are not denied employment due to inaccurate or outdated information.
Wednesday, March 27, 2013
LiveScan Fingerprinting Frequently Asked Questions
With the steady increase of state agencies requiring fingerprint-based background checks, we’ve assembled a directory of frequently asked questions in regard to the LiveScan fingerprinting process.
What is LiveScan fingerprinting?
Live scan fingerprinting refers to both the technique and the technology used to capture fingerprints electronically, without the need for the more traditional method of ink and paper.
LiveScan fingerprinting provides an automated service for criminal history background checks that may be required as a condition of employment, licensing, certification, adoptions or volunteering.
What do I need to bring with me to my fingerprinting appointment?
1.) You will need to bring the ORI number for the agency that has originated the fingerprint-based background check request. 2.) A valid photo identification. (i.e. driver’s license or ID card, passport, military identification). An out-of-state identification is acceptable as long as it is still valid.
What is an ORI number?
The ORI number, or Originating Agency Identifier, identifies the agency that has originated a request. It is an alpha-numeric code assigned to an authorized agency and once inputted into the LiveScan system, it determines where the results of the background check will be sent. Please be advised that we will not provide or look up any ORI numbers in our office. If you need to obtain your ORI number, please contact the agency that has told you that you must undergo a fingerprint-based background check.
What are the fees associated with LiveScan fingerprinting?
The fees vary depending on the reason for fingerprinting. The fee is usually comprised of an FDLE submission fee, an FBI submission fee and a provider rolling fee. All appropriate fees are listed during scheduling process.
What forms of payment do you accept?
Payment is due at the time of fingerprinting. We accept cash or credit/debit cards with Visa, MasterCard, Discover and American Express logo. Please be advised that we DO NOT accept checks.
What if my requesting agency requires photo submission at the time of fingerprinting?
Some state agencies now require photo submission during fingerprinting. If that is the case, we have a small photo studio in our office and will take the photo during the fingerprinting appointment. There will be an additional photo capture fee included in your fingerprinting fee. If you are required to have a photo submitted at time of fingerprinting, please refrain from wearing hats or heavy makeup to your appointment.
How long before the requesting agency receives my results?
Most results are available within 72 hours of transmission. For security and privacy reasons, MacData Background Screening does not have access to the results of your background check.
What do I do if my fingerprints were rejected?
Rarely fingerprints get rejected; however, there are a number of reasons fingerprint submissions can be rejected. The most common reason is lack of fingerprint ridge detail. This can be caused by professions that work with corrosive or abrasive materials such as cleaning materials, stone work, etc. Another factor may be age. As a person ages, sometimes fingerprint detail is lost. Approximately 1-5% of the general population is affected by this issue. If an applicant’s fingerprints are rejected on this basis, MacData Background Screening will re-take the applicant’s fingerprints at no additional cost. You will receive a letter of rejection from your requesting agency, containing a TCN (Transaction Control Reference) number that is necessary for resubmission. You will need to bring this letter with you to your appointment.
Can you please send the results of my background check to another agency (or person)?
No. When you are fingerprinted, the record is submitted with the ORI you provided. That number indicates which agency is authorized to receive the results of your background check. The FDLE and FBI conduct the criminal history record check and send the results directly to the authorized agency. MacData Background Screening never has access to the results of your background check. If another agency or company is requiring you to complete a background check, you’ll need to register using the new ORI and complete the fingerprinting process for the new requestor.
We have a large group of people that need to be fingerprinted at the same time, are you mobile?
Mobile services are available for groups of 10 or more within Volusia and Flagler counties. For smaller groups, there is a nominal travel fee. Contact our office for more information.
What is LiveScan fingerprinting?
Live scan fingerprinting refers to both the technique and the technology used to capture fingerprints electronically, without the need for the more traditional method of ink and paper.
LiveScan fingerprinting provides an automated service for criminal history background checks that may be required as a condition of employment, licensing, certification, adoptions or volunteering.
What do I need to bring with me to my fingerprinting appointment?
1.) You will need to bring the ORI number for the agency that has originated the fingerprint-based background check request. 2.) A valid photo identification. (i.e. driver’s license or ID card, passport, military identification). An out-of-state identification is acceptable as long as it is still valid.
What is an ORI number?
The ORI number, or Originating Agency Identifier, identifies the agency that has originated a request. It is an alpha-numeric code assigned to an authorized agency and once inputted into the LiveScan system, it determines where the results of the background check will be sent. Please be advised that we will not provide or look up any ORI numbers in our office. If you need to obtain your ORI number, please contact the agency that has told you that you must undergo a fingerprint-based background check.
What are the fees associated with LiveScan fingerprinting?
The fees vary depending on the reason for fingerprinting. The fee is usually comprised of an FDLE submission fee, an FBI submission fee and a provider rolling fee. All appropriate fees are listed during scheduling process.
What forms of payment do you accept?
Payment is due at the time of fingerprinting. We accept cash or credit/debit cards with Visa, MasterCard, Discover and American Express logo. Please be advised that we DO NOT accept checks.
What if my requesting agency requires photo submission at the time of fingerprinting?
Some state agencies now require photo submission during fingerprinting. If that is the case, we have a small photo studio in our office and will take the photo during the fingerprinting appointment. There will be an additional photo capture fee included in your fingerprinting fee. If you are required to have a photo submitted at time of fingerprinting, please refrain from wearing hats or heavy makeup to your appointment.
How long before the requesting agency receives my results?
