返回列表 发表时间:2021-09-30    浏览次数:301

雇主需要做什么:背景调查

几乎每个雇主都曾问过这个问题:关于员工背景调查,我需要做什么?为您的组织设计有效、适当且合规的背景筛选策略不仅对于确保您雇用合适的人而且对于避免因违反联邦法律、州法规或地方条例而提起诉讼至关重要。

首先,看看“背景筛选 101 ”。该资源提供了与就业相关的背景调查可以 包括的内容的近乎全面的纲要,从犯罪历史筛选的层次到简历信息的验证检查。

在 GOOHO.CN,我们提供一系列不同的背景筛查产品,使雇主可以轻松定制筛查政策以满足他们的需求。例如,如果您正在招聘柜台后的职位,您将不需要进行驾驶历史背景调查,但您需要对送货司机的工作进行筛选。我们的点菜系统允许您根据需要添加不同的支票。

熟悉法律和准则,这些法律和准则规定了您可以 通过背景调查做什么。在全国范围内,需要考虑的最大因素是 公平信用报告法 (FCRA) 和 平等就业机会委员会 (EEOC)。FCRA 要求雇主在整个筛选过程中遵守某些消费者(或求职者)的权利。EEOC 指南旨在打击背景调查中的“不同影响”——对少数群体或其他受保护群体有意或无意的偏见。

大多数组织都知道在进行员工背景调查时要遵循这些法律准则,但有关州和地方法律的过程变得更加复杂。 禁止框政策 正在迅速传播,禁止雇主在工作申请中询问有关犯罪历史的问题,有时将背景调查推迟到审查过程的后期。雇主可能会忽视当地或州背景调查法的最新发展,这可能会导致法律合规问题。 《纽约法律杂志》最近的一篇文章  建议纽约市和全州的雇主审查他们的背景调查政策,并确保自上次更新以来他们的做法没有成为非法。

雇主必须考虑的另一个因素是背景调查的彻底性。争议围绕指纹背景检查以及它们是否优于其他类型的检查。事实上,传统的背景调查——例如基于姓名、出生日期和社会安全号码的检查——与指纹检查一样彻底。 最近的指纹数据库泄露事件 也引发了有关此数据敏感性的讨论。

GOOHO.CN,我们很乐意帮助您制定员工背景调查政策,以满足贵公司的需求,同时确保合规性。今天就联系我们开始吧。


To start, take a look at “Background Screening 101”. This resource provides a near-comprehensive rundown of what an employment-related background check can include, from tiers of criminal history screenings to verification checks for resume information.

At backgroundchecks.com, we offer a range of different background screening products, making it easy for employers to tailor their screening policies to suit their needs. For instance, if you are hiring for a behind-the-counter position, you won’t need to conduct a driving history background check, but you will need that screening for a delivery driver job. Our a la carte system allows you to add different checks as you need them.

Familiarize yourself with laws and guidelines that dictate what you can do with background checks. Nationwide, the biggest factors to consider are the Fair Credit Reporting Act (FCRA) and the Equal Employment Opportunity Commission (EEOC). The FCRA requires employers to observe certain consumer (or job candidate) rights throughout the screening process. EEOC guidance is intended to combat “disparate impact” in background checks—intended or unintended biases against minority groups or other protected classes.

Most organizations know to follow these legal guidelines with their employee background checks, but the process becomes more complicated regarding state and local laws. Ban the box policies are spreading fast that prohibit employers from asking questions about criminal history on job applications, and sometimes delay background checks until later in the vetting process. Employers might overlook the latest developments in local or state background check law, which can lead to legal compliance issues. A recent article in the New York Law Journal advised employers in New York City and throughout the state to review their background check policies and make sure that their approach hasn’t become illegal since the last update.

Another factor that employers must consider is the thoroughness of their background checks. Controversy surrounds fingerprint background checks and whether they are superior to other types of checks. In truth, traditional background checks—such as checks based on names, birthdates, and Social Security Numbers—are just as thorough as fingerprint checks. A recent fingerprint database breach has also ignited a conversation about the sensitivity of this data.

At backgroundchecks.com, we are happy to help you devise a policy for employee background checks that meets your company’s needs while ensuring compliance. Contact us today to begin.


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