Today more than ever, knowledge and experience truly matters. S2Verify knows that with today’s heavy regulation of your hiring process, it is absolutely necessary to ensure your employment screening program is FCRA compliant. With that in mind, S2Verify offers you the expertise that you need to protect your company.
Using S2Verify means that you know what you’re getting before you are tied down by your vendor. Much like insurance, a background screening is something that you do not realize you need, until you actually need it. When a company fails to conduct a background check on potential employees, it allows one bad egg to potentially jeopardize the safety of customers, coworkers, company assets, and the reputation of a business in general. Working with S2Verify can prevent this from happening.
S2Verify conducts criminal background checks, education and employment verification, and drug screening, which takes the guesswork out of the equation. You won’t be employing, for example, a sex offender to work with children. If you equate success with the security of your company, its employees and customers, and your reputation, then the answer is a resounding yes.
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; a practice that S2Verify has expertly conducted for years.
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Human resources is rapidly changing. Advancements in technology is changing the way employees interact with human resources. These rapid changes will call for businesses to alter how they approach human resources.
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.
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.
S2Verify Details the Benefits of a Background Check
Effective background checks allow employers to make an informed decision. If the offense discovered in a background check would negatively impact the applicant’s ability to perform the job or put the company, its employees, and/or its customers at risk then an employer should be able to use that information in the decision-making process. An effective screening program, like the services provided by S2Verify, allows employers to do just that. Here are the benefits of an effective background check:
Ensure safety of your staff
Ensure safety of your customers
Ensure security of company assets
Maintain a positive company image
Engrain safety into your company culture
Prevent any legal ramifications/damages as a result of a bad hire
How To Conduct Background Check
Before a background check is used, companies must provide written disclosure of intent to perform a background check as a condition of employment. Employers must also get permission from the applicant in the form of a written consent form. During this process, it is best to discuss the applicant’s rights under the Fair Credit Reporting Act.
If a criminal record is found that directly affects the way an applicant can carry out the requirement of a job, it is important that the job candidate is given not only notice, but also ample time to dispute the result of the background check. Denial of employment based on information obtained from a background check is known as Adverse Action. Before rejecting an applicant as a result of information gained from the consumer report (background check), the applicant must send the applicant a pre-adverse action letter. The notice can be given orally (in person), electronically, or by mail. We recommend the latter two options.
The pre-adverse action letter must include the following:
- The name, address, and phone number of the Credit Reporting Agency (CRA)
- The fact that the CRA did not make the adverse decision and cannot give reasons for the decision
- His/her right to a free copy of the consumer report
- His/her right to contact the CRA to dispute the accuracy of the report
- Their Summary of Rights , including any State specific requirements
After giving the applicant 5 days to dispute the report , you may take adverse action against the applicant. Employers must then notify the applicant of their final decision to deny employment based upon their consumer report with an Adverse Action Letter . This can be given orally (in person), electronically, or by mail. We recommend using the latter two methods so that you not only have proof that you took the proper steps, but also the date these actions took place. The notice must contain all of the notification provisions mentioned under pre-adverse action .