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Jan 06

2021

11 Best Practices for Background Screening: To avoid a host of litigation-inviting pitfalls when vetting candidates, employers should adopt a few key principles and protocols.

Hiring executives confronting the checkerboard of state and local regulations on background screening can follow practitioner-tested conventions to dodge problems and improve outcomes: Review all application documents. Remove problematic disclosure requests, especially those for criminal records. Remove documents or provisions requiring candidates to waive their disclosure rights and release your company from liability in relation…

2020

Three Things to Know about Adverse Action: If background screening uncovers facts that appear to disqualify a candidate, employers are advised to follow a strict sequence of procedures.

As mentioned in our previous posts, an employer must navigate candidate and employee background screening with extreme caution. This is especially true if the employer takes any action adverse to the interests of the candidate based wholly or partly on the screening report. To minimize the risk of litigation, so-called adverse actions must be pursued…

2020

Six Things to Know about the FDIC’s Section 19: Recent agency codifications should be carefully reviewed by insured institutions

Section 19 of the Federal Deposit Insurance Act has been in existence since 1950, but the Federal Deposit Insurance Corporation provided codifications for the section in 2020. The updated regime sets ground rules for the employment of certain categories of persons working for banks and other financial institutions. Unless an FDIC-insured establishment obtains the prior…

2020

Four Things to Know about “Ban the Box” Restrictions: A nationwide trend creates new legal exposure for employers researching a candidate’s criminal history

“Ban the Box” is a fast-growing nationwide movement that seeks to protect job applicants who have criminal records by eliminating any inquiry into such histories on initial job applications. As of 2019, 35 states and more than 150 cities and counties had adopted ban-the-box laws, according to the National Employment Law Project. At the federal…

2020

Five Things to Know about “Disparate Impact” Rules: Based on federal regulatory guidance, employers must be very careful when taking a candidate’s criminal record into consideration.

As mentioned in our previous blog post, adverse actions that affect candidates for employment or promotion can expose employers to potential legal action. Most common are claims of “disparate impact” on protected classes. Under guidance provided by the Equal Employment Opportunity Commission in 2012, consideration of arrest and conviction records in employment decisions is governed…

2020

The FCRA Litigation Landscape: Employers need to understand the background screening mistakes that can make them liable for significant damages.

A record number of lawsuits under the Fair Credit Reporting Act (FCRA) were filed in 2019. The takeaway for employers conducting background checks: comply vigilantly with the law or face the prospect of expensive litigation. As of January 2020, FCRA complaints had spiked by 37.4% over the previous year, according to the data-tracking firm WebRecon…

2020

DHS – Adjusts and Adapts to Remote Enforcement I-9 Provisions. Global HR Research (GHRR) Steps Up to Provide an Employer’s Summary

The year of COVID-19 continues to introduce new challenges to HR’s business-as-usual hiring processes. Thankfully, the federal government continues to listen, learn, and respond. One of the many adjustments include the I-9 verification, also known as the Employment Eligibility Verification, is a United States Citizenship and Immigration Services form. Mandated by the Immigration Reform and…

2019

Liar Liar Job on Fire

Only 5% of people admit to being dishonest when applying for a job, which is a huge discrepancy when compared to the 75% of employers who have caught candidates lying on their resumes. If you think it’s just entry-level or middle management folks fibbing to land a gig, you’re wrong, as evidenced by these 17…

2019

GHRR Celebrates a Decade of Distinction on HRO Today’s Baker’s Dozen

Maintaining distinction as a provider of award-winning background screening technology, data, and business analytics – as well as the home of Clairiti screening technology – GHRR, has been named to the HRO Today Baker’s Dozen for the 10th straight year! The Baker’s Dozen Customer Satisfaction Ratings are an earned achievement based on client feedback through…

2019

The Future of Background Screening Is Here

We had one simple goal…to improve the way employment background screening is conducted, forever. On October 1, live from the HR Tech Convention in Las Vegas, Global HR Research brought Clairiti to the background screening process with the launch of our proprietary new platform: Conceived through deep industry roots and developed using next generation…

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Global HR Research provides FCRA compliance information and online templates of all letters and forms necessary to maintain compliance with FCRA employment background screening requirements.

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We understand that there are a lot of choices when it comes to background screening, and for that reason, we continually strive to add smart technology and advanced solutions to our product portfolio combined with an industry leading client support team.

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