Background Screening Tips & Tech: Recent Episodes
Tim Santoni
On this show we will be providing tips as it relates to Background Screening to help you screen more effectively, efficiently and compliantly. We will be sharing and reviewing technology used by HR professionals to be more efficient in their recruiting, background screening on boarding and monitoring of employees. We will be interviewing industry experts and influencers as well.
Court Access Fees on the RISE... Why?
Court access fees are on the rise. What does that mean to the screening industry and the clients that we serve?
In years past we would see updates to court access fees maybe every quarter or every six months. In the last year we are seeing updated court access fees every month and the additional fees to access court records are starting to stack up.
By my calculations court access fees billed to clients at my background screening company went up by more than 15% in 2024. This is a pretty big increase. **LISTEN TO THE PODCAST TO HEAR MORE...
Connect with Tim Santoni*https://www.TimSantoni.com* Contact Santoni Backgrounds**https://www.santonibackgrounds.com
Los Angeles County - Dates of Birth Removed?
The Los Angeles County Superior court has announced that partial dates of birth will be removed from the public kiosks and from the court website.
What does this mean? How does it impact you?
The Los Angeles County Superior Court announced on February 20th that as of the close of business on Friday, February 23rd that partial dates of birth will no longer be available via KIOSKS or ONLINE.
If you read this release carefully you will notice that the partial dates of birth will be removed from the court website and the publicly available KIOSKS. It doesn’t say that they dates of birth wont’ be available with clerk assisted searches.
So, what does this mean? What is the true impact to background screeners, employers, and landlords?
Connect with TIM SANTONI
Connect with SANTONI BACKGROUNDS
PBSA is celebrating 20 years. They are are a force in supporting and enhancing the background screening industry worldwide.
PBSA 2023 (Texas)
LOCATION:
Gaylord Texan Resort & Convention Center (Grapevine, Texas)
WHEN:
Sunday, September 10th through Tuesday September 12th
On this episode of Background Screening Tips and Tech, Tim Santoni provides some insights into the show.
It's not too late to register for PBSA 2023. Here is a link.
https://thepbsa.org/events/2023-annual-conference/
See you in Dallas!
Kevin Bachman Interview
Kevin was a key executive at Employment Screen IQ, which was acquired by Sterling. He consultants with industry professionals and works with end users, CRAs and data furnishers.
He is the The CRA Doctor. He is active with PBSA and has served on the BSCC committee.
Kevin and his partner Jason Morris now run IQubed advisors.
On this episode we talk about... How to build the VALUE of your CRA Business.
PBSA Accreditation and the benefits from the compliance/legal side. We also discuss benefits from a sales, marketing and training perspective.
Kevin talks about non-traditional companies that are accredited.
Connect with Kevin
Tech Stack
The 7 Apps/Tech/Software you need to run a better a business.
1. Office 365 or Google Apps (email)
2. Accounting Software w/Payment Processing (QuickBooks or XERO
3. DocuSign or Panda Doc
4. Cloud Storage: DropBox, OneDrive, Google Drive
5. CRM – Salesforce, Zoho, ?
6. Email Marketing (MailChimp, ConvertKit, Constant Contact)
7. Team Messaging Platform (Teams, Slack)
SSN Trace... Show it or Hide it?
On this episode Tim Santoni discusses the history of the SSN Trace. What it's good for. What it's not good for.
The legal/compliance arguments for including the SSN trace in the report and why it might be better to run it and hide it from the report.
A few options to consider.
OPTION 1 -Run the SSN Trace and include all of the results in the report with no review.
OPTION 2 - Run the SSN Trace and remove misspelled names, obvious errors and addresses that do not belong to the applicant.
OPTION 3 - Run the SSN trace BUT do NOT provide the data on the final report.
OPTION 4 - Don’t run the SSN Trace at all.
Connect with Tim on LinkedIn
Derek Hinton - CRA Zoom- Interview
On this episode of Background Screening Tips & Tech, Tim Santoni interviews Derek Hinton of CRA Zoom.
They discuss Derek's history in the screening industry, the PBSA Accreditation process and why it is valuable for background screening companies to complete have it. They also dive into the services that CRA Zoom offers.
