With ever-changing laws, technology and modern customs, background checks must constantly evolve, too. It’s not easy to stay on top of what’s happening in the HR industry. So, to keep you informed, Signet Screening expects these three trends to be prevalent in 2017:
1. “Ban the Box” Expansion
Many states, cities and counties have enacted versions of the ban-the-box law. This law prohibits employers from asking about criminal histories until after an interview or a provisional job offer. As of today, 25 states, along with 150 cities and counties, have some sort of ban-the-box legislation.
Ohio removed criminal history questions from civil service applications in 2015. In addition, Cincinnati, Cleveland and Youngstown banned the box for city employment applicants. Private employers in Ohio aren’t affected by legislation yet, but keep an eye on new legislation. We expect more cities and states to adopt this law.
If you have questions about ban the box or other industry changes, contact us at Signet Screening for the most up-to-date information.
2. Social Media Screening
CareerBuilder reports that the number of employers using social media to screen job candidates has grown 500 percent in the past 10 years. However, there are risks to accessing readily available information – many states banned social media snooping:
States That Have Banned Social Media Snooping
Employers can violate social media sites’ terms of use if an HR representative connects with a candidate to search their profile. If your company is interested in social media screening to determine a candidate’s professionalism inside and outside the workplace, it’s important to use a background screening company that will remove discriminatory information and generate a report compliant with the Fair Credit Reporting Act (FCRA).
“At Signet Screening, we do the social media screening the right way,” says Signet Screening President & CEO Matt Messersmith. “We provide accurate, consistent information. We screen out discriminatory information – in an FCRA-compliant report that ensures our clients’ legal compliance.”
3. More Scrutinized Bias Regulations
The Equal Employment Opportunity Commission announced at the end of last year that it will closely inspect how companies use data in the hiring process. The EEOC states their goal as ensuring that data collection tools – including background checks – do not create additional barriers to opportunities for job applicants.
At Signet Screening, we are dedicated to using the latest technology and helping our clients remain compliant with federal and state laws and regulations. We’ll work with you to develop the screening and hiring process that meets all your business needs.
For more information on how we can help you comply with these 2017 trends and other screening practices, please contact us.
