At the start of a new year and new decade, many companies embark on bold missions, and at Good Egg, we're no different.
If you've been following us at all over the last twelve months, you've probably heard us mention our desire to be the best-reviewed background check company IN THE GALAXY. (Cue the Star Wars music.)
But now we're putting this bold goal front and center—and explaining why it's so important to us.
We've written a lot about motor vehicle record (MVR) checks. If you want to read deeply about various aspects of MVRs, check out the following...
Otherwise, keep on reading below for a quick recap of salient points before getting into today's topic: why you should use Good Egg for your company's MVR monitoring.
We recently wrote an in-depth article about why background checks can sometimes take so long. There are many reasons for delays—and most are beyond a background check vendor's control.
The good news?
There are ways to boost background check turnaround time.
Here's a secret: you likely have many more people driving on behalf of your company than you realize. Think sales reps, customer service folks, lawyers, accountants, consultants, and so forth.
Even if these workers use their own vehicles, if they're driving on behalf of your company, they can put your organization at risk. Your company is liable for their actions on the road—actions that could result in skyrocketing insurance premiums, not to mention PR headaches and brand damage.
In our latest installment of "Ask the Attorney," we answer questions concerning the California Consumer Privacy Act (CCPA), which went into effect in California on January 1, 2020.
Melissa Snyder, FCRA-Advanced Certified from the Professional Background Screening Association (PBSA), is Good Egg's attorney and compliance manager, and she will tackle this important topic.
What a pre-employment background check contains is very much in the eye of the beholder—or, in this case, the eye of the employer.
Several factors will influence what employers decide to include in their pre-employment background checks, such as applicable laws (i.e. federal, state, and local) and the position for which someone is applying.
When it comes to evaluating the cost of background check services, people often grapple with certain pervasive myths. Here are four of the most common:
It's time to bust these myths for good. Below, we dig a little deeper into each one and separate the truths from the falsehoods regarding background check costs.
Not all background check service partners are created equal, something you likely already know.
If you're auditing your current background check vendor and/or vetting potential partners, this blog post will help. In it, you'll find 10 questions to ask yourself as you're evaluating different vendors so that you can find a reputable background check company.
At the writing of this article, 33 states in the United States have legalized the use of marijuana either for medicinal or for recreational purposes (or both). Other jurisdictions at the municipal level are also legalizing marijuana.
The federal government, however, still classifies marijuana as a Schedule I drug, which means it is illegal at the federal level. And federal law always supersedes state law. In other words, use or possession of marijuana on federal property is always illegal, even in states where recreational or medicinal use of cannabis is legal.
We've been writing a series of blog posts about criminal record checks. Here are links in case you missed our earlier installments:
Now let's talk about why ALL companies, large and small, should run criminal history checks on job candidates.
This is the second installment in our new feature "Ask the Attorney." (Read the first issue on salary history bans—and what this means for background check procedures.)
Melissa Snyder, FCRA-Advanced Certified from the Professional Background Screening Association (PBSA), is Good Egg's attorney and compliance manager. Melissa will be fielding occasional questions and answering them in a general way.
If you've been following our blog in "real time," you've likely been reading our series of articles on various criminal history check topics.
Here's a list in case you missed any installments:
Today, we're going to talk about three additional myths as well as some best practices as you fine-tune your employee screening program.
Pre-employment background checks are common. GlobalHR reports that a 2017 survey showed "background checks are nearly universal among employers, who turn to these pre-employment screenings largely to ensure the safety of their workplaces."
The type of pre-employment screenings can and will vary, depending on the workplace, but they often include drug testing, verifications, and, of course, criminal background checks.
In a previous blog post, we defined what a criminal background check is (and what it includes).
Now, it's time to discuss the criminal background check process itself. Let's say an organization is interested in hiring an applicant, pending the outcome of a criminal history check.
What happens next?
We're excited to launch a new feature on our blog called "Ask the Attorney." Many of our readers have questions regarding the legal landscape when it comes to pre-employment and post-hire screenings, and no wonder: laws are constantly changing and incredibly complex to boot.
Because so many people use the term "criminal background check" —in HR, the news media, and endless movies and TV shows—it's easy for us at Good Egg to think everyone must understand what a criminal history check is.
Yet whenever we stop and take a closer look, we quickly discover the opposite is true: most people don't understand what a criminal history check is, especially when it comes to the finer points. And like everything else in life, these finer points matter.
So let's do a deep dive into the basics.
When it comes to social media screening, we find most people embrace the concept, even though they tend to know little about the day-to-day reality of what, exactly, social media screening entails. In fact, many dangerous myths abound.
It's time to change all that!
Your company wants to launch an effective drug and alcohol testing program. So what are some best practices it should follow?
Keep reading...
At Good Egg, we receive many questions regarding motor vehicle record (MVR) reports. What are they? What's on them? Why should employers care?
Let's dig in...
One of the most basic—and important—goals of background checks is to help keep people safe, something that's vital on college campuses filled with students, faculty, administration, staff, vendors, and visitors.
At Good Egg headquarters, we were recently talking movies, and someone mentioned that the beloved Judy Garland film The Wizard of Oz is turning 80 (!) this year.
When it comes to evaluating drug testing providers, follow these three important reminders. (You can also download our comprehensive guide on how to choose an employee screening vendor.)
If you work in HR, you probably crave speedy recruitment, streamlined applicant tracking, and easy ways to monitor the entire hiring workflow.