Stick around until the end to learn about Derek's Human Trafficking Compliance Package.CRAZoomDerek HintonTim Santoni
Background Screening Packages... so many options
At a bare minimum the social security number trace and national criminal database search are the typical starting point for most screening packages. The national criminal database has obvious flaws, but this search also covers high level government watch lists and sex offender registries, so it is something that employers are comfortable with as a foundation for their background report.
So, once you have the SSN trace and national criminal covered the next question becomes the county criminal searches. There are a few flavors of this search
LISTEN TO THIS EPISODE TO LEARN MORE.
Connect with Tim on LinkedIn:
Social Media Screening... current trends
Statistics- many employers are using Social Media to screen applicants, but the big question is are they doing it themselves or are they using an FCRA compliant screening partner.
The current available sites being searched by the AI and Technology Solutions available cover PUBLIC profiles on LinkedIn, Facebook, Instagram, Twitter & TikTok.
Trends- as price comes down and lawsuits arise employers will see the value in using a partner for social media backgrounds.
Compliance- HR professionals get uneasy when they look at new searches and assessment of those searches in hiring decisions due to the massive amount of litigation in the HR/Compliance/Hiring space.
Suggestions- if you are going to do it, do it right and avoid potential risk.
The trusted partners in the social media screening space.
Social Intelligence (now owned by FAMA)
Ferretly
CRA Help Desk
The CRA Help Desk is a great tool offered by BRB Publications. The CRA Help Desk offers state & FCRA compliance and reporting guidelines when it comes to reporting of criminal records.
If you are a researchers handling compliance and adjudication this tool is a must have.
The HR Help Desk is an 'add-on' option for Background Screeners that want to offer similar resources to their clients. Things like the 7-year states, Ban The Box guidance, EEOC Guidelines and much more.
The full version that includes the CRA Help Desk and the HR Help Desk runs about $200.00 per year.
BRBPublications.com
BRB also offers MVR Decoder & PRRN (Public Record Retriever Network)
On this episode of Background Screening Tips & Tech we review the CourtSmart Product from Equifax.
With the recent changes forcing redaction of PII by courts in California this product is a great solution.
Tim Santoni discusses how the solutions came to be, the pro's, the con's and dip into a bit of compliance.
For more information on the CourtSmart product CLICK HERE
This episode is brought to you by Santoni Backgrounds.
California Legislative ALERT
California again proves to be a challenging state for background screening industry as evident from the most recent legislative session. We are still early in the legislative calendar for 2023 but information I want to share is CRITICAL because employers and background screeners need to be prepared to engage and take action.
CA SB 647– Is a bill to restore access to full dates of birth in California. You might recall that last year this BILL made it through both houses before BEING vetoed by Governor Newsom. This year efforts are again being made to restore access.
CA SB 460– a bill effectively banning TENANT screening unless you have a legal requirement to conduct a background check for tenancy. It mirrors recent actions by Alameda County and cities of Oakland and Berkley. While this bill was recently dropped from the 2023 legislative calendar, it is expected to be reintroduced in 2024 so efforts defeat the bill and work alongside our allies is necessary.
CA SB 809– a bill effectively banning employment screening unless there is a legal requirement to background check for employment purposes. This bill remains active and PBSA has information to suggest that it is undergoing amendments. This is bill is will be discussed in a committee hearing on April 11th. The expectation is that this bill continues forward it will pass out of committee because the author of the bill is also the chair of the committee where its first hearing will take place.
Contact directly with any questions. https://www.timsantoni.com
The PBSA 2022 annual conference was held at the Gaylord Rockies Resort in Aurora, Colorado
On this episode of the PODCAST I share some insights, favorite sessions, event recap and much more.
PBSA 2022 'The Preview Show"
PBSA Annual Conference (LINK)
On this PODCAST Tim Santoni highlights the tracks for the PBSA Annual Conference in 2022.
- Legal Compliance
- Business
- International
- Drug Testing
- Tenant Screening
Tim also points out the sessions and speakers that he will be focused on at the show.