Most results are available within 72 hours of transmission. For security and privacy reasons, MacData Background Screening does not have access to the results of your background check.
What do I do if my fingerprints were rejected?
Rarely fingerprints get rejected; however, there are a number of reasons fingerprint submissions can be rejected. The most common reason is lack of fingerprint ridge detail. This can be caused by professions that work with corrosive or abrasive materials such as cleaning materials, stone work, etc. Another factor may be age. As a person ages, sometimes fingerprint detail is lost. Approximately 1-5% of the general population is affected by this issue. If an applicant’s fingerprints are rejected on this basis, MacData Background Screening will re-take the applicant’s fingerprints at no additional cost. You will receive a letter of rejection from your requesting agency, containing a TCN (Transaction Control Reference) number that is necessary for resubmission. You will need to bring this letter with you to your appointment.
Can you please send the results of my background check to another agency (or person)?
No. When you are fingerprinted, the record is submitted with the ORI you provided. That number indicates which agency is authorized to receive the results of your background check. The FDLE and FBI conduct the criminal history record check and send the results directly to the authorized agency. MacData Background Screening never has access to the results of your background check. If another agency or company is requiring you to complete a background check, you’ll need to register using the new ORI and complete the fingerprinting process for the new requestor.
We have a large group of people that need to be fingerprinted at the same time, are you mobile?
Mobile services are available for groups of 10 or more within Volusia and Flagler counties. For smaller groups, there is a nominal travel fee. Contact our office for more information.
Tuesday, March 19, 2013
5 Ways to Rebuild Your Credit Score
In our busy lives, it is easy to miss paying a bill.
However, your lenders won’t accept excuses for why they you didn’t pay them as you agreed to do. For example, your bankcard company cannot make excuses for being late in paying the merchants where you made your purchases.
When you don’t pay, they still have to pay on your behalf.
Missed payments can have a severe impact on your credit scores. And lower credit scores will often penalize you with higher interest rates – which can end up costing you tens-of-thousands of dollars throughout your life.
So here are five strategies to help you build the best credit scores:
It takes time to build a great credit history, and there are no shortcuts.
By following these five strategies, you can begin the process of building a great credit history, which will produce great credit scores.
Source: http://www.experian.com/blogs/news/2012/09/24/rebuild-your-credit/
However, your lenders won’t accept excuses for why they you didn’t pay them as you agreed to do. For example, your bankcard company cannot make excuses for being late in paying the merchants where you made your purchases.
When you don’t pay, they still have to pay on your behalf.
Missed payments can have a severe impact on your credit scores. And lower credit scores will often penalize you with higher interest rates – which can end up costing you tens-of-thousands of dollars throughout your life.
So here are five strategies to help you build the best credit scores:
- Never miss making a payment. One of the best ways to establish a great credit history is to demonstrate that you can manage credit and pay all of your bills as agreed. Late payments will likely cost you in penalties and can cause your interest rate to rise significantly. But, when you miss an entire payment for the month, it will be reported in your credit history and can have a terrible impact on your credit.
- Reduce your debt on “revolving credit” accounts. You probably know that your credit scores are impacted by the amount of debt you owe. But you may not know that when lenders consider doing business with you, they are going to analyze your utilization rate. That’s just a fancy term that informs lenders how much debt you have vs. the amount of credit available to you. Work on reducing your debt so that you’re utilization rate is under 30% on all your revolving credit accounts. Ideally, you should only charge what you can pay in full each month which means you aren’t using credit to live beyond your means.
- Keep older credit card accounts active. Some people make the mistake of closing old credit accounts simply because they aren’t using the accounts anymore. But older credit accounts with good history can actually help you build your scores over time. Closing the account will mean that great credit history will get deleted after 10 years, which could actually drop your score. So keep older, good credit accounts live.
- Audit your credit report to make sure it’s accurate. Many people don’t realize that they are able to access their credit report for free from each credit bureau every year. This means you could pull your credit report every 4 months from a different bureau to look for signs of fraud. It is important to review your credit report regularly to make sure your identifying information is correct so that all of your accounts can be correctly linked to you. You also want to make sure your accounts are being reported correctly by your lenders.
- Communicate directly with your lender. If you have a delinquent payment listed and you don’t agree that it was late, you may want to check directly you’re your lender to find out why their records do not agree with yours. If they have misapplied a payment, you may need to provide them proof of your payment.
- Go to annualcreditreport.com and verify your identity by answering authentication questions to access your credit report for free. If you can’t pass authentication, you will be provided instructions on how to write.
- Review your credit report and look for any errors (accounts that do not belong to you, delinquent payments that were not late.)
- Dispute any errors as instructed and allow up to 30 days for the account to be verified with your lender. If the lender changes the status of their account, they will also report the update to any other credit reporting company to which they provide their data.
It takes time to build a great credit history, and there are no shortcuts.
By following these five strategies, you can begin the process of building a great credit history, which will produce great credit scores.
Source: http://www.experian.com/blogs/news/2012/09/24/rebuild-your-credit/
Wednesday, March 6, 2013
Using Social Media for Recruiting and Background Screening
Online social media sites provide significant opportunities for employers who want to recruit potential employees. But, they also present significant challenges if employers want to use them for screening and background checks. Checking employee job references is even more problematic in online social media.
Employers are all over the board about searching online for information about prospective employees because of potential discrimination and negligent hiring charges. Thus far, the practice of social media screening and background checks by employers is minimal. But, the percentage of employers checking online information will grow as using online social media becomes further entrenched in the fabric of social networking and job searching.
