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The process of hiring is complex. An employer must follow certain guidelines to bring new employees into their company or organization. Ban-the-box laws are just some of the requirements that businesses must abide by.
As a recruiter and hiring professional, it’s your responsibility to understand the intricacies of screenings applicants will undergo. To field questions and help place people in the best roles possible, it’s crucial to understand how criminal background checks work.
If you’ve found yourself in the unfortunate position of receiving a DUI, there are a lot of scenarios running through your head. How is this going to impact your future? Who will this charge be visible to? Will it affect my career or job opportunities moving forward?
A talent pool is what recruiters call the database of current and potential candidates. The pool might consist of either current applicants, sourced candidates, or referrals from partners.
Background checks are routine for businesses vetting candidates during the hiring process. But it’s vital that employers follow the rules on what they can and cannot ask about, and it’s essential to understand what an applicant can ask about their background check and the rights they possess.
Background checks protect companies against bad hires by reducing the likelihood of selecting the wrong candidate. Most employers use background checks before they hire, but they can take many different forms.
When the interview has gone well, and everybody seems happy, it can often feel like the recruitment phase is almost complete – however, a few vital steps remain.
In a perfect world, everyone is completely honest in their job application.
But the truth of the matter is that’s probably not always the case.
What happens if your employee commits a crime? While HR Departments have almost exclusively focused on running background checks as part of a pre-employment recruiting process, 12% of the workforce will be arrested in the next five years (source: SJV).
Different background check services are suitable for different purposes. For example, not all will be FCRA-compliant; therefore, they won’t all be suitable for employment screenings or certain other purposes.
Job candidates often have to furnish a lot of information during the hiring process, like their identity, work experience, training background, education history, and certifications or licenses.
Your workforce is the heart and soul of your company. You need trustworthy, qualified employees to hit your business goals — but building a quality team isn’t easy.
Some jobs are physically demanding in nature. For example, jobs that operate heavy machinery or equipment can take a physical toll on the body.
Emergency services like paramedics and firefighters must have the working capacity to handle the demands of the role.
Are you an employer hoping to make the right hiring decision? Background checks produce lots of information, including non-adjudication. Learn more here.
