2021 年员工背景调查将如何变化和发展？随着 COVID-19 大流行将远程工作和招聘推向全球无数企业的最前沿，很少有人能预测到 2020 年招聘和工作的转变方式。2021 年的许多背景调查趋势将受到 2020 年巨变的残余影响以及长期变化的影响，例如公平机会招聘运动的兴起。
2020 年，尽管在病毒到达美国之前，亚洲和欧洲已经爆发了数月的 COVID-19 疫情，但雇主们争先恐后地应对一场让大多数人措手不及的全球灾难。2021年会有所不同。尽管 COVID-19 疫苗接种工作正在进行中，但预计这一流行病将成为一年中大部分时间的现实——这一次，雇主不会措手不及。
许多企业在 2020 年都转向远程工作，首先是作为权宜之计，后来是潜在的永久性转变。2021 年将包括更多公司制定长期计划并接受从任何地方雇用远程员工的想法。
禁止盒子立法并不是背景调查的新趋势，但它是今年雇主最重要的趋势之一。2020 年包括新的禁止 美国各地司法管辖区的书本法律，2021 年也不例外。
还有许多其他趋势需要雇主关注。禁止询问工资历史的禁令变得越来越普遍，限制信用历史背景调查的法律也是如此。随着大麻合法化继续在美国蔓延，雇主也将不得不重新考虑药物测试，包括由于合法使用大麻而导致的药物测试失败是否是取消工作考虑或终止资格的原因。最后，遵守公平信用报告法 (FCRA) 将继续成为招聘中的热点问题，因为 FCRA 诉讼导致对雇主的更大判决。
Here are three key trends that we expect to be critical to hiring and background checks this year.
Employers will get more comfortable hiring from afar
In 2020, employers scrambled to respond to a global catastrophe that caught most people off guard despite the months of COVID-19 outbreaks in Asia and Europe that predated the virus’s arrival in the United States. 2021 will be different. While COVID-19 vaccination efforts are underway, the expectation is that the pandemic will be a fact of life for most of the year—and this time, employers won’t be caught off guard.
Many businesses spent 2020 pivoting toward remote work, first as a stopgap measure and later as a potentially permanent shift. 2021 will include more companies settling into a long-term plan and embracing the idea of hiring remote workers from anywhere.
Part of that transition will be employers coming to terms with hiring from afar. Expect businesses to perfect their phone screening and video interviewing strategies, tweak background checks with remote workers in mind, and adopt new onboarding techniques that work better for out-of-office training.
Ban the box legislation will continue to restrict background checks
Ban the box legislation isn’t a new trend in background checks, but it is one of the most essential trends for employers to follow this year. 2020 included new ban the box laws on the books for jurisdictions throughout the U.S., and 2021 will be no different.
Based on how this trend has progressed—and refused to slow down—the endpoint is a new nationwide norm in which employers are not allowed to ask about criminal history on job applications, or conduct background checks before making a conditional employment offer. This nationwide policy could come together through patchwork legislation in different cities, counties, and states or as part of a new federal statute. In the meantime, employers should look out for legislation that might alter their background check compliance.
Continuous screenings will take root
In employment, it’s not uncommon for an employer to run a single background check on each employee at the time of hire. This check can provide a snapshot of that person’s background at that moment in time, but it can’t detect any criminal convictions that might occur afterward. At backgroundchecks.com, we offer an ongoing criminal monitoring service. This service allows employers, landlords, and volunteer organizations to keep a consistent pulse of their employees, tenants, or volunteers.
Ongoing monitoring, also known as continuous screening, provides monthly background check updates, reducing the likelihood that an employer will overlook a critical piece of information related to a worker’s background. As remote work becomes more common, employers will embrace continuous screening as a means of keeping tabs on workers that they no longer see in person every day.
There are plenty of other trends that employers should monitor. Bans on asking about salary history are becoming more common, as are laws restricting credit history background checks. As marijuana leg
alization continues to spread throughout the U.S., employers will also have to reconsider drug testing, including whether a failed drug test due to legal marijuana use is a reason for disqualification from job consideration or termination. Finally, compliance with the Fair Credit Reporting Act (FCRA) will continue to be a hot-button issue in hiring as FCRA lawsuits result in more large verdicts against employers.