Background checks involve numerous steps in order to verify an applicant’s qualifications and identity. Anyone conducting a background check must also know all of the guidelines and policies involved so as to not discriminate or violate an individual’s privacy. And CRAs like JD Palatine know the background check policies best. Here are a few things you can do to get the best results from a background check:

1. Don’t Just Do A Google Search: Simply searching for an applicant is not an adequate form of verification. You won’t be able to find a candidate’s driving records online and you may make an even more expensive mistake by finding too much information. In some cases, the information available online is outdated and you’re not allowed to take it into consideration when making employment decisions.

2. Know The Rules: Companies are often unaware or forget to get permission from an applicant before using a screening service. You should also be aware of the policies regarding adverse action in case you decide not to hire someone based on the results of their background check.

3. Get The Timing Right: Timing is essential if you want to get the best results. To avoid jumping to conclusions about a candidate, do the background check as the last step after completing the interview. If something unsavory turns up on the report, you can allow the candidate to explain, which makes you seem like a fair, unbiased business and a great place to work. But you shouldn’t wait until after hiring someone to conduct the screening check. At this point, it may be too late to remedy a mistake.

4. Know What To Look For: There are several different types of background checks. You should only screen for information for the ones related to the position and the industry. While some industries such as child care require almost all the types, others only require a few.

• Criminal Records Checks
• Employment History Verification
• Education Verification
• Credit Reports
• Driving Records
• Military Service
• Earned Credentials and Licenses
• Sex Offender Lists
• Drug Test Records

5. Criminal Record Checks: Criminal records exist beyond the national level. Depending on the job, you should also consider searching local and state records as well as the national database.

The EEOC is always changing background check policies to meet the needs of an unpredictable job market. This makes it difficult for employers to keep up with the new requirements such as the ‘Ban-the-Box’ legislation. Background screening checks shouldn’t be the only consideration for hiring decisions but they should definitely play a part in the process. Working with a CRA can help you ensure your company is meeting the legal requirements during the background check process – and can also be a simple, efficient way to learn more about your potential new hires.

The post How To Get The Best Results From A Background Screening Check appeared first on JDP.

How Long Must Employers Keep Records?

Depending on the status of a company, you are usually required to keep documents for at least one year according to the Equal Employment Opportunity Commission (EEOC). Documents include anything related to employment and job candidates such as:

• Application forms

• Requests for reasonable accommodation

• Records involving hiring, training and promotion

• Documents regarding transfer, termination, and compensation

Private companies are required to keep these records for one year, while state and local governments and educational institutions must maintain records for at least two years. If an outside company has a sizeable contract with the government they must also maintain records for a minimum of two years.

In some cases, employers must keep records indefinitely. For example, if an employee files a discrimination claim against a company, the employment records must be maintained throughout the subsequent legal procedures.

Proper Disposal Methods

After the appropriate amount of time, you can finally destroy the records, if you choose. The Federal Trade Commission (FTC) enforces the disposal regulations for organizations with sensitive information on individuals. As a consumer reporting agency, JD Palatine must also follow the proper disposal methods. You can find out if the rules apply to you and your organization on the FTC website. When it comes to destroying sensitive information, the disposal method depends on what type of records you have:

• For hard copies, you must burn, pulverize, or shred records

• For electronic files, you must erase them. Because electronic files can be more difficult to destroy, the FTC suggests hiring a document destruction contractor.

The hiring process is stressful enough without also having to worry about identity theft and security. So, make sure you store sensitive information properly and for the appropriate amount time before destruction. It’s also recommended you keep track of the personnel information you have. If you have records of the personnel records, you will be able to determine if something has gone missing. If you have any more questions about how to handle consumer reports appropriately, please contact us!

The post Using and Destroying Personnel Information appeared first on JDP.

As these expenses start to pile up, you might be tempted to cut corners. However, a background check is one thing you should absolutely keep on your checklist. Hiring the wrong person can cost significantly more than taking the time to hire the right person.

Why You Should Use Employment Screening Resources

The risk isn’t worth the faster turnover when it comes to hiring new employees. With 40% of candidates misrepresenting information on their resumes, verifying background and employment information will help you weed out the frauds. Part of the monetary cost of a bad hire includes productivity and time wasted on picking up the slack from an unqualified employee.

A new hire with an improper background history and misleading references can slow down productivity. It’s estimated that after training, new hires operate at only 25% productivity and don’t reach 50% until after they’ve been working for over a month. If that’s how long it takes a good candidate to fit in and get situated at their new job, imagine how unproductive a bad hire will be after a month – and how much longer it will take to hire and train a replacement. Here are some statistics to help you understand the real cost of a bad hire:

• According to CareerBuilder.com, 27% of U.S. employers claim a single bad hire can cost around $50,000.