Are you prepared with policies and procedures to integrate the information you find online in your screening and background check practices? *Rob Pickell, senior vice president of customer solutions at HireRight, shares his knowledge about online social media recruiting, screening, and background checks.
How are employers currently using social media as a recruitment tool?
Employers are using social media as a valuable tool for sourcing and recruiting prospective candidates. Social networking allows organizations to build their employment brand and awareness, expand the breadth and depth of their network, target top talent in a large range of skill sets, and improve the effectiveness of their recruiting efforts.
What percentage of employers use social media to find potential employees?
According to a recent research report by the Society for Human Resource Management (SHRM), 76% of companies said that they do use or are planning to use social media sites for recruiting. More than half of the employers responding said that social networking sites are an efficient way to recruit candidates.
To screen potential employees?
Not much information is available today regarding employer use of social media specifically for the purposes of background checks. But, based on discussions with our own customers, we believe that the percentage of employers using social media for background checks is small. This is due to the potential pitfalls these sites can create in terms of exposing employers to protected class information. Information that could potentially trigger a claim of discrimination can often be found within social networking profiles.
How can employers use LinkedIn for recruiting?
LinkedIn is the web version of business networking. We’ve all been told by someone that networking is the best way to find a new job, and you can look at LinkedIn as the online equivalent to in-person business networking. For job seekers, LinkedIn provides a free and easy way to network with large numbers of people they know and the people that those people know. LinkedIn also allows job seekers to follow the news and job postings of their targeted employers.
For employers, LinkedIn provides a wealth of information about the qualifications of job seekers and can help employers leverage their own networks (and those of their employees) to find potential candidates for job openings. Employers can create company profiles and set up feeds of information (including new job postings) for those who would like to follow them. LinkedIn also offers employers a fee-based solution that allows them to more quickly and easily find potential job candidates that best match the qualifications of the job they want to fill.
How can employers use Facebook for recruiting?
Like LinkedIn, Facebook enables employers to create a presence that reflects their employment brand, find potential candidates, and post jobs. In addition, it enables great opportunities for interaction with candidates and allows organizations to create a community. Facebook was originally geared towards personal communication, but has morphed into a tool that being used more and more for business.
Let’s cover all of the big three social media sites. How are employers using Twitter as a recruiting tool?
For employers, Twitter is primarily effective at increasing exposure and communicating with groups of individuals who wish to follow the organization. It can also be used to advertise jobs. Some companies have job channels and/or individual recruiters who operate dedicated Twitter accounts for communicating with interested job candidates.
How do you balance the advantages of using social media for recruitment with the risks of using it in the screening process?
Social media sites such as LinkedIn, Twitter and Facebook are valuable resources for identifying qualified candidates and communicating with and recruiting applicants to fill positions. The risk employers need to understand, when using social media as part of their recruiting process, occurs when the process moves from sourcing to screening candidates.
Social media is an ideal way to find and recruit candidates. But, the difficulty occurs when information provided on social media sites is used to screen or explicitly eliminate a candidate from consideration. This elimination, when based on data found through social media content, opens the employer to the potential risks of liability, discrimination claims and non-compliance with regulations.
While there is little direct legal precedent around this issue at this point, it’s likely that legislation and case law will become more clear in the near future. In the meantime, the risks are evident and few companies want to be the focus of any legal action. Given this point, it’s important that organizations have policies in place that protect against discriminatory practices and are explicit in how social media information can be used by employees in the hiring process.
Given these risks, how are employers currently using social media in their employee screening and background check processes?
Generally the social media screening and background check practices by employers fall into three basic categories:
What are the potential legal and regulatory risks employers must keep in mind as they use social media for recruitment or for screening and background checks of employees?
Generally speaking there are at least two categories of competing legal concerns:
What is the relative value of checking social media profiles for information about potential employees vs. traditional screening methods?
Interestingly, the value of conducting social media screening and background checks is likely small for most companies. HireRight conducted a survey in which over 5,000 applicants were reviewed randomly via their social media sites. Of these, just over half had either no public information available or no information that could clearly be associated with the individual. Of those who did have a public social media profile, almost all had neutral information available (nothing that would cause employer concern). Less than 1% had any information that might be deemed concerning relative to a hiring decision, for example mentions of drug use, pornographic material, an orientation toward violence, and so forth.
The flagged profiles were then reviewed by professional checkers to determine the number of individuals who may have drawn employer concern as a result of the screening and background check. In the end, few, if any, had information available that an employer could reasonably be expected to act upon. Only a tiny percentage of individuals posted potentially concerning information.
Given the challenges inherent in acting on this data combined with the effectiveness of current screening tools, the additional value provided by social profile information is minimal. In our assessment, to reduce hiring risk and make more informed decisions, an adequate substitute for a quality background check through a reputable provider, does not exist.
*Rob Pickell is senior vice president of customer solutions at HireRight, Inc. in Irvine, California, a provider of employment background and drug screening solutions. Rob has contributed insights on the use of social media in employment screening to numerous publications, including SHRM.org, ERE.net, Canadian HR Reporter, HRO Today and HR Magazine.
Source: http://humanresources.about.com/od/selectemployees/qt/why-use-social-media-for-recruiting-and-screening.htm
Employers are all over the board about searching online for information about prospective employees because of potential discrimination and negligent hiring charges. Thus far, the practice of social media screening and background checks by employers is minimal. But, the percentage of employers checking online information will grow as using online social media becomes further entrenched in the fabric of social networking and job searching.
