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The Covid-19 pandemic has forced many businesses to implement remote work with many businesses transitioning to it permanently. Remote work is becoming an essential aspect of the modern-day workplace. However, with this technology trend comes a security issue that many employers need to address, such as the impact of a remote workforce on background checks.

Remote work and the need for background checks

Before starting a remote work arrangement or a new job remotely, an employer needs to conduct background checks to ensure the safety and security of the workplace. While traditional background checks mainly focus on criminal records, employers must also consider the impact of remote work , and conduct a thorough review of a candidate’s online reputation, their social media activity, and other potential external threats. Employers should implement strict guidelines on remote work, such as requiring employees to use secure networks and devices.

How remote work affects background checks

Remote work arrangements present a challenge in conducting background checks for several reasons. First, traditional background checks often rely on in-person interactions that are no longer possible or convenient with a remote workforce. Second, communication can become fragmented or even delayed, making it harder to confirm information. Lastly, remote work can complicate employment screenings because employees’ information can become difficult to track.

Technology-based solutions for background checks

Employers can turn to technology-based solutions to help run background checks effectively, since traditional methods of screening employees might not be practical or relevant in the light of remote work arrangements. One of these solutions is by conducting automatic checking of candidate’s social media accounts to determine their online reputation. Additionally, employers can use various HR management software to manage remote employees.

Legal considerations for background checks

When conducting background checks, employers must consider several legal factors, such as complying with state and federal laws such as the Fair Credit Reporting Act (FCRA). To ensure compliance, employers should document their compliance policies and maintain a consistent process of background screening. Employers should ensure that remote employees meet the same requirements as existing employees and consider any state-specific employment laws in their respective Jurisdictions.

Remote work is on the rise, making background checks all the more crucial in ensuring a safe and secure workplace. Employers must adapt their checks process to the remote environment and rely on technology-based solutions to facilitate screening. With a clear understanding of the legal requirements and technical challenges associated with background checks in remote work arrangements, businesses can successfully employ more workers remotely.

Background checks are essential and need to be done carefully during these times as remote employment increases. As we navigate through these unique times, businesses need to be vigilant and consider many variables as they adapt their recruitment, and on-boarding processes.

Contact us today for a consultation and overview about how we can take you through the whole process of conducting background checks on remote workers to ensure you are doing the right thing.

As a business owner, it is important to ensure the safety and well-being of your employees and customers. One of the most effective ways to do this is by conducting thorough background checks on potential candidates. However, not all background check companies are created equal. With so many options out there, it can be overwhelming to choose the right one for your business.

In this blog post, we will provide you with some helpful tips on how to choose the right background check company for your business.

5 Tips to Finding the Right Background Screening Partner

1. Look for a company with a good reputation and experience

When it comes to hiring a background check company, reputation is everything. Look for a company that has a proven track record of success and a good reputation in the industry. Look for reviews and testimonials from other business owners who have used their services. It is also important to choose a company that has experience in conducting background checks for your industry. For instance, if you run a healthcare business, look for a company that has experience conducting background checks specifically for healthcare professionals.

2. Check for compliance and accreditation

Your background check company should be compliant with all state and federal laws.This is important because it means they follow strict guidelines when conducting background checks.

3. Consider the types of background checks they offer

Not all background check companies offer the same types of checks. It is important to choose a company that offers the specific types of checks that you need for your business. For instance, if you run a daycare, you may need a company that offers fingerprinting services. Alternatively, if you are hiring for a financial institution, you may need a company that offers credit and financial checks.

4. Look for a company that uses modern technology

The background check industry is constantly evolving, and so should the technology that background check companies use. Look for a company that utilizes modern technology such as AI-powered software and mobile applications. This will ensure that your background checks are conducted quickly, accurately, and efficiently.

5. Compare pricing and turnaround time

Finally, it is important to compare pricing and turnaround time between different background check companies. While you don’t want to necessarily choose the cheapest option, you also don’t want to overpay for services you don’t need. You should also consider turnaround time – how long will it take for the company to complete the background check? This is important if you have a tight hiring timeline.

Choosing the Right Background Check Company for Your Business

Conducting thorough background checks is an integral part of any business’s hiring process. By following these tips, you can choose the right background check company for your business, ensuring that your employees and customers are safe and protected. Remember, do your research, look for a reputable and experienced company, check for compliance, consider the types of background checks they offer, and compare pricing and turnaround time.

Look no further than HR Preferred, your trusted partner in background screening. With our comprehensive services, you can rest assured that you’re making informed hiring decisions and protecting your company from potential risks. Don’t leave your business vulnerable to the unknown – take action now and partner with HR Preferred for all your background screening needs.

