It is important for a company’s Human Resources Department to be proactive during the hiring process, and conduct background checks so that they can ensure potential employees mesh with the company culture currently in place. Background checks are also a way to engrain safety into your company culture. Companies can offer peace of mind to employees by incorporating background checks in their recruitment process.
S2Verify’s mission is to provide a one-of-a-kind background screening service backed by an unparalleled customer support team. This means providing fully-compliant, affordable background checks that dramatically reduce time-to-hire for our clients.
At the core of S2Verify’s approach is a new search algorithm that uses advanced artificial intelligence software to quickly analyze millions of unique data sources to give you the most complete information delivered in a format that is easy to understand and use in the decision-making process. We call this new service Actionable Screening Intelligence (ASI). As a leading new technology in the employment screening field, ASI provides an advanced means of integrating disparate data, software, adjudication matrices, and automated decision-support technologies.
A background check can take place at many different stages of the hiring process; it really depends on where your company is located. If you are erring on the side of caution, it is always a good bet to both review an applicant’s resume and conduct an interview to take a look at if they are otherwise qualified for the job. S2Verify would advise that once a conditional offer is made to the applicant to move forward with the background screening process.
The trend with some new legislation popping up around the nation, generally known as “Ban-the-box laws,” is the inclusion of a stipulation requiring a conditional offer to be made before conducting a background check. These ban-the-box laws are in effect in 24 states and over 100 cities. If you would like to stay up-to-date on the varying, ever-changing laws across the United States regarding barriers to employment for otherwise qualified workers with records, please check out the National Employment Law Project Website.