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Screening Techniques and How They Apply to Jobs in Connecticut

Posted on December 16, 2010

A company that is an expert in employment screening is speaking out about proper background check techniques and how they apply to jobs in Connecticut.

Discrimination issues, global screening, contractors, credit checks, social networking and a tsunami of legislation headline the 2011 list of top background screening trends from EmployeeScreenIQ.

Since 2007, the global employment screening company has developed an annual list for HR professionals and executives. This year’s trends are designed to equip hiring professionals with advance information on crucial screening topics before they become everyday news.

The top nine trends for 2011 include:

1 – EEOC takes aggressive action toward employment background checks. The Equal Employment Opportunity Commission (EEOC) has increased their scrutiny of hiring practices, exposing employers to a greater risk of discrimination lawsuits. The EEOC is especially targeting “bright line” hiring decisions that automatically exclude candidates with criminal records, arrest records that don’t result in a conviction, and/or poor credit. When adverse information surfaces, employers need to consider the severity of the offense, how long ago it occurred, if the person is a repeat offender and most importantly how closely it relates to the job being filled.

2 – Legislation and litigation deterring the practice of checking credit. The states of Hawaii, Oregon, Washington and Illinois have passed legislation aimed at curbing the use of employment credit reports, with nearly 20 other states proposing legislation. There is also an effort at the federal level (HR #3149) to do the same. A number of existing laws already provide protection for job candidates, but credit checks are becoming a hot button issue and the controversy only looks to intensify.

3 – “Ban The Box” laws take effect. Massachusetts, New Mexico, Connecticut and other states have passed “ban the box” laws that prohibit employers from asking for an applicant’s criminal background on the initial job application. Other effects of these laws involve changes to how long felony convictions will display on a person’s record, as well as the need for employers to have a written criminal offender record policy.

4 – Industry accreditation sets the bar for screening providers. Earlier this year the National Association of Professional Background Screeners (NAPBS) announced a new Background Screening Agency Accreditation Program (BSAAP). Only one percent of employment screening companies have earned this distinction, including EmployeeScreenIQ. Looking ahead, accreditation will serve as an important seal of approval that all companies should look for when choosing a background screening provider.