Updates Coming to Ohio’s Computerized Background Check System

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Updates Coming to Ohio’s Computerized Background Check System

Each year the Ohio Bureau of Criminal Investigation (BCI) runs more than 1.3 million background checks. Fingerprints are compared to those submitted by the police and courts after people are convicted of crimes. The background check system is used by public and private employers, as well as police officers and the FBI (who use it for criminal history information).
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Adverse Action: What It Is and What You Need to Know

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Adverse Action

Many people may be unaware of the fact that background screening is a highly regulated industry. If your organization is using a background screening company (also known as a Consumer Reporting Agency or CRA), it’s important to be aware of the various laws and regulations that affect the industry.
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“Ban the Box” Movement Grows as Ohio Joins In

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Ban the Box

Criminal history & hiring: it’s complicated.

When asked what factors would negatively impact an organization’s hiring decision for a potential candidate, ERC’s research indicates that “the conviction of a crime directly related to the position” is number one. Even at 77%, this number is hardly surprising.

Certainly any employer feels obligated to take every precaution to both keep their staff and clients safe as well as build a strong workforce they can trust.

So, should an employer be faced with a hiring decision for an applicant whose criminal history calls into question their ability to perform their job duties appropriately, some hesitance about moving ahead with the hire is to be expected.
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Recruiting and Hiring Practices of Northeast Ohio Employers Revealed

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Recruiting and Hiring Practices of Northeast Ohio Employers Revealed

The 2015 ERC Hiring Trends & Practices Survey, which assesses the responses of 102 Northeast Ohio organizations, shows that well over a half (66%) of local employers are currently not using a formal applicant tracking system in their recruitment and hiring efforts. The most common reason, as cited by 45% of employers, is that their existing internal process is sufficient. In addition, nearly one-fourth of participating organizations also acknowledge a lack of resources as a reason for not implementing a formal applicant tracking system.

For the 34% of local organizations that do utilize this type of system, ADP is most commonly mentioned as a vendor.
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An Introduction to Background Screening Program Assessments

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When working with a background screening company, it's important to understand the measurement programs they are utilizing, and making sure they are up to industry standards, best practices and legal compliance. In February 2014, we sat down with Greg Dubecky, President of Corporate Screening and one of ERC’s preferred partners, to discuss background screening checks and he shared some information that organizations may not have been aware of.

What are the core components of a Screening Program Assessment (SPA)?

“The core components of our background screening program assessment is education and value,” says Dubecky. “It’s introducing employers to the background screening service and the value that comes with it.”

SPAs not only help make a company’s experience a lot more efficient, it also helps employers understand how to apply industry best practices and how to better comply with background screening laws and regulations.

“The core components of SPA is really to allow employers to understand how they can better apply industry best practices, comply with laws that govern background screening regulations, and how they have the ability to make their program more efficient,” says Dubecky.  

What makes Corporate Screenings’ Screening Program Assessment unique? 

Corporate Screening really takes a deep dive into the screening program process. This is done through surveys and reviewing information of a company’s policy on background screening.

“Then we put all of that information together to create a gap analysis. After that, we identify where that company’s program can improve,” says Dubecky.

How much does a SPA cost?

According to Dubecky, the cost of a SPA depends on the size of the organization.

“Corporate Screening services organizations from small mom and pop shops to enterprise level organizations,” says Dubecky. “Customers who have signed up for SPA do not pay anything for it because that’s part of the service. However, organizations that don’t want to use Corporate Screening services as their screening vendor, but want the screening program assessment, will pay a fee.

Dubecky stresses that the fee is so minuscule compared to the amount of money that organizations will save as a result of being a more efficient shop. Also, they can expect to be fined for an improperly prepared or designed background screening program.

Why is a SPA important?

A screening program assessment is important for an employer because a properly designed program will help that employer:

  • Eliminate risk due to non-compliance
  • Streamline their candidate pipeline
  • Create a process that helps mold with their HR work flows
  • Maintain their strong reputation in their organization
  • Reduce overall background screening spending

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Hiring Felons: 6 Rules Employers Need to Know

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Hiring Felons: 6 Rules Employers Need to Know

Does your organization have a policy against not hiring felons or people convicted of a crime? Do you automatically exclude applicants on the basis of having a criminal record? Lawsuits are on the rise when it comes to not hiring applicants with criminal records, and yet it’s a fairly common practice among employers. Here's what you need to know to stay compliant.

Hiring Felons: Two Areas of Risk for Employers

On one hand, when hiring employees with criminal records, employers are at risk of negligent hiring if they fail to do their due diligence in investigating the employee’s background insofar as it relates to the job for which they are applying.
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4 Hiring Practices Successful Employers Use

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4 Hiring Practices Successful Employers Use

Ever wonder how employers select a perfect match for a job? In our research, their secret lies in using certain hiring methods to select the right employees, specifically these four practices.

1. Behavioral Interviewing

Behavioral interviewing is one of the most accurate hiring techniques and ideal for evaluating skills and competencies necessary for effective job performance. Behavioral interviewing, as opposed to traditional interviewing, evaluates candidates' past performance by having job candidates describe specific stories, examples, experiences, and results that indicate their ability to perform certain job tasks and responsibilities.

Examples of behavioral interview questions include:"Provide an example of...", "Tell me about an experience when...", or "Describe how you did...". Typically, a candidate is asked to provide a description of the situation, task, action, and result in response.
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ERC Forms Partnership with Corporate Screening Services

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ERC has partnered with Corporate Screening Services, a leading provider of pre-employment screening products and solutions, to offer its members a free Screening Program Assessment (SPA) and discounted pricing on background screening. ERC members will receive at least 5% off all background screening products.

Corporate Screening combines state-of-the-art data gathering technology with in-depth examination and analysis to verify information and mitigate the risks associated with hiring employees. With offices in Cleveland and Tampa, Corporate Screening utilizes an expanding professional staff of 80 analysts and consultants to service the needs of hiring professionals representing a full spectrum of industries, with special emphasis on the healthcare, financial, manufacturing and higher education sectors.

“We’re thrilled to be partnering with Corporate Screening as we believe their products and processes are tops in the industry,” said Pat Perry, President of ERC. “Background screening is a popular outsourced solution for our members and we think they will be very happy with the service and quality at Corporate Screening.”

“Corporate Screening is honored to have been selected as ERC’s background screening partner especially in such a competitive market. We share many of the same values and virtues as ERC so this an incredibly natural fit. Our team is excited to continue ERC’s tradition of providing exceptional benefit to its members,” said Greg Dubecky, President of Corporate Screening.

For more information on the discounts available to ERC members, click here.