Join our April 26th, 2016 Webinar (HRCI Credits.) We will cover Ban the Box” as part of the “Hiring Litigation Grows, 5 Areas to Reduce Risk” Webinar, sign-up now.Legislation around asking about previous criminal history and when and where you can ask it continues to change on a frequent basis. Hawaii, Illinois, Massachusetts, Minnesota, New Jersey, Oregon (January 2016), Rhode Island and Washington, DC all have “Ban the Box” legislation. San Francisco, Chicago, Baltimore, New York City, Philadelphia, and Seattle among others, have local “Ban the Box” ordinances. Please join our webinar for the latest updates.
Click Here To Register
For more information call Ken Lang at 888-689-2000 or email me at Kenneth.firstname.lastname@example.org.
On April 26th, 2016 at 2:00pm EST, join Credential Check and Pam Devata of Seyfarth, Shaw LLP. Gather insight on:
- Litigation Trends
- Disclosure and Authorization Pitfalls
- Adverse Action Do’s and Don’ts
- Utilizing Credit Checks
- EEOC Guidance
Ms. Devata is a partner in the Labor and Employment Practice Group of Seyfarth Shaw LLP. She specializes in all aspects of employment defense including counseling, training, and litigation. Ms. Devata has a special emphasis on the Fair Credit Reporting Act (FCRA) and related state laws effecting background screening.
To Register now click HERE:
As humans we seem to be driven by automation but at some level human interaction provides critical value. An audit of 200 background check profiles comparing two of the major automation supplier services “bots: as they are called in the industry” versus court researchers for County Criminal Records yielded interesting results. The results revealed that the data on these “bot” County Criminal Searches can be missing records, have incomplete or outdated data and can be missing dispositions.
There are numerous ways that your background screening vendor can use human assessment and interaction to reduce your risk:
* Utilize nationwide court researcher’s physically pulling court records to get data direct from the source of record, the County Court.
* Use a Service Alert Process: A social security trace is utilized to uncover alias names and determine counties to run searches so that the client does not have to manually perform the selections. This ensures that counties are selected consistently and that unnecessary counties are not run thereby minimizing cost and improving accuracy.
* Use an Order Review Process: Each order on individual profiles are reviewed and flagged based upon a standard Risk Matrix. Any data that is known to be not legal to utilize in a hiring decision is removed from the result to reduce risk. National Criminal Index Plus and County Criminal Searches are evaluated to ensure that the data matches the candidate’s identifiers. Education and Employment Verifications are reviewed for clarity and consistency.
* Conduct Profile Reviews: Used on the entire profile (background check report) to identify and resolve any common issues with data entry including typos in the name, social security number, and driver’s license number.
At times it takes reasoning human beings to be able to protect your business (candidates, employees and clients). Please call me at 888-689-2000 or email me at Kenneth.Lang@CredentialCheck.com if you would like to discuss any of these capabilities.
Our Director of Compliance, Megan Consolo shared with me recently some questions on compliance that have come up from clients. As a Consumer Reporting Agency governed by the Fair Credit Reporting Act, we take these questions very seriously. We thought we would share them with you today:
1) Can you run a background check on yourself to see what comes up?
Under the Fair Credit Reporting Act: § 604 Credential Check wouldn’t have permissible purpose to run this background check. (Our only permissible purposes are Employment and Tenancy.)
2) From a candidate: Incorrect information was reported on my background check, and you fixed it after my dispute. However, I want to know who reported the incorrect information to you, will you provide that to me?
Under the Fair Credit Reporting Act: § 609 certain items must be disclosed to a candidate upon request such as: Information on file; sources; report recipients.
3) I want to run a background check on someone who applied, but I don’t have a release form because we’re not going to hire them. I just want to look into the crime they disclosed on their application.
Under the Fair Credit Reporting Act: § 606 there are required disclosures that must be made to consumers prior to obtaining investigative consumer reports on them.
Under the Fair Credit Reporting Act: § 604 Credential Check wouldn’t have permissible purpose.
I would be happy to discuss these and any other compliance questions with you. Feel free to reach out, simply dial 248-526-5205 or email me at
We attended an Ann Arbor, MI SHRM Dinner Presentation on March 25th where the speaker was Dave Ulrich. Dave is one of the editors for the new book from the HR Certification Institute called the “The Rise of HR”. Dave is the Rensis Likert Professor of Business at the Ross School of the University of Michigan, and a partner at the RBL Group, a consulting firm focused on helping organizations and leaders deliver value. He has published over 25 books on HR. HR Magazine has honored him with a Lifetime Achievement Award for being “the father of modern human resources.”
Dave was brilliant, funny and relevant. And, a great dinner speaker. Dave focused on the future of HR and the outcomes of effective HR. He discussed the platform of talent, culture and leadership as well as competence, commitment and contribution.
The book, which Dave gave us permission to distribute, contains a series of essays from 73 Human Resources thought leaders from across the globe. It focuses on the critical issues transforming Human Resources. We hope you enjoy it.
The Rise of HR – EBook Click Here
For more information or to learn more about CredentialCheck®, please contact our team at 888-689-2000 or email@example.com