The number of job openings have reached a 15-year-high, according to the Bureau of Labor Statistics. In fact, there are an estimated 15 million active job postings on LinkedIn alone. With so many postings online, it can be a challenge for yours to stand out—especially...
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The Applicant Manager Streamlines Hiring Through Partnership With Verified First
In-house screening tools will improve efficiency of hiring process
Verified First, the premier background and drug screening company in North America, announced that their screening tools are available through integration with The Application Manager (TAM), a customizable, cloud-based applicant tracking system. As the premier pre-employment screening provider, Verified First brings a wide variety of background verification services to companies who utilize TAM’s system. The SaaS applications offered by Verified First and TAM are integrated via a patent-pending technology developed by Verified First. read more…
TAM and GoodHire recently joined forces to present a webinar on background checks. They discussed the FCRA requirements that result in the most claims and how to comply, the role and requirements of the EEOC, when and how to use employment credit checks and drug screening, and how ban-the-box laws affect background checks.
In addition to reviewing relevant state laws and consulting with legal counsel, here are six must follow steps to create compliant employment screening policies for your business.
When New York City passed the nation’s most severe restrictions on employment credit reports in 2015, it joined 11 states and several other cities that limit the practice. Similar legislation is pending in 17 other states and at the federal level.
Even in places that have passed bans, though, exemptions exist. That’s because, despite the controversy, employment credit checks play an important – and in some cases required – role in due diligence around hiring.
A 2012 survey from the Society of Human Resource Management found that 45% of employers run employment credit reports to reduce or prevent theft, while 22% run them to reduce legal liability for negligent hiring.
One only need to look at Colorado to see the financial windfall states can receive by legalizing recreational marijuana. In its fiscal year post-legalization, it cleared almost $70 million in tax revenue. That was more than the tax revenue from alcohol sales. It’s surprising more states haven’t followed suit, but there’s another side to the story. What happens to pre-employment drug screening, or random drug tests on the job?
While I’d prefer the legalization of recreational marijuana over, say, taxing my Netflix usage, the question gives me pause. Technically speaking, marijuana is an illegal substance.