New Survey Says Nearly 2 in 5 Employers Lose Job Candidates Due to Poor Background Check Experiences

According to a new survey1 by CareerBuilder, more than a third of employers (38%) have lost a candidate because they had a negative experience with their background check. Other disturbing finds for employers are:

  • More than half of job candidates think less of a company if they have a negative experience with its HR technology.
  • 21% of employers who lost candidates that had accepted a job offer say it was because the background check took too long.
  • 20% of employers said it was because a candidate had a poor experience with background screening.
  • Nearly 1 in 6 HR managers would rate their background check candidate experience as fair or poor.

Hiring in this tight workforce environment is hard enough without having unnecessary road blocks that create a negative candidate experience. The pressure is on! HR managers must fill open positions with the best candidates in a timely manner all the while providing a positive onboarding experience for candidates as they are being oriented into the company.

A background screening partner can help to create a positive candidate experience – especially a provider, like Cisive, that provides a system which streamlines and simplifies the process. Cisive provides efficiencies through automation with our Onboarding Solution, which engages applicants through a portal where they can directly supply their information (only once) and track their background screening and on-boarding progress. The entire process is easy and transparent thereby alleviating the candidate’s stress of the “unknown.” The system even provides compliant electronic signature technology!

Selecting the right background screening partner can be a daunting task! To help, Cisive has created an informative White Paper that explores how to evaluate a potential background screening partner and discusses positive attributes to be examined as well as “red flag practices” to avoid. Here is a sampling:

Positive Attributes to Examine:

  • Accreditation: Accreditation by the National Association of Professional Background Screeners (NAPBS) should be considered a minimum selection criterion. No employer should risk accepting services from a company who cannot or will not achieve Accreditation.
  • System Capabilities: Determine whether the provider’s system is built on a true rules-based workflow engine that is capable of creating a secure, efficient, and compliant process and presents an easy to follow workflow for both your candidates and your staff.
  • Client and candidate facing resources: A background screening partner should make your job (and your candidate’s job) easier and provide the tools to help you assess further opportunities to improve.
  • Data Security: Data security and protection of your candidates’ and employees’ PII has never been more challenging and more critical than it is today.
  • Litigation History: It has been said that the best predictor of future behavior is past behavior. Ask potential background screening providers if they have ever been the subject of an FCRA violation investigation by the federal regulator, The Federal Trade Commission (FTC), or the Consumer Financial Protection Bureau (CFPB).

Red Flag Practices to Avoid:

  • Promises of unrealistic turnaround time: If a prospective background provider is offering turnaround times and prices that appear to be far better than others that may suggest dangerous shortcuts such as the use of raw database searches or unverified reports.
  • Over reliance on “national” criminal databases: There is no such commercially available product as a true national database. Over reliance on compiled databases is another quick route to a rotten candidate experience and possible civil action.
  • Off-shoring: Off-shoring is the first indication that the background provider is motivated more by low cost than quality and customer service. The only reason to off-shore is to lower cost. Quality is not a driving factor.

Providing a positive, candidate-focused onboarding experience is a vital part of recruiting the best people for your company. The employer and background screening provider should be partners in creating the best candidate experience possible. Selecting the right background screening partner is vital and is not a simple task. The stakes are high. There are risks to the company if their background screening program is deficient and their onboarding platform is complicated and cumbersome. As the CareerBuilder survey indicates, some important risks are consistently losing qualified candidates and damaging a company’s reputation because of a bad candidate experience.

Click here to view Cisive’s informative White Paper, Important Considerations When Selecting a Background Screening Company.

 

1 The national survey, which was conducted online by Harris Poll on behalf of CareerBuilder from May 24 to June 16, 2017, included representative samples of 2,369 full-time employers (including 221 HR managers) and 3,462 full-time U.S. workers across industries and company sizes in the private sector.

 

Cisive Employment Background Screening and Form I-9/E-Verify Solutions now available in the Oracle Cloud Marketplace

Oracle Cloud Customers can now streamline and better ensure compliance in Background Checks and I-9 Processes

 

Holtsville, NY – June 13, 2017 – Cisive, a leading provider of tech-enabled and compliance-driven human capital management and risk management solutions, and Gold level member of Oracle PartnerNetwork (OPN), today announced that its enterprise-level employment background screening and electronic Form I-9 solutions are now available in the Oracle Cloud Marketplace offering for Oracle Cloud Application customers. The integration between Cisive’s industry-leading background screening solution for enterprise organizations and Oracle Talent Management Cloud enables clients to seamlessly initiate employment background checks and obtain timely report status all from within Oracle Talent Management Cloud.