- IQubed Advisors (Jason Morris, Kevin Bachman & Nick Fishman)
- Pam Devata, Seyfarth Shaw LLP
- Scott Paler, Dewitt
- Leah Braukman, Arnall Golden Gregory, LLP
- Bruce Berg, Berg Consulting Group
The conference will be he held at the Gaylord Rockies Resort in Denver, Colorado from September 13th -15th.
Tim Santoni interview Gary DeWitt, President of Epic Concepts.
Gary is a veteran of the background screening industry (30+ years). He has owned a Background Screening Company (Vericorp) and he now runs Epic Concepts which is a software platform used by Background Screeners (CRAs) and data furnishers/providers.
Gary continues to be excited about the Background Screening industry and the suite of "EZy" products (EZy Check, EZ APP, EZy ATS, EZy v-interview) developed and optimized within the Epic Concepts system are something he is proud of.
Connect with Gary on LinkedIn
Contact Epic Concepts
Kirill Klokov, the CEO & Co-Founder of TRUV joins Tim Santoni on the podcast.
Kirill shares his story from an immigrant needing to get a loan without a credit history and how that impacted the quoted rate.
Kirill got his MBA at Standford and has worked at SIDEKICK, CARTA, TRUST WATE & EZHOME. Kirill launched TRUV in lated 2021.
TRUV is a technology that background screeners (CRAs) and mortgage companies use to verify employment. The TRUV solution allows applicants to authenticate directly to the Payroll providers and platforms used by their former employers to securely pull back information needed to verify employment.
TRUV unlocks the power of CONSUMER-PERMISSIONED DATA to avoid the expensive alternatives like The Work Number. Also, because TRUV gets SOURCE information there is little no concern about an applicant providing names and contact information of employers that are friends, family or relatives. In short the accuracy of verifications when using TRUV is extremely high.
The TRUV solution also allows for verifications be completed in minutes instead of days.
The other benefits of using the TRUV solution are as follows;
- Current employment can be verified discreetly
- Verifications that are not completed due to The Work Number price increases are being done which help background screeners do more comprehensive background checks
- Speed
- Cost Savings ($50+ in some cases)
- Integrations (Tazworks, Accio, etc.)
- White labeling
- Customized notifications/settings
Learn more about TRUV
Connect with Kirill on LinkedIn
Tom Pilkington
ROLE: Strategic Customer Success Executive at MeridianLink
Tom has vast experience and knowledge of the background screening industry.
1) Industry experience & current role at Tazworks/MeridianLink
2) Tom shares insights into the transition of Tazworks being acquired by MeridianLink and what that means to Tazworks clients
3) What's new at Tazworks? New advancements in the products, tools, analytics and resources
4) Industry trends
5) Highlights why partnering with a software platform as opposed to building your own is beneficial
Connect with Tom on LinkedIn
James Tunkey of I-OnAsia joins the podcast.
We discuss these topics.
1) What is top risk factor that comes with not screening international employees?
Risk Factors Defined
Who does I-OnAsia work with in uncovering RISK FACTORS?
What are the problems with PROPER background screening & investigations (INTL)?
Problems with most investigation & screening practices
2) Best practices on Supply chain vetting. What issues can arise when companies are NOT thoroughly vetting suppliers/distributors/partners/consultants?
3)When you get the call because a company is in trouble what proactive things could most of the companies have do as it related to employees and contractors to mitigate the exposure? How much more does it cost the company after the fact?
4) What are the KEY risk concerns for publicly traded companies?
Connect with James on LinkedIn
On this episode I talk about the issues that the social security number trace / person search / address history can cause as part of a background screening report.
Generally speaking the SSN trace is bad data. The true source of the data cannot be confirmed and it cannot be verified.
The legal guidance suggests that the SOCIAL SECURITY NUMBER TRACE should no longer be part of a background screening report (client facing report or consumer facing report).
It should be used by background screeners to develop address history and potential alias names.
The Tazworks / MeridianLink user forum was held in Huntington Beach, CA. This podcast is a recap of the event.
The new landscape, the new technologies, and the new players.
On this episode Tim Santoni talks about the new technology and providers that are looking to get around employment verifications that previously required The Work Number.
The providers that Tim talks about are list below.
