Have you done an online record verification of yourself recently? There are a few reasons you ought to.
There may be wrong data about you drifting around the Internet or in your credit report. Possibly you’ll discover a photo of yourself or a remark you made years back some place that is a bit of humiliating.
Every employer carries around a considerable burden when they hire. That burden is the duty to exercise reasonable care for the safety of others. The legal description of the duty of care is called “due diligence.” The employer’s duty to exercise due diligence means the employer must consider if a potential new employee represents a risk to others in view of the nature of the job.
Performing comprehensive background checks on potential employees is one of the most basic steps that any organization can take in ensuring the safety of their workplace. Not only does it enable companies to uncover security red flags in a job candidate’s past, but it also helps improve the overall quality of hires.
“The past is never dead. It’s not even past,” William Faulkner once wrote. Some job seekers learn that lesson the hard way, when a background check turns up a previous offense that costs them an employment offer.
Your decision to hire a new employee or promote an existing one may depend on the findings of a background check. Did you know that you need to comply with the Fair Credit Reporting Act (the “FCRA”) if you perform background checks? Despite its name the FCRA does not just apply to credit reporting. It applies to all background checks done on an employee or applicant if the employer uses a third party consumer reporting agency (“CRA”).
In the past year, alleged assaults on passengers by Uber drivers in San Francisco, Chicago, Boston, and other cities have called into question whether Uber’s employment screening procedures are keeping their customers safe. As allegations of driver misconduct mount, a growing consensus has emerged: Private background checks are not good enough. Uber, like most companies, currently screens job applicants using background checks run by private consumer reporting agencies (CRAs). These checks are compiled through manual searches of local court records.
Are you planning to hire new employees this year? Well, here is a red alert for you: double-check your candidates’ education and previous employment details before extending an offer. Because, chances are that your candidate has forged these details in his/her CV when he walked in for an interview.
Job applications should not be trusted on first viewing as the majority of CVs are riddled with inaccuracies, a new study has revealed. More than half, or 56pc, of job applications in 2014 included incorrect details about the candidate
Employees can be the greatest thing or the worst nightmare for a business owner – it all depends on who you hire and who you decide to keep. The right employees contribute to the company’s success, stability and happiness. The wrong employees will bring the company down, and cause the owner endless anxiety and grief. After five years of hiring and firing many people, I’ve come to the conclusion that almost all employees fall into one of these four categories: