Sandy's Posts - RecruitingBlogs2024-03-29T09:48:41ZSandyhttps://recruitingblogs.com/profile/Sandy131https://storage.ning.com/topology/rest/1.0/file/get/1526962478?profile=RESIZE_48X48&width=48&height=48&crop=1%3A1https://recruitingblogs.com/profiles/blog/feed?user=33queebk687wu&xn_auth=noDealing with FCRAtag:recruitingblogs.com,2011-07-28:502551:BlogPost:13042242011-07-28T15:22:44.000ZSandyhttps://recruitingblogs.com/profile/Sandy131
<p><span class="font-size-2">Employers and recruiters are aware that hiring an applicant with a criminal or civil background or who has falsified credentials may carry enormous legal thus a large economic loss. To avoid this, employers and recruiters are relying on pre-employment background screening. This makes sense because pre-employment background promotes a safe and more profitable workplace by protecting the employer form negligent hiring litigation, incidents of harassment or workplace…</span></p>
<p><span class="font-size-2">Employers and recruiters are aware that hiring an applicant with a criminal or civil background or who has falsified credentials may carry enormous legal thus a large economic loss. To avoid this, employers and recruiters are relying on pre-employment background screening. This makes sense because pre-employment background promotes a safe and more profitable workplace by protecting the employer form negligent hiring litigation, incidents of harassment or workplace violence, false claims, theft, and time wasted in recruiting and training the wrong person. </span></p>
<p><span class="font-size-2"> </span></p>
<p><span class="font-size-2">Pre-employment background screening is best conducted by a Consumer Reporting Agency (CRA) Pre-employment background screening requires specialized training and resources. In addition the screening must meet requirements set down by the FCRA, DPPA, and HIPPA. To do less, firms risk liability if the process used to conduct the screening violate legally protected area of privacy. To protect the legal rights of both parties the Fair Credit Reporting Act was passed and amended in 1997 to provide even greater protection and ensure the information was accurate and complete. Prior to requesting a report from a CRA. the employer must certify:</span></p>
<ul>
<li><div><span class="font-size-2">The information will be used for employment purposed only.</span></div>
</li>
<li><div>The employer will not use the information contained in the report for any illegal activity.</div>
</li>
<li><div>The employer will obtain the necessary consent and release forms.</div>
</li>
<li><div>There must be a disclosure to the applicant that an investigative consumer report is being conducted.</div>
</li>
<li><div>The applicant will have a copy of, " A Summary of your Rights Under the Fair Credit Reporting Act.:</div>
</li>
<li><div>Notice of adverse action and the applicant's rights.</div>
</li>
</ul>
<p><strong>What should your completed report contain?</strong></p>
<ul>
<li><div>Verification of applicant's name, date of birth, and SSN</div>
</li>
<li><div>Nationwide FCRA compliant criminal background check</div>
</li>
<li><div>Nationwide sexual offender and predator search</div>
</li>
<li><div>Civil record check in every county the applicant has lived</div>
</li>
<li><div>DPPA compliant driving record check</div>
</li>
<li><div>Education and professional licensed verified</div>
</li>
<li><div>Credit activity</div>
</li>
<li><div>Military record verified.</div>
</li>
</ul>
<p>The whole FCRA thing can be very confusing, and you want to get it right. We are always available to answer your questions or assist you in getting a program that meets your needs.</p>
<p> </p>
<p> </p>One of the most important blogs you will readtag:recruitingblogs.com,2011-04-27:502551:BlogPost:11863252011-04-27T18:13:28.000ZSandyhttps://recruitingblogs.com/profile/Sandy131
<p>One of the most important blogs you will read is a blog that shows how to protect yourself and your company for the hassle not to mention the expense of a negligent hiring law suit. When another person feels they have been injured as a direct result of an action by an employees (an employee your recruited or hired) they have the right to file a negligent hiring suit. As a recruiter, business owner, or employer you can reduce the possibility of an incident happening in the FIRST place IF…</p>
<p>One of the most important blogs you will read is a blog that shows how to protect yourself and your company for the hassle not to mention the expense of a negligent hiring law suit. When another person feels they have been injured as a direct result of an action by an employees (an employee your recruited or hired) they have the right to file a negligent hiring suit. As a recruiter, business owner, or employer you can reduce the possibility of an incident happening in the FIRST place IF you have a professional pre-employment screening program in place. How is the best way to implement such a program? Outsource to a licensed private investigator who is a consumer reporting agency and specializes in pre-employment screening. It is that simple. Many states, like Florida, have strict laws that govern the private investigation industry thus we are held to a higher standard than those who do background checks and are not licensed. Unless they have a licensed private investigator on staff or an attorney do not have access to PRIVATE databases that are FCRA, DPPA, and HIPPA compliant. How can you base a hiring decision on anything less? Consider having a final report that contains:</p>