The Oracle Cloud Marketplace is a one-stop shop for Oracle customers seeking trusted business applications and service providers offering unique business solutions, including ones that extend Oracle Cloud Applications. Oracle Cloud is the industry’s broadest and most complete public cloud, delivering enterprise-grade services at every level of the cloud technology stack including software as a service (SaaS), platform as a service (PaaS), infrastructure as a service (IaaS), and data as a service (DaaS).

“Our integration with Oracle Talent Management Cloud streamlines the screening process, enhancing data integrity and security while reducing data entry for busy human resources and recruiting professionals,” said Paul Jackson, senior vice president, business development with Cisive. “Cisive’s participation in the Oracle Cloud Marketplace further extends our commitment to the Oracle community and enables customers to easily reap the benefits of Cisive’s compliance-driven employment screening solution. We look forward to leveraging the power of the Oracle Cloud to help us achieve our business goals.”

The Oracle Cloud Marketplace offers an intuitive user interface to browse and search for available applications and services, as well as user ratings and reviews to help customers determine the best business solutions for their organization. With its new automated application installation features, customers can easily deploy provider business applications from a centralized cloud interface.

About Cisive

Cisive is a leading provider of tech-enabled and compliance-driven human capital management and risk management solutions. The company’s core onboarding and pre-employment background screening offering provides clients with a streamlined, high quality, and regulatory compliant solution. Cisive is accredited by the NAPBS and dedicated U.S. based account management teams uphold our commitment to customer satisfaction. Comprehensive services include background screening, vendor/contractor screening, executive screening, drug testing, social media searches, fingerprinting and electronic Form I-9/E-Verify solutions. Cisive serves many of the country’s largest and most complex organizations. Our experts will work closely with you to customize solutions that fit your specific needs. For additional information, please visit www.cisive.com.

 About Oracle PartnerNetwork

Oracle PartnerNetwork (OPN) is Oracle’s partner program that provides partners with a differentiated advantage to develop, sell and implement Oracle solutions. OPN offers resources to train and support specialized knowledge of Oracle’s products and solutions and has evolved to recognize Oracle’s growing product portfolio, partner base and business opportunity. Key to the latest enhancements to OPN is the ability for partners to be recognized and rewarded for their investment in Oracle Cloud. Partners engaging with Oracle will be able to differentiate their Oracle Cloud expertise and success with customers through the OPN Cloud program – an innovative program that complements existing OPN program levels with tiers of recognition and progressive benefits for partners working with Oracle Cloud. To find out more visit: http://www.oracle.com/partners.

Trademarks
Oracle and Java are registered trademarks of Oracle and/or its affiliates.

 

Doreen Koronios
Director of Marketing
Cisive
(631) 862-9300 x318
dkoronios@cisive.com

5 Red Flag Practices to Avoid When Choosing a Background Screening Vendor

How does one select the right background screening company?  We all know the basic elements of putting together an RFP but there are other more important factors that are essential to help your company avoid costly litigation. Today, as companies seek to constrain costs, it is a group effort with subject matter experts providing input into the RFP questions to be presented by purchasing departments who will make the first cut of respondents.  Often, the purchasing department will make the initial evaluation of RFP results on cost alone and allow only the lowest cost providers to be submitted to the business users for consideration. The unintended consequence of putting price before subject matter expertise is that research quality and applicant experience will suffer and your company could be at risk for litigation.

The litigation landscape is fierce against employers and those low-cost providers alleging violations of law precipitated by the very shortcuts that are market driven by low pricing.  There are ways to evaluate a background screening partner and survey litigation trends while offering guidance to avoid litigation traps.

Fred Giles, Cisive’s SVP of Strategic Initiatives, assessed the litigation landscape and created a survey of recent litigation activity.  A quick look at the survey from January of 2016 to May of 2017 for just four of the larger companies in the background industry reveals 79 allegations of FCRA violations. Those suits named the background company as plaintiff 56 times, and the employer as one of the plaintiffs 39 times. Perhaps most concerning, almost all were certified Class Actions! Of course, all cases involved at least one applicant and were the result of perceived or actual poor applicant experiences serious enough to involve the courts. If quickly identifying 79 FCRA related allegations in less than 2 years involving just four of the industry’s largest companies was not concerning enough, consider that additionally, cases alleging another 75 FCRA violations were settled in that time frame by those same 4 companies! These suits have become so lucrative for plaintiffs bar (remember that the actual class members end up receiving only token amounts in the settlements), that there are plaintiffs recycled or named in several suits against multiple companies now and we can expect these suits to continue despite the Spokeo decision (which is a topic for another time).

There are common industry practices that can lead to litigation and an employer seeking a background report provider should specifically guard against such practices.