Contact us today to learn more and get started!

Background screening is an important part of any organization’s operations, but it is especially critical for nonprofits. Nonprofit organizations rely on a steady stream of volunteers to help carry out their mission and keep costs down, but these volunteers may not always have the same level of experience or training that traditional employees bring to the table. That’s why nonprofit organizations should take extra care when conducting background screening on volunteers. Let’s explore the benefits of background screening for nonprofits.

Protecting Your Organization’s Reputation

Nonprofits need to carefully protect their reputations in order to maintain public trust and attract potential donors. A single misstep can quickly erode public confidence in your organization and make it difficult to recover. Conducting background checks ensures that you are taking the necessary steps to ensure that all volunteers are trustworthy and reliable so your reputation stays intact.

Reducing Risk

Background checks can also help reduce risk by identifying potential issues with a volunteer before they become a problem. By proactively checking references and criminal records, you can make sure that your organization is only engaging with individuals who have been thoroughly vetted and will be a positive addition to your team. This reduces the risk of legal action or other liabilities down the road due to negligence or oversight when selecting new volunteers.

Saving Time and Money

Background screenings save time by collecting information about prospective volunteers in one convenient place, allowing you to quickly identify any red flags without having to conduct multiple interviews or reference checks yourself. Additionally, conducting background screenings upfront allows you to avoid costly mistakes from selecting unsuitable volunteers, which can have a significant impact on your budget in both time and resources spent later trying to correct any issues that arise as a result.

No matter how small or large your nonprofit organization may be, investing in comprehensive background screenings for potential volunteers is essential if you want your organization to succeed and stay competitive in today’s market. Not only will background screening protect your reputation, reduce liability risk and save time and money—it will also help ensure that all volunteers are qualified, trustworthy individuals who truly believe in your cause and want nothing more than to help make it successful.

Background Screening Services for Nonprofits – Volunteers

By partnering with HR Preferred, non-profit organizations can have peace of mind knowing that their screening process is in good hands. We understand that time and resources are limited for non-profits, which is why we make it our mission to provide competitive pricing and quick turnaround times. Our team of experienced professionals is dedicated to helping your organization succeed by providing the information and tools you need to make informed decisions. With our services, you can have confidence that your volunteers are being properly screened, so you can focus on furthering your mission.

We understand the importance of having an effective background screening process in place, and are here to help. Contact us today to learn more about our services and how we can help your organization.

Employee onboarding is an important process for any medical organization. And while there are many aspects of the onboarding process to consider, one that should not be overlooked is the importance of conducting medical background checks on new hires. Integrating medical background checks into an organization’s onboarding process can help ensure that the best-qualified candidates are hired, and that organizations are able to maintain a safe and secure working environment. Let’s take a closer look at how integrating medical background checks into the employee onboarding process can benefit medical organizations.

Verifying Qualifications and Professional Reputation

Conducting a thorough medical background check on new hires helps ensure that they have the credentials necessary to perform their duties in accordance with applicable laws, regulations, and policies. In addition, verifying the qualifications of new employees through a medical background check helps protect against hiring someone with a negative professional reputation or who may have previously engaged in unethical behavior. By verifying credentials through a medical background check, organizations can make sure they are hiring employees who will represent them in a positive light.

Protecting Patients and Staff

Medical organizations can also benefit from integrating criminal background checks into their employee onboarding processes by protecting patients and staff members from potential harm. A thorough background check can reveal if an individual has engaged in acts of violence, or if he or she has been convicted of any crimes related to drugs or theft. This information can help protect patients from potentially dangerous individuals as well as prevent thefts within the organization itself.

Maintaining Compliance

Criminal background checks are also important for helping medical organizations maintain compliance with all applicable laws and regulations. For example, certain states may require organizations to conduct criminal history screenings on all prospective employees before they are allowed to start work in certain positions or departments, such as nursing or laboratory technicians. By incorporating these requirements into their employee onboarding processes, organizations can ensure that they remain compliant with local laws while still maintaining high standards of safety and security for both staff members and patients alike.

Integrating medical background checks into an organization’s employee onboarding process provides numerous benefits for both employers and employees alike. Conducting these types of checks helps verify qualifications while simultaneously protecting patients from potential harm by identifying any past criminal activity or negative professional reputation associated with new hires prior to their start date. In addition, conducting medical background screenings helps ensure compliance with local laws regarding qualifications for certain positions within healthcare settings. All in all, integrating medical background checks into your employee onboarding process is an essential part of ensuring patient safety while maintaining high standards throughout your organization.

