JUNE 2020HR TECH OUTLOOK6With many regulations related to pre-employment screening processes making their way through the city, state, and federal courts, companies are scrambling to find effective screening options without operating outside the scope of the ever-evolving laws.To prevent employment discrimination against individuals with criminal records, many states have passed ban-the-box laws. These laws are not aimed at eliminating background checks but instead restrict employers from acquiring a candidate's criminal history until later in the hiring process. Advocates of this legislation hope organizations will give a fair chance to candidates without any biases. Alongside full-time employees, employers need to access to instantaneous background screening services on an as-needed basis so that they can make split-second hiring decisions. Another newer trend that has been catching on is the concept of continuous monitoring. Employees are under observation for any indication of illegal or troubling behavior among their colleagues after they have been hired. Employers are also using social media to screen candidates during the hiring process. While this may seem like a savvy and cost-effective method to vet for future hires, these searches can also lead to potential legal liability.Working with an on-demand background screening service that is compliant with state, federal, and local laws related to background checks and employment verification can help employers stay on the right side of regulations and also hire the best possible candidates. At this junction, HR Tech Outlook presents its pre-employment screening edition featuring insights from industry thought leaders and solutions from innovative technology providers. We hope this edition helps prepare you for the challenges of tomorrow.Let us know your thoughts. The Increasing Importance of ComplianceHanna WilsonManaging Editoreditor@hrtechoutlook.comManaging EditorHanna WilsonEditorial StaffSalesAaron PierceAva Garcia Philo VazRussell ThomasVisualizersChris LynnCalvin JamesEditor's NoteRichard Watsonrichard@hrtechoutlook.comCopyright © 2020 ValleyMedia, Inc. All rights reserved. Reproduction in whole or part of any text, photography or illustrations without written permission from the publisher is prohibited. The publisher assumes no responsibility for unsolicited manuscripts, photographs or illustrations. Views and opinions expressed in this publication are not necessarily those of the magazine and accordingly, no liability is assumed by the publisher thereof.*Some of the Insights are based on the interviews with respective CHROs and CXOs to our editorial staffContact Us:Phone:+1 (510)-369-5331Fax:510-894-8405Email:sales@hrtechoutlook.comeditor@hrtechoutlook.commarketing@hrtechoutlook.com HR TECH OUTLOOKJune - 04 - 2020, Volume 06, Issue 18 (ISSN 2644-2477)Published by ValleyMedia, Inc. To subscribe to HR Tech OutlookVisit www.hrtechoutlook.com David Parker
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