• 11% of companies didn’t perform thorough reference checks, which resulted in a bad hire according to Mindflash.

• 38% of companies hired the wrong candidate because they needed to fill a position quickly according to Mindflash.

• Poor hiring decisions result in about 80% of employee turnover according to Harvard Business Review.

• 37% of employers in a study conducted by the National Business Research Institute said that a bad hire had a negative impact on employee morale.

When you hire in a hurry or skip steps in the hiring process, you risk losing significant amounts of money. And you definitely don’t want to end up like the taxi company Uber, where a driver accused of sexual assault didn’t even undergo background screening. Not only is the situation costing Uber money, but it’s also affecting their brand negatively. Doing your due diligence is a critical part of the hiring process no matter how big or small your company is.

A new employee is an investment and you want to conduct thorough research before you invest your money. It takes 5 or 6 months to reach the break-even point for hiring a new employee, so don’t waste time and resources on bad hires. You can avoid an expensive hiring mistake by using a screening service, such as JDP, where we have unmatched reliability and time-efficient services tailored to meet your needs. Feel free to contact us if you have any questions!

The post The Cost Of A Bad Hire appeared first on JDP.

As an employer, you can take adverse action during the hiring process if you feel a job candidate or current employee does not qualify for the position based on the contents of their consumer reports. When an employer takes adverse action it means they are not hiring or possibly even terminating the employment of someone because of information uncovered in a consumer report. A consumer report contains all of the relevant background information compiled by a Consumer Reporting Agency (CRA), such as JDP, on a job candidate or employee. This information can be gathered from criminal records, social media, driving records, previous employers, and other various sources. If you decide to take adverse action and deny a candidate the position, fire a current employee, or deny a promotion to an employee, there are a few things you are required to do under the Fair Credit Reporting Act (FCRA).

FCRA Requirements

After you review an individual’s background history in the form of a consumer report and decide they are not qualified based on the report, you must notify the individual. This notice must include a copy of the consumer report as well as a copy of their rights under the FCRA.  Employers are required to provide this information in case of mistakes in the consumer report. This allows the individual to correct or explain any inaccurate information contained in the report and which may have lead to the employer taking adverse action.

You must also notify the individual that you made your decision based on the contents of the background check report. This notice must include the following information and acknowledgments:

• Contact information for the Consumer Reporting Agency

• A statement that the CRA who conducted the background screening check did not make the decision
• And you must recognize the individual’s right to dispute the accuracy of the information gathered by the CRA

Individuals who receive an adverse action notice have several rights under the FCRA. First, they are entitled to the information leading to the employer’s decision to take adverse action. They are also allowed to dispute the accuracy of the report and they can request a free consumer report from the CRA their employer used in addition to the copy provided by their employer.

Before taking adverse action, you should check the requirements specific to your state in addition to updates for federal requirements. In 2012, the Equal Opportunity Employment Commission (EEOC) updated background check policy to make it more difficult to disqualify a candidate based on criminal records alone. And with the increasing implementation of ‘Ban-the-Box’ legislation, which differs from state to state, knowing your state’s adverse action laws is essential. If you have any questions regarding consumer reports and adverse action, feel free to contact us.

The post What Is Adverse Action? appeared first on JDP.

According to the National Employment Law Project (NELP), over 100 cities and 18 states have passed some form of Ban-the-Box legislation. Many states have slight differences in their version of Ban-the-Box. For example, in Massachusetts employers can ask candidates about their criminal history after the initial application whereas in Hawaii employers can’t ask about criminal records until after making an offer of employment. So, it’s essential for employers to be aware of the changes in their states. Employers who are unaware of the updated laws aren’t exempt from the consequences of violating them.

Oregon is one of the more recent states to pass legislation which will take effect in January 2016. Under the new law in Oregon, employers can’t inquire about criminal records initially. They can ask candidates about past convictions during the interview or after a position of employment has been offered. New York City also joined the Ban-the-Box movement and passed the Fair Chance Act in June 2015. Under the Fair Chance Act, employers can’t inquire about a candidate’s criminal history until after giving an offer of conditional employment. Employers can rescind the offer of employment after conducting a background check but they must explain and discuss the reasons with the applicant.

Avoid Violating Ban-the-Box Laws

To avoid risking violation of Ban-the-Box legislation, employers should take a few preparatory steps. First, they should double check the laws in their state, city, and county. What are employers allowed to ask applicants about their past? For example, some laws prohibit employers from asking about non-conviction arrests. The Society for Human Resource Management (SHRM) is a reliable resource for information about specific states. Next, they should revise their employment applications to meet the new requirements. If you have a little box applicants are supposed to check if they have a criminal record on your application form, get rid of it if required. And, finally, make sure you ask about past convictions at the right point in the hiring process.