Measure One
TRUV
SJV (now Inform Data)
The date of birth redaction changes in Michigan and California are causing issues. On this episode of background screening tips & tech we dive into the current state of affairs and provide some updates.
It is no surprise that the DOB Redaction changes in Michigan and California are impacting criminal case research. The turnaround times are up and the ability to verify records is challenging.
Listen in to see what PBSA and their attorney are doing to fight the battle.
PBSA Bulletins
https://myemail.constantcontact.com/PBSA-Member-Advisory--California-Redaction-Update---Merced-and-Sonoma-Intervention-Updates.html?soid=1101484724288&aid=q-cpn8vtwFU
https://myemail.constantcontact.com/PBSA-Member-Advisory--Continuing-Positive-Developments-in-Michigan-DOB-and-Identifier-Access.html?soid=1101484724288&aid=fn_l2eCps4o
Melissa Sorenson
Melissa.Sorenon@thepbsa.org
Delays...Outages... Service Challenges- The "NEW" normal?
The delays encountered by the background screening industry due to the COVID 19 pandemic were significant. Courthouses were closed, then they were open with reduced staffing, then they closed again. Clinics and labs saw their employees leave they had to reduce hours of operation and even closed some facilities.
Now the industry as a whole is seeing a dramatic increase in the number of applicants to be screened which is putting more pressure on the system.
The weird thing is that many of the same issues we faced during the pandemic are still issues.
This is not good news for background screening companies and their clients who are under a ton of pressure to recruit, hire and on-board talent in record time.
Here are some of the issues that the industry is facing. Be sure to stick around until the end of this episode as I share some solutions… and don’t worry I won’t recommend doing away with county criminal searches to speed up background checks like CheckR did back in the pandemic. That is not a viable solution.
Let’s start with the challenges in California…
Greg Hauser, VP of Global Talent Acquisition joins the show
Tune in to here some of the secrets that Greg has to share...
The discussion is focused around talent acquisition, on-boarding and background screening in the post-COVID environment.
Greg shares his 5 key points of focus...
1) Candidate led environment
2) New and improved focus on BRAND values
3) Virtual Work & On-site work (Hybrid Approach)
4) Retention & Development focus
5) Data Driven Decision Making
We also discuss the changes and challenges facing employers as they work to diligent screen and on-board applicants in an environment filled with uncertainty and delays.
For more information about a career at Ingram Micro visit...
careers.ingrammicro.com
Staffing Shortages, Supply Shortages & Updated CCF = DELAYS
Staffing shortages, Supply Shortages, and the new Federal Chain of Custody form are causing delays with regard to substance abuse, drug testing and occupational health screening.
According to i3 Screen the delays are costing employers approximately 3-6 additional days.
COVID Testing scheduling from i3Screen & eScreen is not an option at this time.
What can be done? Expect client inquiries.
California Criminal Record Change Complicates Background Screening (UPDATE)
The court case impacting the changes was not heard by the appeals court so now the courts are making changes that impact all of us.
Here is a summary of the case in question...
In All of Us or None v. Hamrick, the plaintiffs, including a civil and human rights organization supporting ex-offenders, alleged that Riverside County and its executive officer and clerk allowed users of the Riverside Superior Court’s public website to search the court’s electronic criminal case index by inputting a defendant’s known date of birth and driver’s license number, in violation Rule 2.507. Rule 2.507 specifies the information to be included in and excluded from court calendars, indexes, and registers of actions.
The courts throughout California are removing the full dates of birth from their public access terminals and from the computer systems of the clerks.
Searches by full name and partial date of birth (MM/??/YYYY) are still possible. If the subject you are searching is clear of hits then all is good. If you have a possible hit now a case docket must be requested.
In Los Angeles County the clerks are returning docket requests in approximately 5-business days, which is pretty good. The challenging thing is that each courthouse in Los Angeles County has different rules on how many dockets can be requested per day. Some clerks are limiting researchers to five (5) cases per day while others are not limiting requests.
In San Luis Obispo County the courthouse is closed to the public, so even searches must be sent in via email, fax or mail. Once those come back with hits then dockets must be requested.
The impact to employers is slower turnaround time and potentially increased costs. This is tough especially when employers are staffing up and trying to get people to work so quickly.
