Nov 12, 2013 Quinn Thomas
Employee background screening continues to be a major pressure point for companies across the nation, especially as more unemployed individuals are returning to work amid improving economic conditions. Some practices, though, have seemed to either drive away talent or buckle the timing of the onboarding process, often leading to hindered productivity and low employee engagement.
Parade recently reported that background screening is not as easy as many employers, or members of the workforce, might make it out to be, and there are many intricacies and complexities that could throw human resource departments a curveball. With all of the information now available online, some individuals and companies have been led to believe that accurate data on a potential employee is readily accessible.
However, this could not be further from the truth, as only certain information can be viewed or considered when screening an employee. According to the news provider, 77 percent of employers google the names of applicants before setting a date for an initial in-person interview, which might be worrisome for some employees who do not have complete control of their online personas.
The source added that the Equal Employment Opportunity Commission (EEOC) has also instituted new rules that govern the information that can be used by employers in the hiring process.
From a business perspective, simply pulling up information on Google or through other public, web-based resources represents a significant liability.Not only do employers need to ensure that the information they are considering is accurate, they also have to oblige the laws as listed by state and federal government departments, such as the EEOC.
Leaders should proactively ensure that their background screening procedures are aligned with federal mandates and that the onboarding process is structured in such a way that yields quick turnarounds on hires.