Red Flag Practices

  1. Unrealistic Turnaround Time: The truth is that raw data only becomes actionable information when it is properly sourced, verified, and filtered.  There are no free lunches. If one or more prospective background providers are offering turnaround times and prices that appear to be far better than others that may suggest dangerous shortcuts such as the use of raw database searches or unverified reports.  These are precisely the shortcuts that drag both the provider and the employer into court on allegations of FCRA violations.  Significantly lower numbers on package pricing may indicate that either the lead frequency assumptions were under-recognized to achieve an artificially low bid, which will balloon in practice after an award is made, or is indicative of habitually shoddy research that intentionally fails to include all appropriate name and address combinations exposing the employer to unanticipated risk. Cheap and easy may be fast and sleazy!
  2. Over reliance on “national” criminal database: There is no such commercially available product as a true national database. While the use of compiled criminal databases is a recommended supplemental practice to cover a wider scope since most state courts are accessed only on a county level, there are huge and significant portions of the country that are not covered by these datasets.  Even when used properly as a supplemental criminal source, the results need to be verified with research conducted in the appropriate court as the data is often incomplete, certainly not up to date and lacking sufficient identifiers for a positive match.  Unfortunately, there are background companies who will provide these databases as standalone searches either because they fail to educate their clients as to the shortcomings or to appease employers who think they only need cheap, quick, and easy.  Over-reliance on compiled databases is another quick route to a rotten candidate experience and civil action.
  3. Disclaimers: Background providers should stand behind their work, period. Any company that includes disclaimers about accuracy or completeness on their reports or in their service agreements is informing the employer that they can expect to be sued over their reports and that the background provider is expressly not standing behind the quality of their work.  Ask for sample reports and service agreements to examine to avoid poor quality work hiding behind disclaimers. Caveat emptor!
  4. Absence of regular consultative engagement: In evaluating prospective background providers, be sure to review RFP or bid response materials for evidence of a true consultative partnership. In the pre-award phase, perhaps the clearest indication of the correct approach is the inclusion of a proposed plan to hold regular and frequent program reviews with the employer.  While the preferred frequency may shift over time, these meetings ensure thoughtful two-way discussions of the program address not only tactical issues that may arise but also more strategic and consultative opportunities to improve the candidate or employer experience with the program.  As the laws evolve, both statutory and those driven by case law, these discussions can address those changes to adjust the program accordingly.
  5. Offshoring: The only reason to offshore is to lower cost. Quality is not a driving factor and, in fact, part of the offshoring decision equation is how to compensate for all the potential pitfalls of offshoring: distance and time-zone differences, turnover, lack of loyalty caused by low wages and competing interests offering pennies per hour more, and physical and cyber security issues. In today’s litigious environment and with increasing cyber threats, the loss of data and control over personally identifiable information (PII) is a paramount concern for businesses.  Offshoring increases those risks for very little return.

Selecting a background screening provider is not a simple task, and the stakes are high.  There is risk to the company and its employees and shareholders if the background screening program is deficient. It should not be assumed when reviewing pricing proposed in response to an RFP that you are seeing a true “apples to apples” comparison.  The quality of background services varies widely and does matter.  The wrong decisions can be very costly both in monetary terms and in reputational damage in the marketplace at large as well as perhaps, most significantly, in the talent marketplace.  Understand the red flags. Be prepared to evaluate quality and organizational fit to assess the long-term cost of your relationship with a background provider.  Those who persist in chasing pennies in the selection phase will be feeding dollars to plaintiff’s bar in the future.

Cisive is relentless in its mission to keep its clients out of harm’s way! To learn more, call 1-866-557-5984 or click here.

 

 

The Case for Re-Screening Current Employees

Gov. Henry McMaster of South Carolina recently signed a law that people who sell or manage property in the state must undergo a background check to renew their license. This was prompted by a real estate agent who is accused of killing seven people.

Todd Kohlhepp, who is charged with seven counts of murder, kidnapping, first- degree sexual assault, and gun violations, checked the box acknowledging he had a felony conviction on his 2006 application but lied about why.

Perhaps if he was required to be re-screened on an annual basis, his actual felony conviction would have been picked up and maybe the crimes he committed since his first application could have been prevented.

Employment screening is a very important tool in reducing employee theft, workplace violence, and negligent hiring liabilities. It’s great when an employee is hired with a clean background check but what happens when that same employee commits a crime while employed? Suppose the driver you hired was subsequently convicted of a DUI? How would you know that the accountant you hired had fallen on hard times and was involved in check cashing fraud?

