Background checks are an integral part of
employment in this modern age. Having knowledge about a certain individual
prior to hiring them allows you to make appropriate decisions based on your
company’s needs. That is why HR personnel need to perform a background check
and use employment screening services
on the applicants who wish to work for their company. However, before using
third-party employment screening services,
they must first know the laws in line with background screening.
- EEOC- the Equal Employment Opportunity Commission says that background check reports can be used in making hiring decisions, and is often beneficial for companies to consider in making evaluation criteria. However, companies should also take into account the gravity of any past criminal records. They should think if their past criminal offenses will affect or not their ability to perform efficiently the job on hand. Evaluation criteria should be put into writing, it helps the HR to avoid deciding based on personal bias.
- FTC- the Federal Trade Commission is the one that enforces the FCRA. They have provisions before companies use the information extracted. They require the company to tell the applicant or employee that they might use the information for decisions about his or her employment. They also require the company to tell the applicant or employee of his or her right to a description of the nature and scope of the investigation before generating a report about the applicant or employee.
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