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关于背景调查的 10 个常见招聘人员问题

在 观火背调,我们每年进行大约 1300 万次背景调查这是很多检查!因此,从招聘人员那里得到有关背景筛选过程的问题并不少见。

事实上,我们发现我们倾向于一遍又一遍地从招聘人员那里收到同样的问题。)

所以,我们在这里回答了其中的一些问题。您会注意到就业背景调查可能非常复杂。如果您觉得这些对您有帮助,请随时与您的同事分享!

1. 为什么背景调查需要这么长时间?

完成背景调查的周转时间可能因每个人个人背景历史的复杂程度而异。

候选人可以在印第安纳州哥伦布申请工作,但根据您的背景调查要求,您可以要求背景调查涵盖候选人以前居住、工作或上学的所有地点(国内和国际)。

所有这一切都需要勤奋和坚持,因为法院可能需要亲自进行实地搜查,并且在进行就业或教育验证时,验证者可能并不总是能够在第一次通话时就与学校或雇主取得联系。

在假期期间尤其如此。

在某些情况下,过去的工作证明可能更加复杂。

例如,雇主已不存在,或者如果候选人是自雇人士。

在这种情况下,申请人需要提供替代证明,例如税务文件。

关于教育验证,学校可能需要特定的发布、付费或可能不再存在。

那么,为什么背景调查有时需要这么长时间?简而言之,它们是高度复杂的工作。

2. 为什么不能直接插入一些 CSI 类型的数据库并获得即时的犯罪背景信息?

在 Google 和 Twitter 时代,我们都期待即时访问信息。

不幸的是,CSI 等电视节目产生了一种不切实际的期望,即查找犯罪信息就像登录一个中央犯罪数据库一样简单,该数据库保留了该国所有个人的当前记录。

但是,在美国没有这样的犯罪数据库可以单独报告所有刑事定罪。

公共记录是 3,100 多个县的责任,其中大约 30% 甚至不保存数字犯罪记录。

对于这些县,实际上需要一个人走进县法院并取回纸质记录。

每个法院都有自己的程序和时间表来提供结果记录。

因此,虽然可能存在部分汇总逮捕和定罪的数据库,但根本不可能在单个数据库中查找某人并期望该数据库提供个人潜在犯罪历史的准确描述。

更复杂的是,还有 11 个联邦区(每个区都有多个法院)可能存放犯罪数据。

所有这些都构成了获取犯罪背景信息的复杂、不同且繁琐的过程。

3. 一个成功的背景调查程序是什么样的?

背景调查比简单地收集个人信息要复杂和细致得多。

成功计划的定义实际上取决于您组织的具体情况。您是否在受政府监管的行业?

您是一家全球性组织还是雇佣了很多具有国际背景的员工?

您是否拥有大量外延劳动力(承包商、临时工等)?

在制定有效的计划时,应考虑所有这些因素。

此外,背景验证程序还应确保它考虑到除筛选报告的速度和准确性之外的其他关键因素。最佳实践包括:

  1. 标准化的政策和统一的流程

  2. 专注于积极的候选人体验

  3. 对候选人进行背景调查教育并帮助他们做好准备

  4. 通过移动技术赋能候选人

  5. 了解并遵守适用的法规,例如美国的 FCRA、EEOC、“ Ban the Box ”法律以及遍布全球的无数法律和法规。

  6. 将雇主品牌扩展和推广到背景调查过程中

  7. 与可以提供有益教育的知识渊博的背景调查供应商合作

4. 我真的需要进行电子验证检查吗?

简短的回答是“也许”。

虽然联邦法律要求所有雇主为新员工填写 I-9 表格,但并非所有雇主都需要美国公民和移民服务局 (USCIS) 的免费服务 E-Verify。

但是,某些受某些州或联邦法律约束的雇主必须使用 E-Verify。

例如,根据包含联邦采购法规 E-Verify 条款的联邦合同提供服务的大多数雇主都需要参与 E-Verify。

5. 当他们只能在谷歌或 Facebook 上查找时,你们为什么要通过所有这些“法律”文件来筛选某人?

与大多数雇主不同,背景调查供应商被视为信用报告机构 (CRA)。

因此,它受《公平信用报告法》(FCRA) 的要求约束,该法有助于保护消费者的权利并确保公平的招聘过程。

在实践中,这意味着雇主不能简单地通过 CRA 进行验证,而无需首先向候选人提交法律规定的披露信息,然后征得他们的同意。

即便如此,它也比简单地在谷歌上搜索一个名字要复杂得多。

CRA 必须确保他们报告的信息准确和完整,重要的是,要针对正确的个人进行!