PBSA 2021
The PBSA Annual Conference was held in Anaheim, California. PBSA utilized a hybrid model allow physical attendees and speakers as well as remote access.
There were in-person attendees and remote attendees could access the sessions and networking events virtually.
It was exciting to see friends, colleagues and partners face – to – face, but the conference lacked the typical energy. This was mainly because there were far fewer attendees and there were very few exhibitors. In fact the exhibit hall looked a bit bare because the exhibitors were spread out.
PBSA does a great job of elevating and protecting the screening industry. The massive changes in laws every year impact background screeners and their customers. PBSA is continually monitoring and lobbying to help all of the businesses within the space. The members of PBSA are extremely passionate about helping others.
Here are my big take-aways from the show. While the legal and compliance stuff that is highlighted every year by Pam DeVata and the other attorneys is helpful and scary it is necessary.
From my perspective the most noteworthy change since the last in-person PBSA conference which was in San Antonio back in 2020 would be the efforts by companies to tackle EDUCATION VERIFICATIONS. There have been some really innovative approaches to employment verification that work around The Work Number.
SJV (ebay style marketplace)
Bill Wilder
Citadel
Kirill Klokov
Velocity Network Foundation (Blockchain network)
John Hartigan
Interview with Darrin Lipscomb of Ferretly
Darrin is the Founder & CEO of Ferretly
CONNECT WITH DARRIN ON LINKEDIN
Ferretly is a web-based technology that leverages Artificial Intelligence for social media screening.
Darrin has a degree from Virginia Tech and he is a 30-year veteran in the technology industry including launching several software startups with successful exits. His companies have provided unique, forward-thinking solutions focused primarily on Fortune 500 companies and government organizations at the federal and state level.
Prior to launching Ferretly Darrin was the Global CTO for Public Safety and Smart Cities division of Hitachi Data Systems that was formed from the acquisition of his company (Avrio Group) in 2014. Mr. Lipscomb founded Avrio Group in 2003 and within 5 years became known as the premier city-wide video surveillance and smart cities company in North America.
What do we cover on this episode?
1 Is Social Media Background Screening Legal?
2 Why are companies turning to Social Media Background Checks to vet their candidates?
3 Who are the early adopters and what industries do you think can benefit the most?
-
What role does AI play in social media screening at Ferretly?
-
What social media platforms does Ferretly support?
-
Can Ferretly analyze private posts?
-
What type of information do you pull about the subjects?
Integrations: Currently Ferretly has an integration built with Accio which is a common software platform utilized by many background screening companies and they are looking to expand their integrations. They are in talks with Tazworks and they offer integrations via their API.
Montserrat Miller of Arnall Golden & Gregory joins the podcast!
Montserrat is a partner at Arnall Golden & Gregory and she is co-chair of the background screening industry team
She is certified by the International Association of Privacy Professionals (IAPP) as Certified Information Privacy Professionals in both the designations for the United States and European Union (CIPP/US and CIPP/E).
AGG is a recognized member in good standing with the Professional Background Screening Association (PBSA).
She recently spoke on legal panel at the Tazworks user group
1)
Practical guidance on authorizations and disclosures
Arnold v. DMG Mori-
2)
California Court decision and Michigan change restricting searches by full date of birth
Discussion around reasonable diligence and ways to verify records.
3)
Illinois Law restricting use of criminal history- Interactive Assessment requirement
· SB 1480 requires an employer to conduct an “interactive assessment,” which takes into account the following mitigating factors, prior to disqualifying an applicant or employee because of a conviction record:
· The length of time since the conviction;
· The number of convictions that appear on the conviction record;
· The nature and severity of the conviction and its relationship to the safety and security of others;
· The facts or circumstances surrounding the conviction;
· The age of the employee at the time of the conviction; and
· Evidence of rehabilitation efforts.
LINK TO ARTICLE
https://www.agg.com/news-insights/publications/illinois-employers-take-note-human-rights-law-expanded-to-require-interactive-assessments-when-considering-conviction-records-for-employment-screening-purposes/
Have a listen to AGG Talks Background Screening - the new podcast hosted by Montserrat Miller & Kevin Coy.