Are you prepared with policies and procedures to integrate the information you find online in your screening and background check practices? *Rob Pickell, senior vice president of customer solutions at HireRight, shares his knowledge about online social media recruiting, screening, and background checks.
How are employers currently using social media as a recruitment tool?
Employers are using social media as a valuable tool for sourcing and recruiting prospective candidates. Social networking allows organizations to build their employment brand and awareness, expand the breadth and depth of their network, target top talent in a large range of skill sets, and improve the effectiveness of their recruiting efforts.
What percentage of employers use social media to find potential employees?
According to a recent research report by the Society for Human Resource Management (SHRM), 76% of companies said that they do use or are planning to use social media sites for recruiting. More than half of the employers responding said that social networking sites are an efficient way to recruit candidates.
To screen potential employees?
Not much information is available today regarding employer use of social media specifically for the purposes of background checks. But, based on discussions with our own customers, we believe that the percentage of employers using social media for background checks is small. This is due to the potential pitfalls these sites can create in terms of exposing employers to protected class information. Information that could potentially trigger a claim of discrimination can often be found within social networking profiles.
How can employers use LinkedIn for recruiting?
LinkedIn is the web version of business networking. We’ve all been told by someone that networking is the best way to find a new job, and you can look at LinkedIn as the online equivalent to in-person business networking. For job seekers, LinkedIn provides a free and easy way to network with large numbers of people they know and the people that those people know. LinkedIn also allows job seekers to follow the news and job postings of their targeted employers.
For employers, LinkedIn provides a wealth of information about the qualifications of job seekers and can help employers leverage their own networks (and those of their employees) to find potential candidates for job openings. Employers can create company profiles and set up feeds of information (including new job postings) for those who would like to follow them. LinkedIn also offers employers a fee-based solution that allows them to more quickly and easily find potential job candidates that best match the qualifications of the job they want to fill.
How can employers use Facebook for recruiting?
Like LinkedIn, Facebook enables employers to create a presence that reflects their employment brand, find potential candidates, and post jobs. In addition, it enables great opportunities for interaction with candidates and allows organizations to create a community. Facebook was originally geared towards personal communication, but has morphed into a tool that being used more and more for business.
Let’s cover all of the big three social media sites. How are employers using Twitter as a recruiting tool?
For employers, Twitter is primarily effective at increasing exposure and communicating with groups of individuals who wish to follow the organization. It can also be used to advertise jobs. Some companies have job channels and/or individual recruiters who operate dedicated Twitter accounts for communicating with interested job candidates.
How do you balance the advantages of using social media for recruitment with the risks of using it in the screening process?
Social media sites such as LinkedIn, Twitter and Facebook are valuable resources for identifying qualified candidates and communicating with and recruiting applicants to fill positions. The risk employers need to understand, when using social media as part of their recruiting process, occurs when the process moves from sourcing to screening candidates.
Social media is an ideal way to find and recruit candidates. But, the difficulty occurs when information provided on social media sites is used to screen or explicitly eliminate a candidate from consideration. This elimination, when based on data found through social media content, opens the employer to the potential risks of liability, discrimination claims and non-compliance with regulations.
While there is little direct legal precedent around this issue at this point, it’s likely that legislation and case law will become more clear in the near future. In the meantime, the risks are evident and few companies want to be the focus of any legal action. Given this point, it’s important that organizations have policies in place that protect against discriminatory practices and are explicit in how social media information can be used by employees in the hiring process.
Given these risks, how are employers currently using social media in their employee screening and background check processes?
Generally the social media screening and background check practices by employers fall into three basic categories:
- Not accessing social media sites at all for any purpose in hiring.
- Employing social media for the sourcing of candidates, but not using it for screening or background checks.
- Using social media in all areas of hiring.
What are the potential legal and regulatory risks employers must keep in mind as they use social media for recruitment or for screening and background checks of employees?
Generally speaking there are at least two categories of competing legal concerns:
- Discrimination: Most employers have stringent employment policies that prevent their recruiters and hiring managers from learning potentially discriminatory information about candidates. Visiting a person’s social media sites, however, clearly creates the opportunity to view large amounts of information contrary to these non-discriminatory practices. Individuals on their personal social media sites may disclose information about marital status, children, religion, politics, disabilities and even social interests that, by law, must be ignored in a hiring decision. If a recruiter has accessed this data, it is difficult to prove that they were not influenced by it in their hiring decision.
- Negligent hiring: Employers must consider the potential risk of a negligent hiring or negligent retention lawsuit related to social networking profile information. It is possible that if a workplace violence incident occurred when derogatory information was available on the perpetrator’s public social networking profile, that could have predicted the later behavior, the employer may be held liable for negligence in not using this readily available information when they made the hiring decision. Although this situation has yet to play out, the key factors are not unlike those of past cases (where publicly available information was not considered) that have resulted in significant jury awards.
What is the relative value of checking social media profiles for information about potential employees vs. traditional screening methods?
Interestingly, the value of conducting social media screening and background checks is likely small for most companies. HireRight conducted a survey in which over 5,000 applicants were reviewed randomly via their social media sites. Of these, just over half had either no public information available or no information that could clearly be associated with the individual. Of those who did have a public social media profile, almost all had neutral information available (nothing that would cause employer concern). Less than 1% had any information that might be deemed concerning relative to a hiring decision, for example mentions of drug use, pornographic material, an orientation toward violence, and so forth.
The flagged profiles were then reviewed by professional checkers to determine the number of individuals who may have drawn employer concern as a result of the screening and background check. In the end, few, if any, had information available that an employer could reasonably be expected to act upon. Only a tiny percentage of individuals posted potentially concerning information.
Given the challenges inherent in acting on this data combined with the effectiveness of current screening tools, the additional value provided by social profile information is minimal. In our assessment, to reduce hiring risk and make more informed decisions, an adequate substitute for a quality background check through a reputable provider, does not exist.
*Rob Pickell is senior vice president of customer solutions at HireRight, Inc. in Irvine, California, a provider of employment background and drug screening solutions. Rob has contributed insights on the use of social media in employment screening to numerous publications, including SHRM.org, ERE.net, Canadian HR Reporter, HRO Today and HR Magazine.
Source: http://humanresources.about.com/od/selectemployees/qt/why-use-social-media-for-recruiting-and-screening.htm
Thursday, February 21, 2013
Debate about workplace fairness versus workplace safety: Should you background check your employees?
Running criminal background checks on future employees is smart business. However, be aware of federal regulations governing such checks before you jump into the pool. They may come back to bite you later.
For employers, criminal background checks have typically made good business sense. Consider the case brought against a major restaurant chain when its employee sexually assaulted a 3-year-old customer on property. Prior crimes would have been revealed if the employer had conducted a simple background check. This step would have prevented the hire and the terrible attack and litigation that followed.
But, the risk associated with running background checks is on the rise. Recently the federal Equal Employment Opportunity Commission (EEOC) began an examination of the effect on using criminal background checks on job applicants and current employees. As background to the EEOC’s examination, consider what happened to the bottling arm of Pepsi Beverages Co., which had a long-standing policy of conducting background checks on all applicants. In 2006, that policy came to the attention of the EEOC, which investigated whether the policy discriminated against minorities.
Pepsi claimed that its policy was “neutral” and did not discriminate. But the EEOC investigation found otherwise. It said that between 2006 and 2010, more than 300 African-American job applicants were wrongfully denied employment in violation of Title VII of the Civil Rights Act of 1964.
In January of 2011, Pepsi Beverages agreed to pay a hefty $3.13 million fine to resolve the resulting race discrimination lawsuit.
What gives? Pepsi Beverages had refused to hire applicants if the checks revealed arrests, even if those arrests had not led to convictions. The company’s policy also denied employment to people who had been convicted of only minor offenses. The EEOC says using arrest and conviction records as a reason to deny employment can be illegal under the Civil Rights Act of 1964 if doing so disproportionately impacts certain racial or ethnic groups, which it did in that case.
In 1987, the EEOC issued guidance on pre-employment selection guidelines. Since that time, smart employers have been using the following considerations to guide decision-making in response to information revealed by background checks: the nature and gravity of the offense, the time that has passed since the conviction and/or completion of the sentence, and the job-relatedness or relevance of the offense.
The EEOC is soon expected to provide additional guidance on whether the use of criminal background checks has a disparate impact on certain groups, and whether an employer will have to offer empirical evidence to substantiate the business necessity for the use of such information (how using the checks increases employee safety or productivity). Given the direction the EEOC is taking, employers who want to proactively assess whether their background check policies are fair, might consider conducting a privileged policy review with their attorney to root out any areas of possible concern.
For now, employers should not abandon criminal background checks altogether. Just as employers may face sanctions if they do improper or unfair background checks, they can have serious potential liability for failing to run them. What is revealed by a criminal background check often provides crucial information that allows employers to make the best hires. Consider the manager applicant who has prior convictions for stealing. Next, please! Further, negligent hiring and negligent retention lawsuits have spiked in recent years, and can be expensive to defend.
It’s a messy area, and one that causes headaches for employers no matter what they may do or not do. The EEOC has stated its desire to remove barriers to employment for applicants with criminal backgrounds. That is a worthy goal, in the abstract. But, restaurant employers have a critical need to protect the safety of their employees, customers and property. That’s just good business. So, the debate about workplace fairness versus workplace safety continues.
If you’re not sure whether you should be background screening your employees, give us a call to speak with a Background Screening Specialist. We can help you determine your needs and tailor a package suited just for you!
Source: http://restaurant-hospitality.com/operations/be-wary-running-background-checks
For employers, criminal background checks have typically made good business sense. Consider the case brought against a major restaurant chain when its employee sexually assaulted a 3-year-old customer on property. Prior crimes would have been revealed if the employer had conducted a simple background check. This step would have prevented the hire and the terrible attack and litigation that followed.
But, the risk associated with running background checks is on the rise. Recently the federal Equal Employment Opportunity Commission (EEOC) began an examination of the effect on using criminal background checks on job applicants and current employees. As background to the EEOC’s examination, consider what happened to the bottling arm of Pepsi Beverages Co., which had a long-standing policy of conducting background checks on all applicants. In 2006, that policy came to the attention of the EEOC, which investigated whether the policy discriminated against minorities.
Pepsi claimed that its policy was “neutral” and did not discriminate. But the EEOC investigation found otherwise. It said that between 2006 and 2010, more than 300 African-American job applicants were wrongfully denied employment in violation of Title VII of the Civil Rights Act of 1964.
In January of 2011, Pepsi Beverages agreed to pay a hefty $3.13 million fine to resolve the resulting race discrimination lawsuit.
