Background Screening White Papers for Employers | First Advantage

Background Screening Integration into Applicant Tracking Systems

Ethan Smith — Sat, 17 Jul 2021 09:58:49 +0000

With employees often overloaded in today’s do-more-with-less workplace, a smart way to streamline operations and free up staff is to automate the background check process. Yet, for many organizations, it can be hard to know where to begin. Integrating background checks into your Applicant Tracking System (ATS) or Property Management System (PMS) is a good start. Background screening is automatically kicked off when triggered by these systems, eliminating the need to manually order individual requests for your candidates. Likewise, reports needing further review are also flagged within the primary ATS or PMS your employees use every day. In a word, for more effortless screening: automate.

Executive Summary & Industry Insights around Background Screening Integration
Section 1: The Basics. What are Applicant Tracking Systems or Property Management Systems?
Section 2: Challenges
Section 3: Lessons Learned
Conclusions

The post Background Screening Integration into Applicant Tracking Systems appeared first on First Advantage North America.

Employment Screening Best Practices

Ethan Smith — Fri, 09 Jul 2021 11:14:59 +0000

Today’s workplace is becoming more competitive due to the increased globalization and growing mobility of the workforce. Employers are challenged with identifying qualified applicants, and applicants are seeking to differentiate themselves. Background checks and drug tests are one way applicants can demonstrate they are ready to work for a particular position. Research by the Aberdeen Group has found organizations that complete background screening secure a higher percentage of talent that meets an employer’s hiring criteria. Here you will receive suggested preparation, implementation and legal consideration for fortifying your background checking and drug testing programs.

Introduction: Why background checks and drug tests
Preparation: The key to a successful candidate screening experience
Implementation: Job-specific screening packages for best results
Compliance: Legal considerations to show due diligence
Appendix A: Types of background checks and drug tests reviewed 
Appendix B: Alternative drug test and occupational health options

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Best Practices for Individualized Assessments

Ethan Smith — Thu, 09 Mar 2017 07:26:13 +0000

Overview EEOC criminal history guidance and learn tips for conducting individualized assessments. On April 25, 2012, the Equal Employment Opportunity Commission (EEOC) published guidance relating to an employer’s use of arrest and conviction records. The guidance discourages blanket exclusions of individuals who have been convicted of crimes and reminded employers that they should analyze the nature and gravity of the offense, the age of the offense, and the relationship between the job duties and the conviction through an “individualized assessment.” This guide provides practical discussion and ideas of how to fulfill this requirement.

Executive Summary
EEOC History
Performing an Individualized Assessment: 6 Steps
Individualized Assessment Sample Form
Avoiding Common Errors
Summary and Definitions

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Background Screening White Papers for Employers | First Advantage

Background Screening Integration into Applicant Tracking Systems

CONTENTS

Employment Screening Best Practices

CONTENTS

Best Practices for Individualized Assessments

CONTENTS