October is National Breast Cancer Awareness Month, and as we [...]
Everyone knows that they should be performing background checks on their employees.
This is probably not the first “Boost Productivity” post you’ve ever read, and it probably won’t be the last. After all, nearly everyone in working America benefits from finding the perfect tip or trick to get into their sweet spot with workflow, so nearly everyone with a blog has at least considered writing a list like this.
Criminal history checks are the backbone of any hiring program, but if all you have is a backbone, you have a pretty limited body.
If you are involved in background checks for healthcare industry professionals, you know what FACIS is. You can skip down to the bold part.
Limited Access Areas are probably some of the biggest pain points in the background screening process.
Much like package determinations, scoring is an area that can be overwhelming for first-time clients. But our resources were designed to help you understand scoring and get you to your perfect scoring scenario.
Starting a background screening program can be overwhelming. Deciding what checks to do on each position is no small part of that, but it’s one of the two most important decisions you’ll make when setting up the program.
Once you’re allowed to ask applicants/new employees about criminal history, what exactly do you say? If you ask whether the individual has ever been convicted of a “felony or misdemeanor,” you may be missing out on crimes committed in New Jersey.