由于所有这些原因,CRA 根本不能依靠简单的网络搜索来进行检查。

6. 其他背景调查供应商从未强迫我进行资格认证?为什么我要和你们做呢?

任何以符合 FCRA 的方式运作的消费者报告机构都应该想知道您作为雇主打算如何使用和保护您的候选人的数据。

观火背调 可能比其他一些人更认真地对待这一点,因为雇主认证是 观火背调 尽职调查过程的重要组成部分,有助于保护雇主及其候选人。

我们严格检查每个潜在客户,以确保他们是他们声称的业务,而不是简单地利用 观火背调 的服务进行可能不允许的背景调查活动。

事实上,如果背景调查供应商不执行雇主认证,或未能以一丝不苟的方式进行,它实际上可能会引起对供应商履行其法律和监管义务的能力的担忧。

7. 为什么要核实过去的雇主如此困难?

就业核查往往是最难进行的核查之一。

雇主是更改名称、被收购或干脆不复存在的法律实体。

此外,这些年来,他们经历了大量的员工更替。

令人难以置信的是,并非所有雇主都保留数字记录,尤其是在规模较小的“夫妻档”类型的企业中。

他们可能根本就没有可追溯到多年的记录,更不用说所有者自己的记忆了。

由于所有这些原因,以及更多原因,就业验证需要经验丰富且敬业的验证员来研究、询问和跟进雇主。

但是,候选人可以被授权采取主动行动来帮助顺利完成验证过程。

准确的雇主联系信息或雇佣记录(例如 W2 表格)有助于加快周转时间。

快速的验证过程也符合候选人的最佳利益,因此招聘人员应教育和鼓励他们帮助促进这一过程。

8. 如果候选人的申请或简历中列出的学校不再存在怎么办?

就像雇主一样,学校有时也会关门。

有时,这可能会以相当戏剧性的方式发生,例如在卡特里娜飓风之后,许多高中从未重新开学。

在这些情况下,获得高中学位的证明可能非常复杂。

如果候选人具有高等教育学位,或者可能已经有多年经过验证的工作经验,那么对高中学位的要求可能会变得不那么重要。

如果授予候选人高等教育学位的机构同样不复存在,那么雇主可能不得不接受候选人的学位或脸上的成绩单。

HR 可能希望评估他们的政策,以考虑什么是合理的,以及何时调整自己的要求是有意义的。

正如这个例子所示,每个人都应该定期重新评估自己的政策。当一项政策引起痛苦时,我们不应该害怕问:“为什么?”

9. 我真的必须“禁止盒子”吗?

你可能。这真的取决于你在哪里招聘。

即使您今天不在受影响的辖区之一招聘,请注意“禁止盒子”运动正在全国各市和州之间迅速蔓延。

很少有事情会像这种不一致的监管环境那样给雇主带来问题。

观火背调,我们了解到 Ban the Box 运动是客户关注的一个主要领域。

事实上,你已经多次告诉我们了!

为了帮助您了解谁、在什么地方以及在何处实施了禁止框,以及您的义务是什么,我们制定了这个方便的摘要。

如果您是 观火背调客户,我们会为您提供对 Ban the Box 的更广泛和深入的分析,您可以在我们的合规中心门户上找到这些分析。

(那是什么,您不熟悉合规中心?请与我联系,我很乐意帮助您找到它。)

10. 顺便问一下,我们应该如何进行药物筛选?

就业前药物筛查是雇主经常提出问题的另一个领域。

我们的年度基准调查清楚地表明,尿液分析是迄今为止最受欢迎的测试形式。

大多数雇主倾向于选择标准的五组测试,尽管这可以高度定制,并且进行七组或九组测试也很常见。

事实上,一些有特殊要求的雇主甚至会进行十二组测试。

一般来说,重要的是要注意一种尺寸并不适合所有人。

受监管的雇主,例如运输或医疗保健,可能必须遵守更严格的要求。其他人将有更广泛的选择。

雇主应该考虑口腔液体(拭子)是否最有意义,是否提供尿液样本可以更好地了解候选人的潜在用药史,或者头发样本是否是他们最佳选择


Unlike most employers, a background check vendor is considered a Credit Reporting Agency (CRA).

