Falsifying information on your hiring application should result in immediate removal from the hiring process. Why? Individuals who lie to you and your organization on this most basic and important company document will most likely lie to you and your organization if you move forward with hiring them. We have written a previous blog post […]

Don’t over react to ban the box legislation by totaling removing a question about an individual’s prior criminal convictions from your hiring process after accepting the initial application. We had a client so concerned about avoiding any liability associated with ban the box legislation that they removed the question about previous criminal convictions altogether. If […]

Job descriptions are important because they impact every aspect of your workforce management activities. In the background investigation arena, job descriptions establish a link between the job’s essential functions and why individuals with unacceptable past criminal convictions will not be allowed to enter the workforce. The EEOC describes this as an important link between job […]

Using recidivism rates to make hiring decisions makes business sense to us. If a person with a criminal record has not exhibited unacceptable past behavior within a certain period of time, can you make a prediction of their future behavior? We believe that most people normally don’t change their behavior. They will behave and perform […]

Inspect what you expect from companies who assure you they are performing background investigations on their employees who deliver services to your organization. Similar to individuals, companies don’t always tell you the truth. Case in point was the situation that occurred when the City of Chicago discovered that transportation providers were not complying with established […]