Making news in recent days has been the Capital One data breach affecting 106 million people in the US and Canada. A former Capital One employee carried out the hack in March/April of 2019 and bragged about it online.
If you're a recruiter who wants to WOW, don't make these mistakes when it comes to background checks.
We field many questions regarding instant drug tests vs. lab-based testing. Below, our drug screening experts give our readers the scoop.
In a perfect world, we'd be able to complete all employment background checks within two to four business days. But we all know this world is far from perfect. There are many reasons for delays—and most are beyond a background check vendor's control. Let's look at some of the most common reasons.
If you're launching an alcohol and drug testing program, it's imperative that you have a clear and comprehensive written policy. Here are six tips to guide you in its creation.
As Good Egg's marketing manager, I pay close attention to what our customers and prospective customers talk about when it comes to employee screening. I also listen closely to the Good Egg sales team.
If you conduct pre-employment drug tests, you might think that's enough, but the problem with pre-hire drug screenings is they capture only one point in time.
Summer's almost here, which means seasonal businesses will be ramping up their workforces. Think ice cream shacks, farms/orchards, amusement parks, garden centers, landscaping companies, construction sites, summer sports leagues, golf courses—the list is seemingly endless.
The way HR managers approach employee screening will differ for many reasons, including something we don't discuss much: the particular situation the HR manager finds himself or herself in.
The labels themselves indicate the obvious difference between on-site and off-site drug testing. But let's dig a little deeper.
Since the New York City Fair Chance Act (FCA) went into effect in 2017, employers have been prohibited from referring to criminal history in job postings, employment applications, and interviews.
Let's talk about the specimen collected during a drug test: urine, oral fluid, or hair. While urine is typically the most common specimen that employers test, oral fluid (saliva) and hair have been gaining traction in recent years. Here are some things to keep in mind as you decide what's best for your drug-screening program.
If you're developing a drug-screening program for your organization, you likely have questions about drug panels. We recently sat down with one of our screening experts to answer some FAQs.
We receive many questions about background checks, so we thought we'd compile three of the most common here.
It wasn't all that long ago that background screening was a paper-based process. Sadly, many companies still do it this way. The problem? Paper-based checks are time consuming, inefficient, and can lead to inaccuracies/errors. That said, we know shifting to a technology-based system might feel daunting.
Millennials (those born between 1981 and 2000) have taken over (and have transformed) the workforce. Gen Z (those born between 1996 and 2012) will soon follow. The way employers recruit and hire Millennial and Gen Z job candidates has changed as well—and will continue do so. So if employers want to remain competitive and attract the best and brightest talent from these generations, they must keep the following points in mind when it comes to pre-hire screenings.
Our employee screening philosophy is straightforward: in order to get a complete picture of a person, you need to consider their past, present, and future behaviors (we call this the Good Egg Screening Continuum®).
Social media. Love it or hate it, the reality is people are using it—and at record numbers.
Let's face it: social media is a big part of most people's lives. In 2017, there were 2.46 billion social media users, and projections suggest 2.77 billion people will be using social media in 2019.
It's easy to spout off startling statistics, but without context, those stats remain just that: startling. Understanding a statistic's relevance is what makes a statistic useful. A good stat should help you make a more informed decision regarding your talent acquisition and retention process.
Since 70 million people in the U.S. have a criminal record, it makes sense that employers conduct criminal background checks so they can make informed decisions about applicants. The problem is that many myths abound regarding criminal background checks, so we decided to round up some of the biggest offenders and bust them for good.
As the year winds down, something on the minds of many HR professionals is whether they have the hiring and retention practices in place they’ll need for 2019. This evaluation begins with a critical look at their current background screening provider, as well as one important question:
As you begin planning for next year, now's a good time to carefully consider your current background screening program - not simply in terms of cost, but also in terms of the value it's providing your business.
With FCRA compliance litigation rising yet again in 2017, major companies such as Uber, J.P. Morgan, and Avis saw multi-million dollar settlements for FCRA noncompliance issues. According to the latest statistics from WebRecon LLC, this was the 17th year in a row these numbers have risen – with a 42 percent increase in the last three years alone.
Note: This article is an excerpt from our new ebook, “The Employee Engagement Dilemma: Why Happy Employees Aren’t Always Engaged – And What You Can do About it.” To download and read the full ebook, click here.
When State Governor Jay Inslee signed the Washington Fair Chance Act on March 13, 2018, the state joined the rest of the West Coast in enacting state-wide Ban the Box legislation. When it goes into effect on June 6, 2018, most employers in the state will be prohibited from asking about criminal arrests and convictions, receiving information through a criminal history background check, or otherwise obtaining information about an applicant’s criminal record, before they determine whether an applicant is otherwise qualified for the position.
“How long will the background check take?”
If you are making any negative decision based on information contained in a background check report, you must follow FCRA Adverse Action procedures (F.C.R.A. §604 (b), 15 U.S.C. §1681b).
The online caregiving giant Care.com was recently ordered to pay almost a half million dollars due to holes in its background screening process. The lawsuit comes after several incidents where caregivers found on Care.com (all of whom passed background checks) victimized the families who hired them through the website.
A criminal background check is a key part of the pre-employment screening process, as it can provide a deeper understanding of a person's character and trustworthiness - along with whether they have the potential to compromise the safety of your workplace.
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