Consequently, it is subject to the requirements of the Fair Credit Reporting Act (FCRA), which helps protect consumers’ rights and ensures a fair hiring process.

In practice, this means that employers cannot simply initiate verifications through a CRA without first presenting the legally-mandated disclosures to the candidate and then collecting their consent.

Even then, it is much more complex than simply googling a name.

The CRA must ensure that the information that they report is accurate and complete, and importantly, being conducted on the correct individual!

For all of these reasons, a CRA simply cannot rely on simple web searches to conduct a check.

6. Other background check vendors never forced me to go through credentialing? Why do I have to do it with you guys?

Any consumer reporting agency that is operating in a manner that is compliant with the FCRA should want to know how you, as an employer, intend to use and safeguard your candidate’s data.

HireRight may take this more seriously than perhaps some others because employer credentialing is a vital part of HireRight’s due diligence process and helps protect both employers and their candidates.

We rigorously check each potential client to ensure that they are the business that they purport to be and are not simply exploiting HireRight’s services for potentially impermissible background check activities.

In fact, if a background check vendor does not perform employer credentialing, or fails to conduct it in a meticulous manner, it might actually raise concerns about the vendor’s ability to meet its legal and regulatory obligations.

7. Why is it so difficult to verify past employers?

Employment verifications tend to be among the most difficult verifications to conduct.

Employers are legal entities that change names, get acquired, or simply cease to exist.

In addition, they experience significant turnover of staff over the years.

Difficult as it is to believe, not all employers keep digital records, especially among the smaller “mom and pop” type business.

They may simply not have records dating back many years, much less beyond the memory of the proprietors themselves.

For all of these reasons, and more, employment verifications require a seasoned and dedicated verifier to research, inquire and follow up with employers.

However, candidates can be empowered to take proactive action to help smooth the verification process.

Accurate employer contact information or employment records, such as W2 forms, can help speed the turnaround time.

A fast verification process is in the best interest of the candidate as well, so recruiters should educate and encourage them to help facilitate the process.

8. What if schools listed on the candidate’s application or resume are no longer in existence?

Just like employers, schools sometimes shutter their doors.

Sometimes, this can happen in rather dramatic fashion, such as after Hurricane Katrina, when many high schools never re-opened.

In these instances, it may be extremely complicated to obtain a verification of a high school degree.

If the candidate has a higher education degree, or perhaps many years of verified work experience already, then perhaps the requirement for a high school degree may become less relevant.

If the institution that conferred the candidate’s higher education degree similarly no longer exists, then an employer may have to be comfortable with accepting the candidate’s degree or transcripts on their face.

HR may want to assess their policies to consider what is reasonable and when it makes sense to adjust their own requirements.

As this example shows, it behooves everyone to periodically reassess their own policies. When a policy causes pain, we should not be afraid to ask, “Why?”

9. Do I really have to “Ban the Box?”

You might. It really depends on where you’re hiring.

Even if you’re not hiring in one of an affected jurisdiction today, be aware that the “Ban the Box” movement is rapidly spreading among municipalities and states across the country.

Few things have the potential to cause problems for employers like this type of inconsistent regulatory landscape.

At HireRight, we understand that the Ban the Box movement is a major area of concern for customers.

In fact, you’ve told us so on numerous occasions!

To help you understand who, what and where Ban the Box has been implemented, and what your obligations are, we have developed this handy summary.

And if you’re a HireRight customer, we arm you with an even more extensive and in-depth analysis of Ban the Box, which you can find on our Compliance Central portal.

(What’s that, you’re not familiar with Compliance Central? Please get in touch with me and I’ll gladly help you find it.)

10. How should we be drug screening, by the way?

Pre-employment drug screening is another one of those areas where employers frequently ask questions.

Our annual benchmarking survey clearly indicates that urine analysis is by far the most popular form of testing.

Most employers tend to choose a standard five-panel test, though this can be highly tailored and it is not unusual to conduct seven- or nine-panel tests as well.

In fact, some employers with special requirements even conduct twelve-panel tests.

In general, it is important to note that one-size does not fit all.

Regulated employers, such as Transportation or Health Care, may have to adhere to more stringent requirements. Others will have wider options at their disposal.

Employers should consider whether oral fluid (swabbing) makes most sense, if providing urine specimens captures a better snapshot of a candidate’s potential drug history, or if hair samples are the best option for them.

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