May 2023 Summaries

The current economic environment is allowing talent acquisition teams to improve their processes and enhance efficiency as there are fewer requisitions to fill. A recent webinar featured experts from BambooHR and 15Five, who shared insights on how to audit the hiring process, improve the candidate experience, use technology to meet recruiter and new hire needs more effectively, and be proactive in pipelining and evaluations. The key takeaways include: examining each step of the hiring workflow to identify bottlenecks and unnecessary steps; following best practices for improving the candidate experience, such as treating candidates as people first and setting clear criteria; using technology to automate tasks that aren't the best use of the team's time; being strategic about pipelining and clarifying how you define the "best candidate"; and not settling for just any talent. By implementing these strategies, companies can position themselves for long-term success.

Checkr has launched Assess Standard, a paid add-on service to its platform that provides adjudication optimization to more customers than ever. Assess Standard streamlines the adjudication process by creating uniform guidelines and reducing bias by up to 90%. It helps companies hire faster and fairer by automatically deemphasizing irrelevant records, resulting in tens of millions of operational savings for its largest customers. The tool is designed to reduce friction in the hiring funnel and enable compliance with the FCRA and applicable state and local laws. Assess Standard is available as a paid service within the Checkr dashboard, offering 13 pre-set Templated Guidelines to help companies set up their adjudication framework quickly and efficiently.

Checkr has recently released several product updates aimed at improving efficiency and user experience for organizations using their background check services. The company has expanded its adjudication tools to more organizations, enhanced Continuous Checks, employment verifications, and candidate experiences, while also introducing new features such as Assess Standard, a tool that automates manual review of reports by up to 70%. Additionally, Checkr has made updates to the Dashboard, including the ability to view all enrolled workers in near real-time, perform bulk actions, and receive notifications about ineligible persons. The company has also introduced a faster way for candidates to verify their employment history and enhanced the candidate portal with new features such as alternative login methods and global address suggestions. Furthermore, Checkr has launched a new billing user role that allows access to specific pages of the dashboard without compromising security. These updates aim to provide a better experience for both employers and job seekers, while also driving efficiency and cost savings.

Background checks are a common practice in employment screening, but employers must follow the adverse action process to avoid legal risk and ensure fairness in their hiring decisions. The adverse action process involves several steps, including sending pre-adverse action notices, waiting periods, reviewing candidate responses, and final adverse action notices. Employers must also consider individualized assessments, such as assessing factors like prior history and rehabilitation, to avoid unintentional discrimination. Additionally, employers may be subject to additional requirements under state or local fair hiring laws, which can dictate the timing for conducting an individualized assessment and more. To simplify the process, tools like Checkr's adverse action workflow can help reduce administrative burden and support compliance.

The Fair Credit Reporting Act (FCRA) is a federal law that governs how companies order and review information in consumer reports, including background checks. When running a background check as part of the hiring process, employers must disclose their intent to conduct a background check and receive consent from the candidate before proceeding. The FCRA requires employers to provide certain protections to candidates, such as disclosure of what information is contained in their background check, the right to dispute inaccurate or incomplete information, and notification if the information used negatively impacts employment. Employers must also initiate an adverse action process if they may not move forward with a candidate based on information in their background check, including informing the candidate of their rights under the FCRA and giving them an opportunity to correct inaccuracies.

The text discusses the growing trend towards criminal record clearance, which aims to help individuals with a criminal record overcome barriers to employment and move beyond the consequences of their past actions. The US government has taken steps to support this trend, including President Biden's mass pardons for federal simple cannabis possession offenses. Eight states have passed "clean slate" laws that require courts to automate the process of expunging eligible criminal records, making it easier for individuals to clear their records and access employment opportunities. Additionally, some states offer automatic record sealing or expungement for certain types of convictions or offenses, such as marijuana-related crimes. The text also highlights the importance of fair hiring practices and provides guidance on how employers can support justice-impacted individuals in accessing employment opportunities. Overall, the trend towards criminal record clearance aims to promote fairness, equality, and redemption for individuals with a criminal record.

A business's success relies heavily on its employee experience, which encompasses the positive interactions and relationships employees have with their workplace, colleagues, and management. Improving this aspect of the business can lead to improved retention, increased motivation, and a more positive work environment. To achieve these benefits, businesses must prioritize listening to their employees' concerns, providing flexibility in the workplace, and aligning company values and culture with employee interests. By implementing strategies such as gathering feedback, sharing purpose, creating volunteer programs, and empowering employees to plan events, businesses can foster a strong work culture that drives productivity, motivation, and loyalty among their employees.