Watkins,Tomika_4.2 Background Checks HRMT537

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Ivy Tech Community College, Indianapolis *

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537

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Management

Date

Jan 9, 2024

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docx

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Uploaded by tomika71

Background Background Checks 4.2. Assignment Tomika T Watkins Indiana Wesleyan University Dr. Joseph Flowers Staffing, Perf Mgmt., Training (HRMT-537-01A) I have read and understand the plagiarism policy as outlined in the IWU Catalog relating to the IWU Honesty/Cheating Policy. By affixing this statement to the title page of my paper, I certify that I have not cheated or plagiarized in the process of completing this assignment. I also certify that the work submitted is original work specific for this course and to my program. If it is found that cheating and/or plagiarism did take place in the writing of this paper, I understand the possible consequences of the act/s, which could include expulsion from Indiana Wesleyan University.

Background Introduction Screening potential applicants has changed dramatically in today's more linked and digitalized society. Employers continuously seek efficient ways to collect thorough information about candidates to maintain a safe and productive work environment. As a result, this research paper aims to discuss current developments in background checks performed by employers, focusing on three main areas. First, we examine the increased dependence on third-party corporations for social media background checks and the ramifications and ethical concerns that this practice raises. Second, we look at the growing worries about identity theft and its impact on employers as hackers exploit flaws in background check systems. Finally, we evaluate using artificial intelligence (AI) and automation in recruiting, weighing the possible benefits and challenges. This research paper sheds light on the changing environment of background checks and offers insights into the ramifications for employers and job seekers by evaluating three crucial elements. Researching Recent Trends Background checks include three significant trends pertinent to Ascension:  the outsourcing of background screening to third-party firms  the growing worry about identity theft  the use of Artificial Intelligence (AI) and automation in the screening process

Background Businesses are increasingly depending on third-party background screening services such as Good Egg and Universal, with the inclusion of screening social media sites becoming more common. Good Egg and Universal, for example, provide various screening services, including ongoing monitoring after the candidate is employed. Their social media background check includes areas such as hate speech, drugs, and violent imagery, helping buyers to make informed decisions. Additional keywords might be used for search purposes. This method gives hiring managers information about candidates' internet presence, including their participation in online content. In terms of monitoring, Good Egg & Universal provides social media surveillance, MVR tracking, and criminal monitoring. Their social media screening continuously monitors people's online activities, utilizing AI algorithms and keywords to locate relevant information. Before being provided to the customer, the information is reviewed by humans to verify correctness. Identity theft is a significant risk for businesses. To reduce this risk, businesses must check that candidates are who they say they are while still protecting employee privacy. Compliance training is critical, especially for I9 documentation and verification. E-Verify, an online technology that allows companies to check employee eligibility, can help with compliance efforts. E-Verify offers information and courses to help firms stay in compliance. Because of possible biases and a lack of equal opportunity, the use of AI in background checks has gotten much attention. AI systems that depend on resume keyword matching may unintentionally eliminate qualified candidates while discriminating against protected classifications.

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Background Audits are performed before AI systems may be used in the city to ensure they conform to equal opportunity requirements. Outsourcing background screening, identity theft issues, and the incorporation of AI in background checks have essential consequences for organizations like Ascension. A mix of efficient screening techniques, compliance, and bias mitigation will be required to achieve fair and successful recruiting processes. Assessing Background Screening County and federal criminal history searches, credit checks, drug screening, sexual offender registry checks, and social media internet checks are the kinds of screening that should be in place for compliance and in support of Ascension's overall purpose, values, vision, and strategic objectives. They are crucial for the organization since they provide an overall perspective of the possible employee, and anything that comes up can be reviewed to determine whether we want to continue with the individual. Some of the processes required to manage potential risks include: 1. Make sure that processes for screening are consistent and standardized. 2. Every personnel level (entry, temps, interns, seniors, associates, etc.) should be screened. 3. An employee should be screened at least twice (before and post-employment). 4. Maintain compliance by staying up to date on changes. 5. Include technology; it may increase efficiency or provide a better client experience. The procedure of an employment background check is crucial since it will ensure that no mistakes are made throughout the background check. The company should first tell the possible

Background hire of a contingent offer, then email them the link to fill out their personal information and begin the background check. The background check vendor will begin the screening, and a prospective employee will choose the nearest physical examination location. The location that performed the drug test will then contact the employer within 3-5 business days, and the employer will review the results of the test. Once the vendor screening is completed (and, of course, you should check for any difficulties while the screening is happening), review the information to determine if anything is incorrect or needs to be handled with the possible employee. Developing a Background Screening Checklist Background Screening Checklist: 1. Identify and convey any felony convictions that might disqualify a candidate. 2. Develop clear background check procedures to be incorporated into the company's employee handbook for future reference. 3. Provide adequate management training in hiring procedures, promotions, and transfers on equal opportunity, Fair Credit Reporting Act compliance, and other applicable laws and regulations. 4. Make a conditional job offer before doing a background check. 5. Provide a second paper to the candidate outlining how information from a background check may influence an employment decision. 6. Obtain formal permission from the candidate before conducting a background check.

Background 7. Confirm that the third-party reporting business is credible and trusted, will protect the candidate's data, and will give accurate and lawful information. 8. Work with the third-party reporting firm to develop clear guidelines for what should be done on a case-by-case basis if a candidate has prior convictions, including acceptable documents to prove candidate reform, reference checks, the time since the offense is acceptable, and what ongoing measures are appropriate to prove candidate reform. 9. Conduct internal audits to ensure processes and documentation rules are followed. 10. Continue strengthening background screening methods and maintaining awareness of new laws and regulations. Conclusion Due diligence and a background check are no longer optional but necessary for corporate success. A background check should be viewed as a preventive action that protects your company's integrity and the safety of your present workers. Some applicants may be ineligible for particular employment owing to anything disclosed in their past. That is why doing an employee background check throughout the recruiting process is critical. References

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Background Lauby, S. (2018). The recruiter's Handbook: A complete guide for sourcing, selecting, and engaging the best talent. Society for Human Resource Management. Stop screening job candidates’ social media. Harvard Business Review. (2021, September 2). https://hbr.org/2021/09/stop-screening-job-candidates-social-media Page cloudfw – delivering hire quality. Universal Background Screening. (n.d.). https://universalbackground.com/ Deutsch, D. (n.d.). How does social media monitoring in background checks work?. GE-foley. https://www.goodegg.io/blog/how-does-social-media-monitoring-in-background-checks-work Issuing Authority This technical assistance document was issued upon approval of the Chair of the U.S. Equal Employment Opportunity Commission., & This technical assistance document was issued upon approval of the Chair of the U.S. Equal Employment Opportunity Commission. (n.d.). Background checks: What employers need to know . US EEOC. https://www.eeoc.gov/laws/guidance/background-checks-what-employers-need-know Retaining talent: A guide to analyzing and managing employee ... - SHRM. (n.d.-c). https://www.shrm.org/hr-today/trends-and-forecasting/special-reports-and-expert-views/ Documents/Retaining-Talent.pdf Background Check & Pre-employment screening news. Crimcheck. (n.d.). https://crimcheck.net/news/ Stop screening job candidates’ social media. Harvard Business Review. (2021a, September 2). https://hbr.org/2021/09/stop-screening-job-candidates-social-media

Background

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