There is a lot happening in the background screening world. Hire Image recently achieved accredited status with the National Association of Professional Background Screeners, validating our stringent compliance and security standards and professional competence.

I am also excited to announce my new role as Chair of the Board of the National Association of Professional Background Screeners. My role includes educating our legislators and regulators about the importance of background screening and the practical impact changes in laws have on the employer community. I welcome input from each of you regarding items you believe hinder your ability to hire efficiently and effectively because of limitations related to the background screening and drug screening process.

In this issue of "The Monitor," we provide updates at both the federal and local fronts, including recent changes at the EEOC, an important announcement related to E-Verify records retention and disposal, and the latest in FCRA lawsuits with compliance tips.

Updates also include new 'ban the box' legislation in Illinois, New Jersey and Washington D.C.  As the 'ban the box' trend continues to expand, we are providing an entire listing of state and local rules in effect for private employers and will continue to update the overall listing for your convenience.

Also included are a few opinion pieces and links to media coverage of background screening stories. Our main article discusses the topic of recidivism and why employers have a right to be concerned when making employment decisions related to ex-offenders.  In addition, the importance of continued screening is addressed. Although you may have initially screened your employees, are you sure that they have remained law abiding citizens?

Hire Image strives to provide our clients with the highest quality of services possible, and we are here to service all of your screening needs. If you have any questions or comments, please do not hesitate to contact me.

Happy Fall,

 

 The Critical Nature of Post-Hire Continued Screening

The process of hiring a new employee can be a lengthy and arduous task. It's no wonder that after combing through hundreds of resumes, conducting dozens of interviews, and asking all the right questions to find the one perfect candidate for the job, human resource professionals breathe a sigh of relief when their background screening and verification report comes back 'clear.'

A thorough pre-employment background screening, drug test, and verifications of education and employment can provide the peace of mind an employer needs to ensure their newest team member is a qualified individual with upstanding morals and a good character. But is that where such screening should end.... at the beginning? How do you know if your employee has remained a law-abiding citizen three or four years later? The only way to be find out if your employees have remained on the right side of the law is to continue screening them.

Recently, one of Hire Image's clients experienced the unpleasant repercussions of hiring someone with a criminal history without having a continued background screening policy in place. The company hired a new controller in 2011 after performing a background check and finding out that he had a criminal history.

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