Clearly, employers need effective employment background screening services that produce highly satisfactory results without alienating qualified applicants who just happen to also be active social media users. So, some states have already passed laws to disallow this practice, while employers can no longer ask for “passwords” nor seek authority to conduct such reviews, in the hiring phase. The customary and usual background screening services may include a thorough public records search and other position related inquiries, into an applicant’s education and previous employment history, for example. These and all similar screening tasks need to be done in accordance with HR best practices, under federal FCRA guidelines with an authentic and signed Release Form, and activities must meet the local state laws, to ensure the protection of privacy for all parties involved and that meet the test of compliance.

While social media screening may be helpful to some extent, employers nonetheless have to be careful when it comes to this background screening method. A reputable employment screening service provider, such as The Accu-Facts Company, provides a suite of professional services to meet the recruitment needs of various industries, categories of jobs, and positions that need mandatory tasks conducted to qualify for the job up front.
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Given the wave of crimes against children in school within the past several years, recent efforts in Delaware to curb and prevent these incidents are nothing short of timely. NewsWorks reporter Nichelle Polston reports on the formation of the multidisciplinary Delaware Criminal Background and Child Protection Registry Checks Task Force. It seeks to further strengthen the state’s existing background check systems, specifically for adults who come in close (and often unsupervised) contact with children.

Schools and daycare centers, in particular, can’t afford to be complacent when it comes to ensuring the safety of the young children under their care. Yet, regardless of industry, any employer should find a thorough public records search helpful when conducting due diligence during the applicant screening process, while all Vendors, Volunteers and Parents involved with school events, should also be scrutinized prior to granting uninhibited school access.
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Growing your personnel is an essential organizational task – one that plays a critical role in strengthening business functions and improving results. As such, human resource departments must employ a comprehensive system that stringently vets candidates and validates their qualifications well. To that end, a public records search database will be of integral help.
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It is every employer’s right to assure themselves that any employee they’re about to hire will not cause any harm or legal trouble to the company and its personnel. As such, a lot of HR departments have started scouring through social media profiles in order to get a good read of every prospective employee.
However, there is such a thing as overstepping the bounds of privacy—particularly when an applicant’s social media profile is involved. A lot of highly qualified candidates often feel disappointed and vulnerable upon finding out that their profiles have been scoured.
Employers therefore need effective background screening services that produce highly satisfactory results and are less likely to alienate qualified applicants who are active on social networking sies. These services may entail a thorough public records search as well as inquiries into an applicant’s educational background and employment history. These tasks must be conducted in accordance with HR best practices as well as Fair Credit Reporting Act requirements to safeguard the privacy of each individual under consideration.

Although social media screening may be helpful to some extent, employers still need to be circumspect when it comes to this screening method. Luckily, companies can turn to a trusted employment screening service provider for a suite of services that meet their recruitment needs.
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