Vendor Spotlight with EmployeeScreen IQ

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Permalink Reply by Pierre Coupet on September 14, 2009 at 1:09pm

Awesome.

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Permalink Reply by Nick Fishman on September 14, 2009 at 2:39pm

Thank you for the feedback Pierre.

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Permalink Reply by David Davis on September 14, 2009 at 1:32pm

Nick, I have several questions for you:
1. What do you see being the next technology leap that will have a serious impact on background checks.
2. Are there any big/brewing legal issues that will have a big impact on your business (I'm thinking things like confidentiality/non-compete issues, etc.)

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Permalink Reply by Nick Fishman on September 14, 2009 at 2:50pm

Thanks for the questions David. In my mind, the biggest technology leap in our industry is several years away. That is the ability of the U.S. court system to centralize all criminal records under one database. To be honest, I don't see this happening for year though due to time, money, logistics and the will to make it happen.

There are two legal issues that I see brewing. One is already upon us and that is measures from both states and the federal govt to ban the use of credit reports for employment screening purposes. Similar measures have been proposed in many states and soundly defeated. I think it is a valid debate, but one that ultimately shouldn't be passed. There are way too many unforeseen consequences of now allowing the important screening tool. The other is just barely percolating and that is the requirements consumer reporting agencies have to report the most accurate and up to date information.

Many have seen stories about individuals not being hired because a company made a hiring decision based on incorrect or inaccurate information gleaned from the background check. The Fair Credit Reporting Act allows consumer reporting agencies to either take steps on the front end to verify and report the most up to date, accurate information or to report the information you initially receive and send a notice to the applicant saying "This is what we found. Dispute it if you want". We have always taken the first approach and feel that this is the fair way to screen employees. Of course, they can still dispute the info, but at least you've taken the proper steps to authenticate this information before an employer reviews it.

Hope this answers your questions.

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Permalink Reply by Jody on September 14, 2009 at 1:37pm

This was very informative about the trends that will affect our position in the industry. Thank you.

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Permalink Reply by Nick Fishman on September 14, 2009 at 2:50pm

Thanks for the kind words Jody!

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Permalink Reply by Charles Swarts on September 14, 2009 at 1:42pm

Interesting that people would have the nerve to get a fake diploma and then put it on their resume, even today with all the information available.

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Permalink Reply by Nick Fishman on September 14, 2009 at 2:52pm

I agree Charles, but to me, you can always count on people to cheat as long as there are ways to do it. I still can't believe that some organizations will take the information they receive from their applicants at face value.

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Permalink Reply by KL Anderson & Assoc. on September 23, 2009 at 6:53pm

I completely agree with your statement - it is hard to believe that people continue to fake levels of education when so much information is easily available. I recently was doing a routine education verification of a VP (!) level candidate and was shocked to find that his educational background as reported on his resume was false. We expect a certain level of honesty in society that no longer exists and, unfortunately, as recruiters, we can no longer accept at face value the information candidates provide. My two cents....

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Permalink Reply by Christine Zane on September 14, 2009 at 1:44pm

Absolutely, background checks will be and need to be stronger than ever.

Christine

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Permalink Reply by H. Martin de'Campo on September 14, 2009 at 2:08pm

Nick: As an internal contract recruiter, our team of recruiters, all at different corporate client sites are constantly asked, "who performs the fastest background check?" And as we get this question asked of us, we're also concerned about those vendors that have such a quick turn around that we worry about the accuracy or quality of the check... is this a legitimate concern as background checks get faster? What's the acceptable benchmark turnaround time for a candidate background check? Thank you, H. Martin de'Campo

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Permalink Reply by Nick Fishman on September 14, 2009 at 2:56pm

Great question Martin. We understand the need for speed, but as you pointed out, accuracy is far more important. There are a number of providers that will promise thorough results in less than 24 hours. If it sounds too good to be true, that's because it is. A thorough criminal record search is conducted by an on-site researcher at the point of the case origination (county and federal district for U.S.). Searches should take approx. 1-4 days depending on the jurisdiction. Some courts are clerk-run only counties and could take longer. Also, you can generally expect delayed results when potential records are encountered. The extra time is usually needed to confirm that the info is accurate and up to date.

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