What gives? Pepsi Beverages had refused to hire applicants if the checks revealed arrests, even if those arrests had not led to convictions. The company’s policy also denied employment to people who had been convicted of only minor offenses. The EEOC says using arrest and conviction records as a reason to deny employment can be illegal under the Civil Rights Act of 1964 if doing so disproportionately impacts certain racial or ethnic groups, which it did in that case.
In 1987, the EEOC issued guidance on pre-employment selection guidelines. Since that time, smart employers have been using the following considerations to guide decision-making in response to information revealed by background checks: the nature and gravity of the offense, the time that has passed since the conviction and/or completion of the sentence, and the job-relatedness or relevance of the offense.
The EEOC is soon expected to provide additional guidance on whether the use of criminal background checks has a disparate impact on certain groups, and whether an employer will have to offer empirical evidence to substantiate the business necessity for the use of such information (how using the checks increases employee safety or productivity). Given the direction the EEOC is taking, employers who want to proactively assess whether their background check policies are fair, might consider conducting a privileged policy review with their attorney to root out any areas of possible concern.
For now, employers should not abandon criminal background checks altogether. Just as employers may face sanctions if they do improper or unfair background checks, they can have serious potential liability for failing to run them. What is revealed by a criminal background check often provides crucial information that allows employers to make the best hires. Consider the manager applicant who has prior convictions for stealing. Next, please! Further, negligent hiring and negligent retention lawsuits have spiked in recent years, and can be expensive to defend.
It’s a messy area, and one that causes headaches for employers no matter what they may do or not do. The EEOC has stated its desire to remove barriers to employment for applicants with criminal backgrounds. That is a worthy goal, in the abstract. But, restaurant employers have a critical need to protect the safety of their employees, customers and property. That’s just good business. So, the debate about workplace fairness versus workplace safety continues.
If you’re not sure whether you should be background screening your employees, give us a call to speak with a Background Screening Specialist. We can help you determine your needs and tailor a package suited just for you!
Source: http://restaurant-hospitality.com/operations/be-wary-running-background-checks
Wednesday, February 13, 2013
Consumer Alert: How to Protect Your Identity from Being Stolen
Despite your best efforts to manage the flow of your personal information, identity thieves may try a variety of methods to gain access to your data. For instance, they may get information from your discarded mail, stealing your wallet/purse, stealing information they find in your home or through your computer/email, or stealing information/records from the workplace. Criminals can then open credit cards with your name, take your existing financial accounts, forge drivers’ licenses and other government documents, among other things. Here are a number of steps you can take today to minimize your risk of being a victim of identity theft.
Source: https://www.dmachoice.org/static/pdf/how_protect_identity.pdf
1. Use Unique or Unpredictable Passwords:
Place unidentifiable passwords on all of your accounts — your credit card, bank and phone accounts. Avoid using easily available information such as your mother’s maiden name, your birth date, the last four digits of your Social Security Number (SSN) or your phone number, or a series of consecutive numbers.2. Secure Personal Information:
In your home- Take precautions if you have roommates, employ outside help, or are having repair work done on/in your home.
- Lock personal information in a filing cabinet.
- Deposit outgoing mail in post office collection boxes or at your local post office, rather than in an unsecured mailbox, and promptly remove mail from your mailbox. If you’re planning to be away from home and can’t pick up your mail, call the US Postal Service at 800.275.8777 or go online: https://dunsapp.usps.gov/HoldMail.jsp to request a hold.
- Tear or shred your charge receipts, copies of credit applications, insurance forms, physician statements, checks and bank statements, expired charge cards that you’re discarding, and credit offers you get in the mail.
- When ordering new checks, pick them up from the bank instead of having them mailed to your home mailbox.
- Don’t give out personal information unless you’ve initiated contact or are sure you know who you’re dealing with.
- Be cautious when responding to promotional offers. Identity thieves may create phony promotional offers to get you to give them your personal information.
- Identity thieves are clever, and have posed as representatives of banks, Internet service providers (ISPs), and even government agencies to get people to reveal their SSN, mother’s maiden name, account numbers, and other personal information. Before you share any such information, confirm that you are dealing with a legitimate organization. Check an organization’s website by typing its URL in the address line. Or call customer service using the number listed on your account statement or in the telephone book.
- Deposit mail in the US Postal Service collection boxes or directly at your local post office.
- Don’t leave mail in your mailbox overnight or on weekends.
- Don’t carry your SSN card; leave it in a secure place. Give your SSN only when absolutely necessary, and ask to use other types of identifiers. If your state uses your SSN as your driver’s license number, ask to substitute another number. Do the same if your health insurance company uses your SSN as your policy number.
- Carry only the identification and the credit and debit cards that you’ll actually need when you go out.
- Keep your purse or wallet in a safe place at work; do the same with copies of administrative forms that have your sensitive personal information.
- Update virus protection software and patches for your operating system and other software programs regularly.
- Do not open files sent to you by strangers, or click on hyperlinks or download programs from people you don’t know. Be careful about using file-sharing programs. Opening a file could expose your system to a computer virus or a program known as “spyware,” which could capture your passwords or any other information as you type it into your keyboard.
- Use a firewall program to stop uninvited access to your computer. Without it, hackers can take over your computer, access the personal information stored on it, and use it to commit crimes.