Other Considerations

Despite the Ban-the-Box legislation, employers should still conduct background checks as long as they comply with the new rules. Employers have a responsibility to protect their employees and provide a safe work environment. Also, employers should consider how this new legislation interacts with previous laws. According to the SHRM, some of the Ban-the-Box requirements conflict or overlap with other existing background screening laws such as anti-discrimination laws and the Fair Credit Reporting Act (FCRA). All of these intricate rules and laws can be extremely difficult and time-consuming to decipher and follow properly. As a background screening check company, it’s our job to stay on top of these issues so you don’t have to. If you have any questions about Ban-the-Box legislation, feel free to contact us!

The post What Does ‘Ban-the-Box’ Mean for Your Hiring Process? appeared first on JDP.

If you’re worried your resume looks exactly the same as everyone else’s, consider using one of these 5 tips to make your resume pop:

1. Use keywords.

The sad fact of life today is that if you don’t use the right words in your resume, you won’t be found. If you call yourself a “grammar checker extraordinaire” instead of a “proofreader,” your resume may never even get pulled when hiring managers check their automated applicant system for the latest editing job. While these systems have made it easier than even for hiring managers, it can be harder for applicants. Neglect to use the right keywords, and you could be toast.

The best way to ensure you’re using the right words for the job is to simply look at the job description, and borrow the company’s phrasing. Why? Because that’s likely what they’ll search for when sorting resumes.

2. Consider your formatting.

So you have to use specific words to get found in a job search. That doesn’t mean you can’t stand out from the pack. One of the best ways to make your resume look sharp is use great formatting. A stylish font choice or even selective use of color or design can make your resume look different from everyone else’s. These days, even Google is offering free resume designs, so don’t be afraid to show a little personality with formatting flair. After all, the average resume only gets 5 – 7 seconds of attention, so make ‘em count.

3. Include your credentials.

Sure, you went to college and got a degree – but so did everybody else applying for the job. Stand out by including your “extra” credentials. For example, a weekend workshop you took or conference you attended could help you stand out. These days, you can even add badges to your resume to verify background screening checks. It’s the little touches that matter, so to stand out, make sure you include them.

4. Get creative.

Some of today’s most high-profile jobseekers are turning away from resumes entirely and using videos, Twitter accounts and even Facebook advertising to get on the radar of their favorite companies. It’s a bold move to step away from a resume, but it’s definitely creative.

You can also get creative with resumes, including more “designed” options. Just make sure you’re aware that a resume like this may not always resonate, and should be tailored for each organization you’re applying to.

5. Give ‘em the numbers.

All HR managers have read the “played a critical role at XYZ Company” a million times. Don’t just use vague sentences and phrases to show off what you did in previous positions. Where possible, add in statistics and numbers. It makes your general statements about leadership more powerful when you say, “Increased productivity 75% through training seminars.”

Not sure where you can get numbers? Think about things like retention rate (client or employee), units sold, quarters with improved sales or even simply quantity of work produced. There are lots of different ways you can use numbers, so find some that work for you.

Your resume is often the first impression employers get of you, before they call you in for an interview or hire a screening service for a more thorough background check. Show them that you mean business with a fantastic, up-to-date resume.

The post 5 Tips to Make Your Resume Pop appeared first on JDP.

Here are a few tips to show your potential employer that you think ahead:

Bring a resume.  This simple step will allow employer to know you came prepared.  Especially if your interviewer did not!  Don’t put the onus on your potential employer to print out your resume.  Your interview may forget, not have the time, or have a last minute printer breakdown.  By bringing your own, you make sure that this reference material is readily available.  And by bringing more than one copy, you ensure everyone at the interview table has easy access to your credentials.

Brining writing or project samples only enhances your first impression.  Even if you never get to present these materials, it can only help to have them on hand.

Prepare your own questions.  There comes a time in every interview where an employer will ask you if you have any questions.  Don’t sit in awkward silence.  This is your time to shine!

It is not rude to present your own questions.  In fact, many employers will ask if you have any questions as a way to test if you’ve done your research on the company.  This is your chance to show you have done your homework.  It is also a great opportunity to take control of the interview in order to highlight your best attributes and leadership skills.

Run your own background screening check.  Wouldn’t you love to go into the interview knowing what your employers know? JDP’s Job Seeker Insight service allows you to be in charge of your own background screening check.

By using JSI’s service or attaching its unique social media badge to your LinkedIn page, you show companies that you have nothing to hide.  You also save the interviewer or HR professional time and money on running their own background screening.  You demonstrate to your potential employers that you have anticipated their needs.  You are already well on your way to setting yourself apart from the herd!

How do you show potential employers that you are ahead of the pack?  Share your tips with us in the comments below!

