Regardless of the size of your business, pre-employment screening is a necessary hiring practice to avoid lawsuits and costly hiring mistakes. Gone are the days of a simple reference check and a few phone calls to screen new employees.
Every employer must take the time to review and understand the complicated requirements of the federal Fair Credit Reporting Act (FCRA), 15 U.S.C. §§1681-1681u, et seq., when obtaining consumer reports and/or making employment decisions based on those reports.
Employers and corporations should check the driving history of their employees annually or semi-annually. This is particularly true for employers and corporations who hire employees that will be driving on behalf of the company.
There are ways to detect theft and even better, there are ways to prevent it from ever happening in your business. The most effective method is pre-employment screening. This process starts with job applicant screening and weeding out obvious rejections.
The use of credit checks has grown, and at the same time questions have emerged about the fairness of the practice, whether the results of the credit check correlate to job performance and whether there are any adverse impacts.
While employers should not troll through employees’ Facebook accounts under false pretenses, there are some circumstances when employers might want to access employees’ social networking pages.