June 18 Tip of the Week
June 18, 2024 1:53 pm“Criminal Background Checks: Sword or Shield?” At myHRcounsel we receive a lot of questions from employers regarding criminal background checks... Read More
“Criminal Background Checks: Sword or Shield?” At myHRcounsel we receive a lot of questions from employers regarding criminal background checks... Read More
You find out a candidate has two DWI’s – what can you ask? Not if he/she has a drinking problem!! ... Read More
Heads up for a massive increase in class action suits against companies that use background checks. In 2019, the 9th Circuit... Read More
If your company is contemplating bringing employees back into the office, there are a few practical steps HR/management should work... Read More
Employers often ask our attorneys if they are required to report an employee’s suspected or known criminal conduct to law... Read More
Does your company have a practice of running background checks on applicants even before the applicant comes in for an... Read More
Staffing agencies jump through hoops to provide their clients with the best, most qualified candidates and stay competitive. Background checks and drug tests are often essential, and expensive. These screening tools assure staffing agencies that their candidates are appropriate for placement, but what should staffing agencies do when the client demands more than just a certification of the candidate’s qualifications?
Does your company have a practice of running background checks on applicants even before the applicant comes in for an... Read More
Last week, we reported on why staffing agencies should not disclose background check report results with their clients. This week, we’ll discuss a few ways in which this benefits clients, as well.
Staffing agencies encounter this request frequently – a client doesn’t want to commit to hire an applicant until it can review and approve the applicant’s background check report.