In some situations, civil court records aren’t all too relevant to a hiring decision. However, for certain positions in certain industries (such as those mentioned above), civil records can be equally as important as criminal insights– and they won’t be retrieved unless intentionally accounted for.
This data signals a clear (and growing) disconnect between employers and their employees– one that needs to be addressed.
But how do we address such a ubiquitous issue? Well, a logical place to start is pre-hire.
Hiring top talent, remaining compliant with FCRA and EEOC guidelines, and minimizing the risk of bad hires are key human resource goals for organizations of all sizes. The results from Peopletrail’s 2016-17 Employment & Background Screening Benchmarking Survey provide human resource...
Peopletrail has helped organizations large and small establish and manage their background screening programs. There are a number of compliance matters, and many legal and practical issues, that should be reviewed on a regular basis to ensure ongoing compliance with employment law. The following...
Developing, reviewing, and regularly updating an organization’s dispute resolution procedures can help ensure ongoing FCRA compliance, and create opportunities for enhancing the applicant experience. FCRA regulations mandate the core dispute resolution process, and by demonstrating that your...
