Planning Ahead: Jobs and Pre-Employment Screening in 2013
With Thanksgiving over and Christmas just around the corner, companies are beginning to plan for 2013. As recovery from the Great Recession continues and the elections over, optimism is slowly beginning to return to the jobs market. Companies large and small are looking to expand and, potentially, provide opportunities for new employees.
The American job market is looking a little stronger than had been feared just a few months ago, http://www.nytimes.com/2012/11/03/business/economy/us-added-171000-jobs-in-october.html?_r=0
While the pace may not be as robust as some might desire, growth will be there. And individuals will continue to move from position to position.
Ultimately companies will have positions to fill, whether they are new or replacement positions, and planning for the change that will certainly occur in 2013 should start now as industries across the board begin to slow in the late 4th quarter.
For Human Resources Departments there are a variety of new laws, EEOC Guidelines, and regulations that will affect their hiring efforts.
In California there have been several changes:
The state this year passed about 18 laws that will affect employers and employees starting next year, according to an annual list put out by the California Chamber of Commerce. http://www.sfgate.com/business/networth/article/A-look-at-new-California-workplace-laws-3998241.php
Key among these changes involve social media:
-- AB1844 prevents employers from requiring or asking employees and job applicants to disclose their user names and passwords for personal social-media accounts, with certain exceptions.
California is but one example, but every year each state modifies law that regulate hiring practices, sometimes on a very small scale but often with a broad reach.
The Federal Government is not immune to change in their policies regarding pre-employment screening and their use in hiring. Earlier in 2012 the Equal Employment Opportunity Commission issued specific guidelines over the use of Criminal History Records as a part of employment screening.
And the use of E-Verify as part of the hiring process has come under review during the Presidential election. E-Verify is used to validate I-9 status and legal right to work. Every state has different requirements as to whether E-Verify is mandatory, as it is in Arizona, or voluntary, as it is in California.
Using a third-party provider for background screening is a valuable option on several levels:
• Third-party background screening providers understand the legal parameters that regulate their industry. With so many regulation changes to the hiring process it is important to engage the services of a company that keeps pace with these changes.
• Third-party background screening providers offer a broad range of services. They contract with researchers to pull County Criminal History at the Courthouse level, as well as employ a broad array of data sources to provide timely and current information.
• Third-party background screening providers are outside the company, insomuch that they can provide an objective source of information in a secure and compliant manner.
• Third-party background screening providers are low-cost and efficient, allowing large companies to utilize Human Resource Departments in a more cost effective manner. And, for small to mid-sized companies, take over the burden and time cost of pre-employment screening.
Third-party background screening providers, such as www.CriminalBackgroundRecords.com, can be the easiest part of the planning season. They offer low-cost pre-employment background screening packages that provide the information a company of any size requires. From the smallest business to the largest corporation, CriminalBackgroundRecords.com has the ability to provide the data required in a compliant, secure and affordable manner.
To get started today send an email to email@example.com and a representative will contact you.
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