Medical Background Screening

At HR Preferred, we understand the importance of conducting medical background screenings for new employees. Our team is committed to ensuring that employers receive accurate and timely results from these screenings. We utilize a comprehensive set of protocols to ensure accuracy and compliance with all applicable laws and regulations, including HIPAA and other privacy requirements.

Contact us today to learn more about our medical background screening services.

It’s no longer surprising when new trends emerge, especially in the employment landscape. We’ve witnessed trends come and go for generations, and we’ll go through a set of workforce trends to expect in 2023.

Having an idea of workforce trends helps organizations stay on top of the workforce landscape. From employment background screening services to remote employment, we’ll see a few employment trends that will stick around in the coming years. Companies can prepare their employment strategies to remain relevant and competitive. Moreover, they can focus on employment processes and technologies to drive their businesses further.

Here are the four important workforce trends to expect in 2023:

Hybrid Setups

The pandemic has forced organizations to adjust their employment practices and policies, including allowing employees to work remotely for safety. Some companies also built hybrid employment models to combine remote and on-site employment. As a result, more people have seen the convenience and efficiency of flexible work arrangements.

According to FlexJobs, almost 50% of employers in the country are maintaining remote work in some form. InformationWeek shared that about 58% of businesses are encouraging a hybrid setup. Now, we can expect the employment model to become even more popular as companies recognize its benefits.

Diversity, Equity, and Inclusion

Another employment trend we can expect in 2023 is the focus on Diversity, Equity, and Inclusion (DEI). We’ll likely see more organizations prioritize DEI in employment policies and practices. Organizations are pushing for better inclusivity to promote workplace diversity, equity, and fairness. In fact, in 2022, the employment rate for disabled workers increased significantly! There might still be a long way to go, but these employment practices can help create a fair and equitable employment landscape.

HR Analytics

The role of driving bottom-line business results will now lie in data-driven employment practices. What does this mean? HR teams must find employment trends and patterns to help their organizations succeed. This is possible with HR technology and software that can store, manage, and analyze employment data.

Businesses can leverage employment analytics to measure workforce performance and make strategic employment decisions. With this, HR teams can focus on metrics related to employment success and identify employment trends.

Learning and Development Opportunities

Before, employees primarily saw jobs as a source of income. Now, more people are looking at employment opportunities as a way to develop their skills. Employers must now offer learning and development opportunities to attract and retain top talents.

Investing in employees helps build a strong culture, leading to higher employee engagement, retention, and satisfaction. Upskilling is more critical than ever as employees search for growth and development opportunities!

Conclusion

Ultimately, giving people more flexibility allows our workforce to be more productive and engaged. Moreover, DEI and upskilling are crucial employment practices to promote inclusivity and productivity. Lastly, streamlined HR technology will help organizations make people and data-driven decisions.

At HR Preferred, we offer employment background screening services that help organizations make informed employment decisions. We understand the importance of knowing the employment trends and ensuring they align with your business goals.

Contact us today for employment background screening services that foster growth and success in your organization!

Are you running the appropriate background check for your new hires? A background check is an essential part of the hiring process. It helps ensure that you’re bringing on the right person for the job. It also protects your company from possible negligent hiring lawsuits.

For that reason, what should background checks include and which type is the most efficient for your industry? Let’s take a look below!

Types of Background Checks

If you’re about to hire someone for a position in your business, the pre-screening process can make an informed decision about your potential employee. Depending on your industry, here are the types of background checks that you should run during the hiring process:

• Criminal background check: This provides employers with a comprehensive view of potential applicants’ criminal histories.
• Employment verifications: This process confirms the accuracy of the information in a candidate’s resume or application.
• Drug testing: This helps determine if a candidate has a substance abuse problem that could impact their performance and possibly put them or others in harm.
• MVR records: A vital check for roles requiring driving, MVR records provides data about the applicant’s driving history. It also includes information about the driver’s license.
• License verifications: This step verifies if the candidate has the proper credentials, licenses, and certifications needed for a specific role.
• Reference verifications: Another tool to find the best talent, this process reveals information about a candidate’s work history, skills, and abilities.

Which Background Check Is Best for Your Industry?

The specific information in a background check depends on an organization’s policies and the requirements needed for the position. No two companies are alike, and the background check process needs to be tailored to suit your organization. There is no one-size-fits-all solution and requirements vary based on your specific needs.

For instance, in the healthcare industry, a typical background check includes employment, education, and professional license verification. Meanwhile, if you’re hiring a medical professional for home care, it’s crucial to run a comprehensive criminal record check.

If your industry is manufacturing or industrial, you must prioritize safety when operating machinery and equipment. Hence, drug testing, criminal history, or reference checks are mandatory processes to get the job done safely.

