A Centralized Process for Individualized Assessments
In 2012, the Equal Employment Opportunity Commission (EEOC) published guidance for employers making employment decisions for candidates or employees with criminal histories. The EEOC’s guidance sought to remind employers that they ought to analyze the nature, severity and age of the offense as well the relationship between it and the individual’s potential work duties before making employment decisions, particularly adverse employment decisions, as to candidates or current employees with criminal histories. Importantly, it made a never-seen-before recommendation that employers generally (though not in all circumstances) perform “individualized assessments,” including opportunities for candidates to explain or resolve their criminal backgrounds during the job selection process.
Source: The Staffing Stream
The Enemy Within
Insiders can pose serious threats to companies digital data. Research on executives looking to defend their companies against cyber criminals has revealed a vulnerability both known to business executives and, at the same time, frequently overlooked. In a recent study by 337 business professionals across all sectors of the economy commissioned by First Advantage, 60 percent said the most important security control they could put in place to protect their company’s digital data was employee background screening.
Data Breach Threats Lurk Within
Almost every day, the media has a report of a cybersecurity breach. Target, Home Depot, Sony Pictures, Internal Revenue Service, the U.S. Government, big banks, hotels, and supermarkets have all been victims of cyber attacks. Recently a major league baseball team was accused of hacking a rival team’s data in a case of corporate espionage.
Source: CIO Review
Decoding Criminal Background Record Searches
Roughly Seven out of 10 organizations say they conduct criminal background checks on all job candidates, and for good reason. Background checks, when done consistently and efficiently, can improve safety and security, and lead to better quality of hires, longer employee retention and decreased legal risk. Yet despite these benefits there remains plenty of confusion in the marketplace about how to conduct the right type of search, what information is needed, where records are located and how to access the.
Source: HR Florida Review
5 Ways to Catch Job Candidates in a Lie Before You Hire Them
In today’s competitive workforce, candidates will go to great lengths to get a second look from a hiring manager. They may even lie.
In fact, one in four candidates have exaggerated the truth to get hired, according to a new International survey of 800 employed adults conducted from May through July by First Advantage.
Liar, Liar, Resume on Fire
If a job candidate looks perfect on paper, HR professionals, recruiters and hiring managers should be wary. Sometimes in an attempt to stand out, an applicant makes an unforgivable misstep – lying or exaggerating on his or her resume.
First Advantage, a global provider of background screening analytics, found that nearly one-fourth of 2,882 job candidates admitted to exaggerating the truth om their resumes. Respondents were from the U.S., the U.K. and the Asia-Pacific region and were surveyed between May and July 2015.
The Green Screen Special Report: Background Checking Providers
When it comes to background screening, employers today face dueling challenges: They want to add speed and efficiency to this often cumbersome process but are worried about their ability to adhere to compliance rules, especially when hiring in multiple states or countries.
Source: Workforce Management
15 Real-Life Resume Blunders You Never Want to Make (some are hilarious)
A well-executed resume will get you that coveted job interview.
Job seekers have heard that sentiment expressed so often by career counselors that it has almost become their mantra.
With all that pressure riding on presenting just the right resume, perhaps one could understand why some job applicants would feel the need to embellish their work experience. (Or should we dare say lie about their work experience?)
Source: The Cleveland Plain Dealer
More Candidates in Asia Pacific are Faking Their Resumes
Looks like it is paying off for bosses in Asia Pacific to conduct background screening checks before hiring candidates.
According to a report by First Advantage, the region saw an overall candidate background discrepancy of 18% in 2014 – a 6.5% increase from 2013.
The report based its conclusions on data drawn from employment background verifications and reference checks conducted by First Advantage in countries such as Hong Kong, Singapore and Malaysia. Read more...
Location: Boca Raton, FL
Location: Washington, DC
Location: San Francisco, CA
Location: Atlanta, GA
Location: Halifax, NS
Location: Phoenix, AZ
Location: Vancouver, BC
Existing customers:Please call 800.888.5773 for customer support.
Want to become a customer?Call 844.718.0087 to discuss services or complete the following form and we will contact you.
Number of Employees
-- Please Select --
1 - 499 Employees
500 - 2,500 Employees
2,501 - 7,000 Employees
Do you currently purchase products from First Advantage?
State or Province
Newfoundland and Labrador
Prince Edward Island
Antigua and Barbuda
Bosnia and Herzegovina
Brit/Indian Ocean Terr.
Central African Republic
Cocos (Keeling) Islands
Congo, The Dem. Republic Of
French Southern Terr.
N. Mariana Isls.
Palestinian Territory, Occupied
Papua New Guinea
Saint Kitts and Nevis
Serbia and Montenegro
St. Pierre and Miquelon
St. Vincent and Grenadines
Svalbard/Jan Mayen Isls.
Trinidad and Tobago
United Arab Emirates
US Minor Outlying Is.
Virgin Islands (British)
Virgin Islands (U.S.)