ScoutLogic Blog

Artificial intelligence (AI) is proving to be one of the fastest-growing tools to enhance business efficiency. It is no different when it comes to your recruiting practices.

Having an inclusive workplace offers benefits like improved employee morale, higher job satisfaction, increased creativity among staff, not to mention it reflects well on your company.

Background checks for potential employees can benefit businesses in a variety of ways. They help organizations identify possible organizational risks and verify a candidate’s employment and educational history.

The costs of unconscious bias are many. But how do you eliminate an unconscious issue and, for the person exhibiting it, probably unseen?

As an employer, your primary responsibility is the safety of your customers and your employees. An essential component of this duty is performing due diligence when hiring.

Background checks ensure the safety of current staff members and customers alike and assure companies that they haven’t hired the wrong person. With the advent of social media, more employers are looking to these online platforms to expand their screening processes.

Background checks for potential employees can benefit businesses in a variety of ways. They help organizations identify possible organizational risks and verify a candidate's employment and educational history.

The New York City Fair Chance Act (FCA), also sometimes referred to as the “ban the box” law, ensures that those with a criminal record can still find work that they are qualified to perform. It means that employers can’t inquire about an applicant’s criminal record during the interview process nor terminate current employees solely for their criminal history.

For business owners and executive teams, paying attention to the functions of HR departments is in the company’s best interests. HR departments are people managers and support business needs and normal operating procedures. A large aspect of this comes through compliance.