Start a Background Check Today

The right background check service can help you make better hiring decisions, ensure a safe environment, and stay compliant. If you need help with recruitment and background checks, you can consult the experts at HR Preferred. Our experts make the process simple and get you results that are accurate and thorough. Your employees will thank you for it!

When most people think of a background check, they think of a simple Google search. But, if you’re looking for someone’s criminal history, employment history, or education, you need to go beyond the basics.

There are three main types of information that are found in comprehensive background checks: criminal history, employment history, and education verification. Each type has its own unique database that you must access to get accurate results.

Here’s what you need to know about each type of check:

Criminal Records

A person’s criminal history will show any felonies or misdemeanors on their record. If they have a clean criminal history, this check will come back clean as well.

You can run a national criminal report. But, to get a more comprehensive criminal history check, you must check the county or counties someone has lived in.

Employment History

Employment history is very different from a criminal history check. This type of check will show past employers, dates of employment, job titles and responsibilities. It will not show any arrests or convictions.

Education

An education verification check is used to confirm the highest level of education someone has completed. This could be a high school diploma, GED, or college degree. To get an education verification check, you must go through the school, university or college that issued the degree.

Credit History

Your credit history is another important piece of information that may show up on a background check. If you’re applying for a job that requires a security clearance, your credit history will be closely scrutinized. Even if you’re not applying for a government job, though, potential employers may still look at your credit history to gauge your responsibility.

Public Records

In addition to the items listed above, background checks can also turn up public records, such as property ownership, bankruptcies, or liens. This information can give employers  a better idea of your financial responsibility.

Takeaway

When someone is running a background check on you, whether for employment, housing, or other purposes, they’re likely to come across a lot of information. As such, it’s good to be aware of what will show up on your background check.

This way, you can be prepared to explain anything that may come up.

Pay equity refers to promoting equal payments between employees of comparable or equal work. Companies and businesses will often be banned from asking prospective candidates about their compensation history.

In this blog post, we discuss the most recent laws on salary transparency and history bans in the country, as well as the different jurisdictions involved.

What Is a Salary History Ban?

A salary history ban is a law that stops employers from including questions about an applicant’s previous salary in their interviews. These were implemented to encourage equal pay for all employees, which may benefit people who have faced race or gender-related inequality from their previous employers.

In places where a salary history ban is in place, the salaries offered won’t be negatively compared to a candidate’s previous salary. On the other hand, a person who voluntarily discloses their previous compensation can use this to negotiate a better salary.

Many states and cities have enforced a salary history bans and salary transparency laws to provide equality to all workers and eliminate discrimination when it comes to salaries regardless of age, gender, or race. While there are no federal laws currently, these are put in place to stop employers from asking candidates for the details of their previous salary.

Some companies and business owners regularly update company practices and job applications to comply with these laws. Those who fail to follow the law will risk violation which may result in penalties ranging from $100 to as much as $250,000.

Which Jurisdictions Practice Salary History Bans?

The table below shows a few of the states that have placed salary history bans.

Alabama	Companies can’t refuse to interview, employ, or hire any applicants who won’t provide their pay history.
California	No public or private employers may ask about a person’s salary history.
Colorado	An employer can’t ask about a person’s salary history or use it to determine their new salary.
Connecticut	Unless the salary history is voluntarily disclosed, an employer can’t ask about it.
Delaware	While an employer is prohibited from asking questions about an employee’s salary history, they may ask about it after an offer.
District of Columbia (D.C.)	A government agency isn’t allowed to ask questions about salary history unless it is mentioned after an offer.
Hawaii	An employer can’t ask about a person’s salary history or use it as a reference unless it is provided by the employee.
Illinois	An employer can’t ask about someone’s salary history, but they can ask about their salary expectations.
Maine	An employer can’t ask about a person’s salary history before they make an offer.
Maryland	An employer may confirm salary history but only after an offer of compensation has been given. Employers also need to give their applicants the salary range of a position they ask for.

 

Going Into the Future

Over the past two years, the salary transparency movement has gained more supporters and experts expect to see more and more jurisdictions follow this law. They also predict that more laws connected to this should come this year and in the years that follow.

As a result, equality will finally be the main focus of our workplaces, companies, and businesses, where everyone can enjoy equal opportunities.

Planning to do a professional employment background screening service? Contact us today and let us help you walk through the journey.

As noted in the previous article, because someone has a criminal record, it doesn’t mean they won’t be a fit for your company.

Most employers will answer that all records are available in a National Criminal Report.

Is there such a thing?

