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How Can You Do Employment Screening Right?

Job screening means, in essence, a background check on job candidates. Is the person he claims, with the qualifications stated in the resume or job application? Does the candidate have criminal or quality penalties or other disqualifying issues?

It's easy to do filtering work now a few mouse clicks will get you online reports about anyone through one of the hundreds of web-based job screening companies out there. If you are searching for employment screening services then you can visit various online sources.

But, to be honest, many of the filtering services offered online are cursory and, well, most unreliable. Are you sure you really have a valid and reliable filtering report? Will, it last to be examined if legal issues (e.g., lawsuits) ever occur to your company?

To assess this, you need to know a little about work-related background checks, which is this short article. First, you should know that pre-employment screening in the US is strictly regulated by the federal Fair Credit Reporting Act and various state labor laws.

The law, of course, allows employers to conduct background checks on prospective employees, but employers are required to disclose in writing to job applicants that they intend to do so.

If "adverse actions" are taken because the information found in the background check (i.e., the person is not employed), then the employer must notify the applicant about this and disclose the specific unfavorable information found.