The EEOC’s recent guidance concerning employers’ use of criminal background checks on job applicants comes down to two words: Individual assessment.
The feds are keeping close watch on companies’ hiring procedures. Here’s how to stay off their hit list.
The Equal Employment Opportunity Commission has set its sights on a common business practice: The use of criminal background checks on job applicants.
If one of your employees attacks a stranger while on duty, does that make the company liable? That’s what an assault victim claimed in this recent case.
It’s not unusual to see employment ads that mention types of previous experience that applicants should have. So, if you were placing an ad for drug smugglers, would you request previous military experience?
Social media use is increasing among HR pros — but not everyone is using it the same way.
The tricky thing about background checks: You actually have to pay attention to the results you get.
A new federal lawsuit points out the dangers inherent in a commonly used applicant screening technique: background checks.
Another example of why background checks can never be too thorough:
It’s one of HR’s worst nightmares: An employee’s injured after an attack by a co-worker. If it turns out the attacker had a history of violent behavior, can the company be sued for hiring him?
Most managers and HR pros perform impromptu background checks online before offering an applicant a job. Here’s a new tool that might make that process easier.
With all the difficulty in getting truthful references, more and more HR managers are turning to Web research and social-networking sites to get inside info on applicants. And some of the info they uncover isn’t available anywhere else — and isn’t pretty.
More reason to think twice about criminal background checks on job applicants: A new bill that’s been introduced in the House would make it illegal to ask candidates whether they’ve ever been convicted of a crime.
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