Archive for the Employment-Related Background Checks Category

The Initial Results of Imperative’s Background Screening Self-Assessment Are In!

The Initial Results of Imperative’s Background Screening Self-Assessment Are In!

For years, we’ve been telling employers that a background check by itself is not a solid employment screening program. In our experience, a solid employment screening program includes: A documented review of the risk profile for each position that relates those risks to specific types and patterns […]

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Will banning the box really help former criminals get hired?

Will banning the box really help former criminals get hired?

As I speak on background screening policy considerations and tools to SHRM luncheons and conferences, the question always comes up: Will banning the box really help former criminals get hired? In my experience, removing the criminal history inquiry will neither help nor hinder former offenders in their […]

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Drugs, Fraud, Pornography… Oh, My! The Background Check Information Gap

Drugs, Fraud, Pornography… Oh, My! The Background Check Information Gap

Bank robbery. Major drug crimes. Bribery. Child pornography. These are but a few of the criminal offenses that many employers’ background checks will miss because they ignore federal crimes.

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FINRA Investment Firms and Broker-Dealers Face Significant New Background Check Requirements

FINRA Investment Firms and Broker-Dealers Face Significant New Background Check Requirements

A rule recently approved by the Securities and Exchange Commission will require much more involved background checks on FINRA-registered representatives (investment broker-dealers). In addition to criminal background checks and verification of previous employment and licensure, the new rule requires searches for civil litigation, bankruptcies, liens and judgments, corporations […]

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Blood in the Water: 5 Steps to Avoiding Background Check Litigation

Blood in the Water: 5 Steps to Avoiding Background Check Litigation

Many class action lawsuits were filed against employers last year claiming violations of the Fair Credit Reporting Act (FCRA) related to their use of employment background checks. This continues a several-year trend of class action lawsuits that have resulted in payouts to applicants and employees, including those […]

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“Will Discuss”

“Will Discuss”

On a daily basis, former criminal offenders are given bad advice that is costing them job opportunities. That advice goes something like this: When you get to the criminal history question on the employment application, answer it with “will discuss.” Or, just skip it – many employers […]

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Background Investigations Expert Mike Coffey to Present Valuable Educational Sessions in South Texas on January 14, 15, and 16 in Three Separate Cities

When given the opportunity, Mike Coffey, SPHR, will seize the opportunity to educate employers about the need for pre-employment background checks. Coffey, owner of Imperative Information Group – a background investigations firm in Fort Worth, Texas serving small and medium-sized employers, is an engaging speaker. He has […]

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HR Expert Offers Advice to Employers on Responding to Ban the Box and Other Limitations on Criminal History Consideration

Municipalities, states, and federal regulators have created an inconsistent and confusing patchwork of regulations limiting employers’ inquiry into job applicants’ criminal histories. Mike Coffey, SPHR, President of Imperative Information Group, will discuss these limitations and possible employer responses in a free HRCI-credit approved webinar, Outside the Box: […]

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Join Mike Coffey, SPHR at Panhandle HRA on June 3rd

Human resources consultant and background screening expert Mike Coffey, SPHR, president of Imperative Information Group, will address the Panhandle Human Resource Management Association’s monthly luncheon in Amarillo, Texas on June 3, 2014.

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Off-the-Court Foul Costs Steve Masiello $5 Million Coaching Gig

Off-the-Court Foul Costs Steve Masiello $5 Million Coaching Gig

Beyond setting forth the applicant’s qualifications for the position, the resume or the employment application is the least expensive integrity test an employer will ever give an applicant.

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