Implementing a re-screening policy in your company just makes good sense. If you decide to re-screen employees, remember that you must notify the employee, obtain written consent and follow the pre and post-adverse action requirements of the FCRA. Also remember that a criminal record doesn’t necessarily mean an automatic dismissal of the employee according to state and federal laws. However, a robust background screening program is your best defense in maintaining a safe work environment and protecting your assets.

To learn more about Cisive’s re-screening services, click here or call 866-557-5984.

Nothing beats the convenience of a secure Mobile App in hiring!

 

Your new hires will thank you!!

 One of the most stressful experiences is looking for a new job. People run from interview to interview and are so happy when they finally find that perfect job.

Let Cisive help you take the stress away from your new hire with our convenient, secure Mobile App!

Cisive’s Mobile Document Upload App facilitates the process of transferring forms from either the applicant or your Human Resources staff that are required for the background check or I-9 processes. Some of the forms uploaded using the Mobile App include:

  • Social Security card
  • W-2 form
  • Passport
  • School records
  • Driver’s license

When using the app, no sensitive documents are stored on the phone itself. All forms are secured using TLS encryption so you can be confident that your candidates’ information will be safe.

Looking to enhance your candidates’ onboarding experience?

 Cisive’s Mobile App can help!

 

Let us show you how! Call 1-866-557-5984 or click here to speak with a Cisive Specialist.

Best Practices in Background Screening in the Ban the Box Era

 

To help ex-felons obtain employment and to reduce recidivism, the District of Columbia and over 150 cities and counties (in 20 states) have passed fair chance (Ban the Box) laws removing questions about criminal convictions from job applications. This change allows employers to base their hiring decisions on qualifications first.

These laws apply to the cities and counties themselves. Many of them also apply to private employers including Connecticut, Hawaii, Illinois, Massachusetts, Minnesota, New Jersey, Oregon, and Rhode Island.

It should be noted that Ban the Box fines are big! Just ask Marshall’s and Big Lots (penalties totaling $195,000.)

The National Employment Law Project (NELP) has put together a list of ten principles for employers to follow to update their hiring policies and procedures:

  1. Avoid stigmatizing language.
  2. A background check may be unnecessary for a job position.
  3. Avoid blanket exclusions and instead include an equal opportunity statement on job applications.
  4. If a background check is necessary, only consider those convictions with a direct relationship to job duties and responsibilities and consider the length of time since the offense.
  5. Remove inquiries into convictions from the job application.
  6. Remove self-reporting questions about conviction history.
  7. If a job applicant is rejected because of a record, inform the applicant.
  8. Provide the applicant the right and sufficient time to submit evidence of mitigation or rehabilitation.
  9. Expand the fair change policy to private employers.
  10. Combine data collections and effective reinforcement.

It is important for employers to keep abreast of the different ban the box laws as each has its own set of nuances. For example, each law restricts when an employer can inquire about a person’s criminal history and how it can be used for employment purposes.

Click here to view Cisive’s Ban the Box chart summarizing the policies.

For more information on how Cisive can keep your hiring process compliant, contact us at 866-557-5984 or sales@cisive.com.

FTC Says When Conducting Background Checks, Don’t Double-Dip!

On February 16th, the FTC published a blog post about the importance of organizations using consumer reports in compliance with the Fair Credit Reporting Act (FCRA). According to the FTC, it is important that organizations only use consumer reports for the purpose for which they originally obtained them and to refrain from using them for secondary reasons.

When conducting a background check on an applicant or employee, you must certify to the consumer reporting agency (background screening vendor) the purpose for which you will use it. You must then use the report only for that purpose. As an example, if you obtain a report for employment purposes, you cannot also use it to make a credit decision.

According to the FTC, the three important principles for users of consumer reports to keep in mind are:

  • If an employer makes a negative decision on a person based on a consumer report, it is important to notify the person with an adverse action notice;
  • The adverse action notice may be provided orally, electronically, or in writing; and
  • Employers must securely dispose of the consumer report when finished.

https://www.ftc.gov/news-events/blogs/business-blog/2017/02/background-checks-dont-double-dip

 

Need Help Preparing Your Background Screening RFP? CARCO Can Help!

rfp request for proposal paper document vector graphic

As the New Year approaches, it’s time to review your HR technology and background screening partnerships, define what you are seeking in those partnerships in 2017, and prepare a detailed Request For Proposal (RFP).

At CARCO, we know that preparing a Request For Proposal (RFP) can be a daunting task. Cisive CAN HELP!! We have the knowledge and experience to know what vendors need to know about your background screening process in order to bid accurately. We’ve been there thousands of times! Good bids lead to good working relationships.

Let us help you create a well composed RFP.

