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Background Checks & Investigations

Pepsi Settles EEOC Charges of Racial Bias in Screenings for $3M

January 12, 2012
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Under Pepsi's former policy, job applicants who had been arrested pending prosecution were not hired for a permanent job even if they had never been convicted of any offense.
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Best Practices for Conducting Criminal Background Checks

December 7, 2011
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From the National Employment Law Project's guide Criminal Background Checks: A Best Practices Guide for Employers:
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Background-Check Tool Keeps Tabs on Sex Harassment Cases

December 1, 2011
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Since mid-2010, the latest technology tool by ebosswatch.com has been nearly as popular among human resources and hiring managers as it has been with job seekers.
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California Laws Bar Credit, E-Verify Checks of Most Employees

October 12, 2011
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On the federal level, observers cited an October hearing by the Equal Employment Opportunity Commission as a warning that employers should brace themselves for such legislation.
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Legal Experts Stress That Social Media Background Checks Create Risks

May 5, 2011
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Performing an Internet search on a job applicant is akin to interviewing them, according to a lawyer who spoke at a session on social media at the annual Risk & Insurance Management Society Inc. conference in Vancouver.
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Stark Surroundings, Specialized Industry a Challenge to Texas Firm's Recruiters

January 11, 2011
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B&W Pantex recruiters had to convince candidates that there is a bright future in the rather unglamorous field of nuclear weapons storage, and that living in the dusty, remote panhandle of Texas is a destination rather than a career stopover.
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Recruiters May Not Get What They Seek When Screening Candidates

November 4, 2010
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Here's the Catch-22 about checking credit: An applicant who has been unemployed for months may have no choice but to rack up debt and fall behind in paying bills.
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E-Verify at a Glance

March 24, 2010
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Although there is growing use of E-Verify by private employers, a large percentage of those companies are using it because they are required to—either because they operate as employers in a jurisdiction where it is legally required or because they are federal contractors or subcontractors. For the vast majority of employers in the U.S., E-Verify is still optional. The chart below shows the circumstances in which E-Verify must be used, and when it’s merely an option for an employer to consider.
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