HOW HR PROFESSIONALS VIEW BACKGROUND SCREENING AND THE NEED FOR GLOBAL TOOLS JUNE 2018

Transcription

1 HOW HR PROFESSIONALS VIEW BACKGROUND SCREENING AND THE NEED FOR GLOBAL TOOLS JUNE 2018

2 Scott Hall Chair, NAPBS FirstPoint Resources Melissa Sorenson Executive Director NAPBS

3 Background Screening Defined In basic terms, background screening for employment purposes is the compilation of information regarding an individual which may be considered when determining eligibility for a position.

4 About NAPBS Founded in 2003, the National Association of Professional Background Screeners (NAPBS) exists to advance excellence in the screening profession.

5 The research data in the report is from the first quarter of Get the report after our May 29 th webcast!

6 About the Survey Sample NAPBS commissioned HR.com to conduct the national survey of 2,137 human resources (HR) professionals. The respondents collectively had operations in all 50 states. The survey gauged their views on background screening.

7 Challenges Patchwork of Federal and State Laws 75 percent of employers said that the patchwork of state and local labor and employment requirements has led to compliance challenges. - The Littler Annual Employer Survey, 2018

8 A Few Examples FCRA and State Analogues o Disclosure and Authorization Requirements o Adverse Action Requirements and Processes o Public Record Information Salary History Information Ban the Box

9 Challenges Ban the Box

10 Challenges Redaction of Identifiers

11 Redaction Cont d. At state level, DOBs are generally available in state court repositories, while systemically unavailable in the federal record keeping system known as PACER. Recently, several Arkansas District Court clerks have denied access to researchers requesting criminal record searches on behalf of employers.

12 Challenges Litigation Trends

13 Litigation Trends Cont d. Class Actions Settlements HR 2359 Disclosure and Authorization Adverse Action Spokeo Fall-out Forum Shopping Public Record Information File Disclosures

14 Poll One From your point of view, what are the key reasons for conducting background checks? Quality of hires Safety and protection Laws/regulations Corporate reputation Reduce criminal activity

15 The Forces Driving Background Screening Select the three most important reasons as to why your organization conducts background screening Protecting employees, customers, etc. Improve quality of hire Protect company reputation Mandated by laws/regulations 38% 39% 52% 86% Safety is most widely cited driving force Prevent/reduce criminal activity 36%

16 The Forces Driving Background Screening 3 most important reasons as to why organization conducts background screening Protecting employees, customers etc Improve quality of hires Protect company reputation Mandated by law/regulation 39 44

17 The Forces Driving Background Screening The desire to improve the quality of hires is also a key driver

18 Background Screening Is Nearly Universal Nearly all the employers surveyed 95 percent stated their organization conducts one or more types of employment background screening. 86 percent of respondents screen all fulltime employees 68 percent of respondents screen all parttime employees

19 Background Screening Is Nearly Universal Organization conducts some type of employment background screening Screens all full time employees Screens all part-time employees 68 67

20 Background Checks Tend to Occur After Job Interviews or Conditional Offer 89% of participants conduct a background check after the job interview, including the 62% that wait until after a conditional job offer is made.

21 Background Checks Tend to Occur After Job Interviews or Conditional Offer At what point in the hiring/onboarding process does your organization conduct background screening After conditional job offer After job interview, but before job offer 26 31

22 Of the 95 percent of employers that reported conducting background checks, when asked whether checks were conducted at any point other than the initial hiring or onboarding process: 60 percent conduct a background check only during the hiring process 14 percent report conducting checks at times other than the initial hiring/onboarding because they are required by law to do so 10 percent conduct checks at times other than the initial hiring/onboarding process for cause

23 When Employers Conduct Background Checks Do you conduct background screening at any point other than the initial hiring/onboarding process No Yes, as required by law/regulation Yes, for cause, after hire 10 11

24 Poll Two What type of background checks would you guess are most prevalent? County/Statewide criminal search Database/National criminal search Social security number trace Sex Offender Registry Credit/Financial

25 Types of Background Checks Being Conducted Database/National Criminal No Candidates 3% Some Candidates 10% All Candidates 84% County/Statewide Criminal No Candidates 1% Some Candidates 8% All Candidates 89%

26 Types of Background Checks Being Conducted Fingerprint-Based Criminal No Candidates 53% Some Candidates All Candidates 17% 18% Social Security Number Trace No Candidates Some Candidates All Candidates 6% 8% 83%

27 Types of Background Checks Being Conducted Credit/Financial No Candidates Some Candidates All Candidates 16% 31% 47% Education Verification No Candidates 39% Some Candidates 25% All Candidates 31%

28 Types of Background Checks Being Conducted Motor Vehicle Driving Records No Candidates 19% Some Candidates All Candidates 38% 40% Drug and Alcohol Testing No Candidates 35% Some Candidates 17% All Candidates 45%

29 Types of Background Checks Being Conducted Sex Offender Registry No Candidates 15% Some Candidates 8% All Candidates 69% Professional License Verification No Candidates Some Candidates 34% 36% All Candidates 21%

30 Types of Background Checks Being Conducted International Check No Candidates Some Candidates All Candidates 12% 15% 57%

31 Types of Background Checks Being Conducted Items included in background screening All Some None Database/National Criminal County/Statewide Criminal Fingerprint-based Criminal SSN Credit/Financial Education Verification Motor Vehicle Driving Records Social Media Drug and Alcohol Testing Sex Offender Registry Professional License Verification International Checks

32 Globalization of Screening

33 Global Asked of employers with candidates who live or have lived in other countries: In today s marketplace, is it important for companies to have access to global/international screening capabilities? Somewhat Important 28% Important 56% Total 84%

34 Global Asked of employers with locations outside the U.S.: In today s marketplace, is it important for companies to have access to global/international screening capabilities? Somewhat Important 19% Very Important 70% Total 89%

35 Strategy 1 Legal Counsel

36 Strategy 2 Document your Screening Policy

37 Strategy 3 Stay Informed Legislation, Laws, Regulation

38 Strategy 4 Disclosure & Authorization Adverse Action

39 Strategy 5 Timing

40 Poll Three Do you conduct individualized assessments? Yes No Not sure Plan to start

41 Strategy 6 Individualized Assessments

42 Strategy 7 Social Media

43 Strategy 8 Urge Your House Representative to Support HR 2359 FCRA Liability Harmonization Act

44 Strategy 6 Think GLOBALLY

45 In Conclusion Background Screening is nearly universal Overwhelmingly, employers cited safety Employers are challenged with the length of time to get results Most employers are conducting the background check after the interview or post offer Employers with overseas locations or international candidates value access to global/international screening capabilities. Work with legal counsel and your professional background screening partner to stay current on legislation, litigation and trends

46 LIVE Q&A

47 Contact Information Melissa Sorenson Scott Hall