The post Be Prepared: How to Outshine Others in an Interview appeared first on JDP.

But screening for compatibility can be harder than just screening for criminal activity.  Often it takes more investigative time and deeper, probing questions to find out if a potential employee is right for your office.

A reputable background screening service can help you uncover possible red flags that your potential hire is an office upset.

1.       Unreachable, unresponsive or non-existent references. 

If your background check cannot contact the listed reference or finds these references reluctant to talk, this might be a sign that your potential employee did not cultivate good relationships at their previous job.  This may be a tell that your potential new-hire does not create long-term professional relationships at work, or worse, does not inspire their coworkers to advocate for them.

Missing references can be a sign that this employee has something to hide.

2.       Leaving previous jobs under tense circumstances

If an interviewee spends a bulk of time outlining how previous jobs treated them unfairly, or gossiping over past work incidents or people, watch out.  This may be a sign of someone who creates inappropriate drama in the office.  Listen to see if this person can use discretion when describing uncomfortable work conditions, or whether they seem to revel in these issues.

A background screening check can uncover the truth behind the matter.  By interviewing past employees about incidents discussed in the interview, you can find out a more unbiased view.  Also, looking into the reputation of a previous place of employment may shed light on whether your employee was in a bad situation or was responsible for creating it.

3.       Frequent job hopping

If your employee has had many jobs in a short amount of time, this may be indicative of someone who does not create long-term relationships, someone uninterested in working through problems, or someone simply not committed to the workplace.

It could also be indicative of a changing economy.  A background screening service will be able to help you in the hiring process to discover whether your potential employee left for the right reasons.

Do you have a new-hire horror story?  Share your tale with us in the comments below!

The post Avoiding Office Upsets appeared first on JDP.

Contrary to popular belief, there is no single database which houses all of your background information. No one agency, be it the FBI or local law enforcement, keeps track of everything an employer might be interested in when running a background screening check.  Even different courts (criminal court, civil court, bankruptcy) may house their documents on separate databases, even if those entities exist in the same courthouse!

Employers may also be interested in more than just your criminal history.  Often they want a fuller picture of how you conduct your business affairs which means looking at how you appear in various aspects of your life.  There is no “one size fits all” approach to conducting a background check since every company and position’s needs are different.

Your background check report is compiled from a variety of different sources which may include:

• Criminal records
• Civil records
• Public registries
• DMV records
• Bankruptcy filings
• Social media
• Media mentions
• Watch lists

Don’t believe those crime shows on television: There is no one document that can be called a “permanent record.”  Given the time it takes to investigate these myriad sources, many employers will save time and man hours by hiring a reputable screening service that will be able to better navigate the complicated waters of a potential employee’s history.

A reputable background screening service knows that it may take a fair amount of digging to create a realistic picture of a potential employee.  They will also be sure to cross-check and verify each piece of information before including it in a final report to make sure a record truly belongs to you.  Not every record is organized in the same manner (by name, Social Security number, Driver’s License number, etc.).  It is therefore essential that a screening service takes special care to make sure you are you!

Do you have a question about background screenings or the hiring process?  Let us know by leaving your questions in to comments field below!

The post FAQ: What’s on my “Permanent Record?” appeared first on JDP.

Here are a few things to keep in mind when choosing a reference:

Pick someone who can advocate for you.  The person you pick should be well-spoken; the type of person that won’t panic when asked a hard question and someone who can speak clearly and with authority.

Pick someone who is on your side.  The person you pick should have your best interests at heart and want you to succeed.  They should be honest, but know and celebrate your strengths.  This person may not always be your direct superior, but in fact may be a coworker, client, or mentor.  You are free to pick any one with whom you’ve worked closely.  Make your choice count.

Contact your reference before including them on your application.  Because you gave your reference the heads up, they won’t be caught off guard.  They will give you a polished reference rather than stammer through unprepared.  This also gives you a chance to make sure all your contact information is up to date and accurate.  Not only is contacting your reference beforehand a professional and courteous practice, it may be a great opportunity to discuss with your reference how best to represent you!

Many people are honored to be asked to be a reference and want to do a good job.  You can discuss with this person exactly what strengths you want to present so you can tailor the recommendation for that position.  You may also find out some strengths you didn’t even know you had!

On no account should you make up a reference.  When a reputable employment screening company verifies your employment, they will also verify employment of your reference to make sure that person did indeed work with you.  If you forge a reference by making up a reference, providing the name of a person who did not actually work with you, or misrepresent their position, you will be sending a red flag to your potential employer that you are not to be trusted.  A false reference may be worse than no reference at all!

Do you have a question about background screenings or the hiring process?  Contact us!

The post FAQ: Will my employer really check my references? appeared first on JDP.