- Use a secure browser – software that encrypts or scrambles information you send over the Internet – to guard your online transactions. Be sure your browser has the most up-to-date encryption capabilities by using the latest version available from the manufacturer. When submitting information, look for the “lock” icon on the browser’s status bar to be sure your information is secure during transmission.
- Try not to store financial information on your laptop unless absolutely necessary. If you do, use a strong password a combination of letters (upper and lower case), numbers and symbols.
- Before you dispose of a computer, delete all the personal information it had stored. Use a “wipe” utility program to overwrite the entire hard drive. Deleting files using the keyboard or mouse commands or reformatting your hard drive may not be enough because the files may stay on the computer’s hard drive, where they may be retrieved easily.
- Look for website’s privacy policies. They should answer questions about maintaining accuracy, access, security, and control of personal information collected by the site, how the information will be used, and whether it will be provided to third parties. If you don’t see a privacy policy – or if you can’t understand it – consider doing business elsewhere.
3. Educate Yourself on Security Procedures Outside of the Home:
- Ask about information security procedures in your workplace or at businesses, doctors’ offices or other institutions that collect your personal identifying information.
- Find out who has access to your personal information, and verify that it is handled securely.
- Ask about disposal procedures for your records.
- Find out if your information will be shared with anyone else. If so, ask how your information can be kept confidential.
- One of the most important ways to protect yourself against identity theft is to check your credit report status often.
- Under federal law (the Fair and Accurate Credit Transactions Act – FACTA), you are entitled to one free credit report per year: contact www.annualcreditreport.com.
- If you believe you are a victim of identity theft, you can request that a fraud alert be placed on your credit report to signal this to prospective users of that report.
Source: https://www.dmachoice.org/static/pdf/how_protect_identity.pdf
Tuesday, February 5, 2013
Importance of Pre-Employment Skills Testing as Part of Background Screening Process
The main function of human resources’ personnel is finding the people with the right skills for the job. To increase the likelihood of hiring high-quality candidates, employers can use standardized aptitude pre-employment tests to help screen and select the best candidates for jobs and assess the relevant skills of potential employees. If administered correctly, pre-employment testing can help companies save time and cost in the selection process, decrease turnover, increase productivity, and improve morale.
Pre-employment tests help weed out unqualified candidates early and could be the missing link in your hiring process; they can assist in achieving the proper job fit between the applicant and the job you are hiring for. Pre-employment skills testing is especially useful when there are several applicants to choose from. Employers are able to spend more time with prospective candidates that have high potential. This ensures hiring a candidate with specific job-related skills or experience.
While pre-employment testing is only a small piece of the puzzle, it can be worth the extra cost because it takes no time on your end and will help verify that the candidate has what it takes to do the job. The benefits a company may appreciate by implementing a pre-employment testing process include:
Pre-employment tests help weed out unqualified candidates early and could be the missing link in your hiring process; they can assist in achieving the proper job fit between the applicant and the job you are hiring for. Pre-employment skills testing is especially useful when there are several applicants to choose from. Employers are able to spend more time with prospective candidates that have high potential. This ensures hiring a candidate with specific job-related skills or experience.
While pre-employment testing is only a small piece of the puzzle, it can be worth the extra cost because it takes no time on your end and will help verify that the candidate has what it takes to do the job. The benefits a company may appreciate by implementing a pre-employment testing process include:
- Lower turnover
- Higher productivity
- Increased employee retention
- Reduction in costs associated with hiring and training
- Increased sales
- Higher customer satisfaction
Wednesday, January 30, 2013
CREDIT SCORES: UNDERSTANDING WHERE THEY COME FROM
In general terms, a credit score is a number generated by a mathematical formula – algorithm. This mathematical formula works on the information provided in your credit report to compare the same information with other people using a standard comparison scale to derive a score. This resulting number is a precise reflection of your credibility. It accurately predicts how likely you are going to make payments.
With its scale running from 300 to 850, these credit scores are extensively used as a formula by many lenders to determine if you are credit worthy or not. It can be used for mortgage, a car loan, or even employment/tenant purposes.
With its scale running from 300 to 850, these credit scores are extensively used as a formula by many lenders to determine if you are credit worthy or not. It can be used for mortgage, a car loan, or even employment/tenant purposes.
Scoring Categories
Lenders and the firms offering loans use diverse credit scoring patterns to determine your credibility. As these credit scoring patterns do vary slightly in their formulas, they result in different credit scores. That means credit score of a single person can be different and varied with different scoring models. To bring a certain level of standardization in this process, Fair Isaac Corporation (FICO), developed the first credit score using a standard scale for different parameters. This FICO score has been accepted by all credit scoring institutions as a base platform.
The three major credit bureaus use their own version of the FICO scoring model. These three companies are Equifax, Experian, and Trans Union. Equifax uses BEACON scoring model while Experian uses Fair Isaac Risk Scoring Model and Trans Union has the Empirica Scoring Model. As all three scoring models are different from each other, they result in different credit scores.
Good Score
While the factors on which credit scoring varies, generally individuals with FICO scores above 700 are considered credible. Of course, there is no standardization in black and white narrarating what a good score is; it is believed that the normal average borrower has a credit score in the range of 600 to 700.
A new scoring model known as VantageScore is slowly catching up as a unique scoring method for everyone as all three credit bureaus – Equifax, Experian and TransUnion collaborated on its development. Its scoring ranges from 501 to 990 and has letter grades from “A to F”. So a score from 501 to 600 will correspond to “F” grade while a score of 901 to 990 will receive “A” grade. So in this scoring system, a letter grade of ‘C’ is considered a good credit score.
