Ensure your workforce is as strong as possible by conducting background checks that follow the latest trends.
FREMONT, CA: Background checks will probably change during the following few months. Background checks are frequently the cornerstone of making sure your workforce is solid. Companies will be searching for ways to streamline the background check procedure to shorten the time it takes to hire and onboard new personnel. Streamlining that process will be essential as firms start to fill unfilled positions. Additionally, in this economic climate, businesses will be searching for ways to cut costs, so they could be inclined to minimize the number of background checks.
The following trends in employee screening practices and legal leeway must be considered when undertaking background checks.
Criminal charges: Due to marijuana's reputation and legality, background checks have experienced significant adjustments. It has long been recognized as a drug that makes it impossible to pass a drug test required for work. Many employers have had to rethink their drug testing policies regarding marijuana, including whether or not to include marijuana in pre-employment drug tests.
Although marijuana is permitted outside of work hours in many places, state laws frequently do not offer protection against workplace intoxication. There is currently no generally used method for determining legal impairment. When these methods for testing and evaluating impairments become more sophisticated, hiring managers won't be as lost about what to do about marijuana use by their employees. Making pre-employment screening decisions is simpler when you work with a reliable background check partner. This is because the partner can use the latest technology to ensure that employers are compliant with the laws in their state and can make informed decisions about their hiring practices. With the right background check partner, employers can be sure they are not accidentally discriminating against applicants due to marijuana use.
Artificial intelligence (AI): AI has gradually impacted practically every business and will continue to do so. Although automated technology can be useful, it must also develop and change to work well. Anyone doing background checks for employment must comply with regulations set forth by government organizations like the EEOC (Employment Opportunity Commission), FTC (government Trade Commission), and CFPB (Consumer Financial Protection Bureau) to remain in compliance. These organizations are expressing their concern about the growing usage of HR technology. Some people think AI has shown evidence of discrimination, even though these automated technologies can speed up procedures and simplify things for the user. Most background check providers are up-to-date on current regulations, so as long as you work with one, you are in good hands.
Fair chance: Many cities, counties, and states have implemented fair chance employment laws that limit how criminal backgrounds are considered when hiring. The concept of "clean slate" laws is novel and must be grasped by employing experts immediately. Clean slate laws, which automatically seal or expunge criminal records after a set time, are intended to help persons with criminal records find better jobs. These laws are now being passed in 10 states. Some people think they don't need to worry about a past offense if it was automatically wiped because it happened so long ago. Still, others might think they can't be sure who they are hiring without a comprehensive criminal history. The removal of the date of birth from public records by Michigan and California courts might make it challenging to swiftly provide solid, accurate, and comprehensive reports. This could slow down the process in exchange for supplying a previously more effective background check procedure, and it will undoubtedly force background check firms to modernize their procedures.