<ul>
<li>Verification of applicant's name, date of birth, and social security</li>
<li>FCRA compliant nationwide criminal background check</li>
<li>Nationwide sexual predator and offender check</li>
<li>Search of civil records in every county the applicant has lived.</li>
<li>DPPA driving record check</li>
<li>Verification of education and professional license</li>
<li>Credit activity</li>
<li>Military record verified</li>
<li>Results of interview with current employers or references</li>
</ul>
<p>Naturally you should be allowed to add searches if your feel necessary, but with facts like these in hand not only can you make an informed hiring decision but have shown due diligence in the hiring process.</p>
<p>I am always available to answer any questions or help you set up a program designed to meet your needs at <a href="mailto:sandy@goldshieldli.com">sandy@goldshieldli.com</a></p>What Should the Final Report Include?tag:recruitingblogs.com,2011-02-16:502551:BlogPost:11488182011-02-16T12:38:21.000ZSandyhttps://recruitingblogs.com/profile/Sandy131
<p><span class="font-size-3" style="font-family: georgia,palatino;">Last month I posted a blog titled "Recruiting, How to do it Better and Safer" In it I listed why employers typically engage in a pre-employment screening program and why choosing a licensed private investigator who is a CRA would be beneficial. The question that begs to be asked is, what to look for when selecting a private investigation agency or employment agency and what will the final report include? After all your…</span></p>
<p><span class="font-size-3" style="font-family: georgia,palatino;">Last month I posted a blog titled "Recruiting, How to do it Better and Safer" In it I listed why employers typically engage in a pre-employment screening program and why choosing a licensed private investigator who is a CRA would be beneficial. The question that begs to be asked is, what to look for when selecting a private investigation agency or employment agency and what will the final report include? After all your client expects you to get the right person the first time:</span></p>
<p><span class="font-size-3" style="font-family: georgia,palatino;">The agency must be consumer reporting agency which means they are Federal Credit Reporting Act (FCRA) Drivers Privacy Protection Act (FCRA) and HIPPA compliant. Just what does that mean? The agency must provide the applicant with FCRA <strong>Authorization for the Release for the Procurement of a Com sumer and/or Investigative Consumer Release</strong> forms, provide Authorization <strong>of Protected Health Information</strong> release from, <strong>FCRA Consumer Summary,</strong> and <strong>Drivers Privacy Protection Information Release</strong> forms ( this is very important if you are hiring a person who will be operating company vehicles. In addition:</span></p>
<ul>
<li><div><span class="font-size-3">The agency must supply you with <strong>Client/User Certification pursuant to 15 U.S.C. 1681 b (b)</strong> and <strong>Notice of Adverse Action</strong> if the decision is made NOT to hire this applicant.</span></div>
</li>
<li><div><span class="font-size-3">The agency MUST have a program in place to secure and destroy sensitive material.</span></div>
</li>
<li><div><span class="font-size-3">They do pre-employment background checks on their employees.</span></div>
</li>
<li><div><span class="font-size-3">Be willing to customize the screening to meet the demands of the job being applied for. This means you get ONLY the information you need.</span></div>
</li>
<li><div><span class="font-size-3">Has access to FCRA and DPPA compliant databases for all on line searches. Only information from these sites should be used to base a hiring decision. </span></div>
</li>
<li><div><span class="font-size-3">Response time meets your needs.</span></div>
</li>
<li><div><span class="font-size-3">Has the knowledge and resources to conduct manual searches such as review court records, verify information, contact past/ current employers, or references.</span></div>
</li>
<li><div><span class="font-size-3"> </span><span class="font-size-3">Certifies that all work product meets federal and state requirements.</span></div>
</li>
<li><div><span class="font-size-3"> </span></div>
</li>
</ul>
<p><span class="font-size-3">Once you have such an agency on board the rest is easy, just submit the application and review the results. If you have any questions, we are always available.</span></p>
<p><span class="font-size-3" style="font-family: georgia,palatino;"> </span></p>
<p> </p>