Factors Affecting Credit Score
As per the FICO scoring model, more than 20 factors in five different categories are taken into consideration to derive your credit score:
1. Payment History – This is one of the most important factors, placing the emphasis on recent activity. It accounts for the 35% of your total score. It is based on payment information on all types of accounts including credit cards, retail accounts and details on late or missed payments. It also considers public records like judgments, suits or bankruptcies and collection items.
2. Amount You Owe and Available Credit – This is the second most important factor and accounts for 30% of your total score. It considers the information regarding the amount owed on all accounts, information related to the accounts showing balances, how much total credit line is used, etc. Here one thing has to be remembered, that carrying debt does not necessarily mean that you have a low credit score. In fact, people with higher scores use their credit sparingly and keep their balances low.
3. Length of Credit History – The longer you have credit, the higher your score. This accounts for 15% of your total credit score.
4. New Credit – The opening of several credit accounts in a short period of time hampers the credit scoring of an individual. This accounts for 10% of the total credit score.
5. Types of Credit in Use – This accounts for 10% of your score and considers your mix of credit types and how many of each you have.
Although credit scores vary with different scoring methods, it provides a standard platform to gauge your credit-worthiness. And even if it is not clear which number can be considered as a good credit score for a specific purpose, it is always advisable to keep your score higher than 700. A person carrying a score of 625 can be scrutinized for mortgage lending, but the same score can be well enough for getting a car loan.
And, remember all scoring models ignore any information that is not proven to be predictive of future credit performance: race, color, religion, sex, marital status, occupation, current interest rates, etc.
For more detailed information on credit scoring, visit www.myfico.com/crediteducation.
Good Score
While the factors on which credit scoring varies, generally individuals with FICO scores above 700 are considered credible. Of course, there is no standardization in black and white narrarating what a good score is; it is believed that the normal average borrower has a credit score in the range of 600 to 700.
A new scoring model known as VantageScore is slowly catching up as a unique scoring method for everyone as all three credit bureaus – Equifax, Experian and TransUnion collaborated on its development. Its scoring ranges from 501 to 990 and has letter grades from “A to F”. So a score from 501 to 600 will correspond to “F” grade while a score of 901 to 990 will receive “A” grade. So in this scoring system, a letter grade of ‘C’ is considered a good credit score.
Factors Affecting Credit Score
As per the FICO scoring model, more than 20 factors in five different categories are taken into consideration to derive your credit score:
1. Payment History – This is one of the most important factors, placing the emphasis on recent activity. It accounts for the 35% of your total score. It is based on payment information on all types of accounts including credit cards, retail accounts and details on late or missed payments. It also considers public records like judgments, suits or bankruptcies and collection items.
2. Amount You Owe and Available Credit – This is the second most important factor and accounts for 30% of your total score. It considers the information regarding the amount owed on all accounts, information related to the accounts showing balances, how much total credit line is used, etc. Here one thing has to be remembered, that carrying debt does not necessarily mean that you have a low credit score. In fact, people with higher scores use their credit sparingly and keep their balances low.
3. Length of Credit History – The longer you have credit, the higher your score. This accounts for 15% of your total credit score.
4. New Credit – The opening of several credit accounts in a short period of time hampers the credit scoring of an individual. This accounts for 10% of the total credit score.
5. Types of Credit in Use – This accounts for 10% of your score and considers your mix of credit types and how many of each you have.
Although credit scores vary with different scoring methods, it provides a standard platform to gauge your credit-worthiness. And even if it is not clear which number can be considered as a good credit score for a specific purpose, it is always advisable to keep your score higher than 700. A person carrying a score of 625 can be scrutinized for mortgage lending, but the same score can be well enough for getting a car loan.
And, remember all scoring models ignore any information that is not proven to be predictive of future credit performance: race, color, religion, sex, marital status, occupation, current interest rates, etc.
For more detailed information on credit scoring, visit www.myfico.com/crediteducation.
Thursday, January 17, 2013
PRESS RELEASE
MacData Background Screening grows along with customer needs by updating LiveScan digital fingerprinting software
Daytona Beach, FL January 16, 2013: MacData, a local background screening company, announced an update of their LiveScan digitial fingerprinting software, in order to comply with the new state regulations requiring photo submission.
The Agency for Health Care Administration (AHCA), who regulates all employees in state health facilities, is the first state agency to require submission of a photograph at the time fingerprints are submitted. Additional states agencies, including the Department of Children and Families (DCF) and the Department of Elder Affairs (DOEA) are expected to follow suit within the coming months.
“Since a vast majority of our client base is in health care, child care and elderly care, we decided to make the investment in updating our software and acquiring the necessary equipment to comply with state regulation and provide the service conveniently for our clients.” said Mark Venables, owner of MacData Background Screening.
Per state regulation, employees working in various fields including health care, elderly, disabled or child care and schools must pass a comprehensive state and national background check prior to employment.
Fingerprints are digitally scanned and transmitted to Florida Department of Law Enforcement for a statewide search and then onto the FBI for a nationwide search. Results are then returned to the regulatory agency for employment determination.
MacData Background Screening, locally owned and operated in Daytona Beach, FL, provides consumers with a range of tools to make informed decisions. They offer a variety of customizable pre-employment and tenant screening options and LiveScan digital fingerprinting for statutory- regulated agencies.
For more information, visit www.macdata.com or call 386-254-4888.
Subscribe to:
Posts (Atom)