Let us first understand what the word national means. The Oxford dictionary defines national as: ‘relating to a nation, common to or characteristic of a whole nation.’

Using this definition, then a National Criminal Report will be your best defense, right?!

Well, not everything is as it seems to be.

The term national, when used with criminal reports, is misleading, and should give you pause when you see it. There is not a database that is 100% complete, private or public, for all criminal records in the US. A better way to view these criminal reports is as Multi-State or Multi-Jurisdictional coverage.

What’s the difference?

It’s the same report, but the difference in names is more informative. A National Criminal report provides false hope that this is the best method of finding potential criminal records. A Multi-State, or variation thereof, makes you take a step back to learn more about the information you are receiving.

Nonetheless, this report searches many state criminal records and sex offender registries. Ask your provider to provide you with coverage information for a complete list. It is not the quick fix panacea you may be looking for, especially when hiring, this report still has its value as a base report.

How should you use it?

When used as a base report, it is an economical way to uncover more areas to search that you would have otherwise skipped. For instance, you have a candidate named Michael. He applies and is currently living in Chicago, but vacationed in Dallas where there is a conviction. If you were only looking for records in Michael’s current residence, Chicago, you would have missed the records in Dallas.

If the Multi-State criminal record search can inform you of charges in another state, then that’s pretty good, right?!

That’s a good start. There are other factors we need to combat.

• Limited information can be available

Some states and counties restrict the availability of information. Coverage in these areas is scarce, sometimes rendering this search useless.

• ‘Freshness’ of the data provided

The FCRA (Fair Credit Reporting Act) requires Employers to use the most up-to-date and correct information. These reports may not contain the most up-to-date information. Only rely on information that is confirmed at the source.

Are you missing recent cases? If there is a lag time in adding records to databases, how will you find recent cases?

What could you do?

Relying only on a Multi-State Criminal search might be more economical, you are opening the potential liability for your company. Think about running a County Criminal report to complement your Multi-State search. When selecting reports for use in your screening process, please make sure you have a full understanding of the various reports available and the shortcomings they may have.

HR Preferred is determined to help Build HR Confidence in their screening process. And as a company standard, we do not provide a Multi-State Criminal record search by itself.

Gain HR confidence in background checks by having a conversation with your screening provider. Share pertinent information with them so they can help you out. Which states do you work in? What positions do you hire? What does your recruiting process look like? This information helps a screening provider deliver a preferred application and background check method.

 

This information is provided as a courtesy, may change, and is not intended as legal guidance.

Name change is more common than we realize. Marriage. Divorce. Don’t like the name your parents gave you.

How does this affect a background check?

When it comes to background checks, a lot. Most background checks are name-based searches.

Now, what?

An Address History Search, or Social Security Number Trace, is a report you can use to discover more names that your candidate may have used.

This search is the key to a successful criminal background check. It provides you with a road map of where your candidate lives, has lived, and may have used an alternative or alias name.

How can you use this?

Apply what we discussed in the previous article on criminal reports.

Here’s a brief overview of the typical products provided in a base package:

Address History Search, SSN Search or Social Security Number Trace
• You can find more areas you might want to search for.
• You can find other names that you might want to search for.
• This search does not verify your candidate’s Social Security Number with the Social Security Administration.

Multi-State Criminal Record Search, National Criminal Report or Multi-Jurisdictional Criminal Search
• Pointer data only, not to be used as a final report (need to verify at the source). Most are limited to only the name given in the search.
• Add an Alias search to run more developed names through the database at the same time.

County Criminal Records Search
• Are you only searching for your candidate’s current place of residence? What if they went to school, worked, or lived elsewhere?
• Which candidate names are you searching for? Only the given name? What about the developed names (names found on other reports)?

As name changes are more common than we would have thought, make sure you are using all available names and locations.

What should you do?

As with anything else, you need to understand your and your company’s risk appetite when it comes to issues like the name change. Every company will be comfortable with a different risk level. It is essential to understand what information you are receiving and how that factors into your risk appetite. You may be leaving your risk-reward calculations out of whack if you make decisions based on misinformation or misunderstanding.

Once you are comfortable with the types of reports, work with your screening provider to create a custom screening solution. There will be variations on what you find acceptable in a screening package based on industry, position, and geography. Differences are fine, as long as you are making an informed decision.

Gain HR confidence in background checks by having a conversation with your screening provider. Share pertinent information with them so they can help you out. Which states do you work in? What positions do you hire? What does your recruiting process look like? This information helps a screening provider deliver a preferred application and background check method.

This information is provided as a courtesy, may change, and is not intended as legal guidance. 

Notes:

1 – Other factors are used to determine potential matches; this does not fall under the purview of this article.