We have consulted with many of the Fortune 1000 companies in creating robust background screening RFPs by helping them:

  • Take the lead role in the RFP process (don’t allow non-HR units to run the entire RFP process)
  • Know industry trends
  • Audit their current processes
  • Understand new legislation
  • Create decision-making stakeholder committees
  • Address differentiators between vendors
  • Understand how background checks are performed
  • Keep their RFP in compliance with the FCRA
  • Ensure that QUALITY IS KEY in selecting a background screening vendor

Interested in learning more about how CARCO can help you create a meaningful, well-prepared background screening RFP?  Let us show you how!

Contact a Cisive Specialist at 1-866-557-5984 or click here for more information.

Tips on Preparing Your Next Background Screening RFP

white-paper-icon-1  Preparing an RFP can be a daunting task. One of the most important issues is to do as much research and preparation up front in order to avoid mistakes that will hold up the process in the end.

Do your research– Do your research to ensure you are up to date on new processes and procedures in the background screening arena. Visit sites such as www.hr.com to read about industry trends and www.nabps.com to understand the background screening industry.

Update your program– Now is the time to run an audit of your current processes and procedures. Know the types of background components you currently perform and those components that you would like to perform on each role in your organization. It is important to understand any new legislation that has passed and find out which background screening providers have been mired in litigation because of cutting corners. Quality is key when it comes to background screening.

Take a lead role in the RFP process– Don’t allow non-HR units run the entire RFP process. Knowing the level of quality you need and the cost associated with that quality is important when selecting a background screening provider. Remember, quality is key when it comes to background screening. Too many companies run the RFP process as a method to reduce cost when ignoring HOW background checks are performed is more important than the cost of the service. There are entities such as the FCRA and the EEOC that audit the background screening programs of companies to ensure compliant processes are in place. With this in mind, you should do business with a background screening partner that is NAPBS accredited and focuses on quality and compliance.

Create a stakeholder committee– Make sure the decision-making committee is made up of stakeholders from multiple areas of the company. Human Resource and Talent Acquisition leaders are a must but you should include hiring managers from different business units to ensure all needs are being addressed.

Ask for differentiators– Most background screening providers think they do something differently than their competitors. Ask what that differentiator is and make sure it aligns with your philosophy.

Review a sample RFP template– Why re-create the wheel? There are sources that provide templates for RFPs (we’ve attached one for you from www.napbs.com) and this is a great way to build the framework of your RFP.

Remember as you go through the RFP process that it is imperative to work with a quality background screening partner in order to keep your company out of harm’s way. Contact CARCO Group to see how we can help you improve your talent acquisition process (through our HR technology) and reduce risk.  1-866-557-5984 or click here.

 

The Importance of Using an Accredited Background Screening Company: Jones vs. Waffle House

WAFFLEHOUSE_Logo_5x3A Florida judge recently permitted a class action lawsuit against Waffle House for non-compliant criminal background checks to move forward.

Plaintiff William Jones filed a class action lawsuit against Waffle House in October 2015. Despite having worked for Waffle House “without issue” for more than 20 years, he claims the company denied him a job that he reapplied for based on the results of a background check that showed he had a criminal history.

Jones says Waffle House never notified him that it intended to deny his job application and never provided him with a copy of the background check.

The plaintiff alleges that Waffle House denied applicants for employment based on background checks the company acquired from The Source for Public Data LP, also named as a defendant in the class action lawsuit.

According to the class action lawsuit, Public Data claims it is not a consumer reporting agency but instead just an aggregator of public records. As such, Jones says, the company places the burden on those subject to its reports to correct any errant data at the source. “Public Data does not recognize any duty under the FCRA to correct the data itself,” Jones says.

Waffle House filed an appeal to dismiss the proposed FCRA class action against the company, which was subsequently denied by the judge. On August, 2016, Waffle House announced that it will appeal the judge’s decision. The judge rejected Waffle House’s claims that they had “no recollection or record” of using Public Data to perform a background check.

In its notice of appeal, Waffle House argues that the Plaintiff signed an arbitration agreement when applying for the job and requested that the judge compel arbitration. Following the judge’s refusal to dismiss the lawsuit, Waffle House announced that it would seek an appeal to the Eleventh Circuit, citing failures of the Florida court to follow the Federal Arbitration Act.

The above issue is a prime example of why employers should engage the services of an accredited, qualified and experienced consumer reporting agency that provides background screening services.  It is especially important to use a CRA that uses only official sources of data and confirms all information from online databases with the courts.

 

 

William G. Jones v. Waffle House Inc. et al., case number 6:15-cv-01637, in the U.S. District Court for the Middle District of Florida, Orlando Division