California Court Ruling Complicates Background Screening
The court decision would force California courts to removes full dates of birth and drivers' license numbers from their indices.
The court case is on appeal, but many counties are already making changes that impact how records can be searched for. Most notably, Los Angeles County has made the change as well as Tulare, Fresno, Kern, and Yuba Counties.
This change will increase the overall cost of conducting background checks and increase the turnaround time to receive verified information.
ARTICLE:
https://hrwatchdog.calchamber.com/2021/07/california-court-ruling-could-complicate-background-checks/
Brett Buettner Interview
Brett Buettner, managing partner at Buettner Insurance Agency joined the podcast.
He answered questions related to employee benefits (specifically HEALTH insurance) and how it impacts recruiting.
He also discussed industry trends and the biggest mistakes employers make when evaluating their healthcare benefits.
Connect with Brett:
LinkedIn
Buettner Insurance
Craig Caddell Interview (Wholesale Screening Solutions)
Craig is an industry veteran. He has worked previously at a leading software provider to the CRA industry. He was a founding, board member of NAPBS (now PBSA) and also worked at Reference Pro.
On the podcast we discuss the following:
Industry Trends
Wholesale Screening Solutions research capabilities and history.
Continuous Court Records Monitoring
Methodology/Technology
Why to search for arrest and court records.
Industries that are early adopters
Surprising statistics
Connect with Craig Caddell on LinkedIn
Connect with Wholesale Screening Solutions
Credit Reports... they aren't what you think
Today on Background Screening tips and tech we talk about, Credit Reports… they aren’t what you think.
Credit Reports seem like the most straight forward search that an employer might request, but they aren’t.
Misconceptions/Myths:They should be part of every background check report.
They include a credit or FICO score.
They contain public records like Bankruptcies, judgments & liens.
They are easy to interpret.
Facts:Credit reports run as part of a pre-employment background check cannot and should include contain a credit score. Credit reports run on a potential tenant can include a credit score.
Credit reports run as part of a background check do not impact the credit rating of the applicant because the inquiries are soft hits.
If an applicant has a freeze on their credit, you will not be able to pull a credit report. The applicant will have to lift the freeze for a report to be pulled.
GUIDANCE:Check your state laws to see if there are any restrictions that guide when you can run a credit report on an applicant.
If you will be running credit reports as part of your background screening packages get familiar with how to interpret the information reported so that you can use it to make an informed hiring decision.
Since credit reports no longer include PUBLIC records which include bankruptcies, judgments and liens consider running a Bankruptcy, Judgment, Lien search as a standalone search.
Connect with Tim
Connect with Santoni Backgrounds
Brian Fleming of Coastal Payroll - Interview
On this episode of the Podcast Brian Fleming shares some insights into the challenges that employers have when working with BIG BOX payroll providers. He shares how compliance and reporting requirements change as you grow your company.
Brian is very excited about the Employer Retention Credits that are available to employers and he shares who is eligible and how Coastal Payroll can help with the necessary reporting and forms.
Connect with Brian
Brian Fleming (LinkedIn)
Coastal Payroll
Aashi Arora Interview
On this episode of Background Screening Tips & Tech, Tim Santoni interviews Aashi Arora of iRise Executive Coaching.
Aashi Arora, is the principal executive coach at iRise and has over 20 years of executive and administrator level experience in operations, healthcare, professional mentoring and coaching.
She has many certifications
Gallup (Certified Strength Coach)
Lean Six Sigma Yellow Belt
Associate Certified Coach, International Coaching Federation
Emotional Intelligence- EQ-12.0
Basic Mediator, State of California Dispute Resolution Programs Act
Connect with Aashi:
Bruce Berg - Berg Group Consulting- M&A, Trends... (Interview)
On this episode of Background Screening Tips & Tech, Tim Santoni chats with Bruce Berg. Bruce is a legend in the background screening "CRA" space. He successfully grew and sold his background screening business to HireCheck which is now First Advantage.
His consulting business, Berg Consulting Group, just celebrated 20 years in business. Bruce helps background screening companies improve processes and profits. He is an industry expert on the M&A side as well and is the go to person if you looking to buy or sell a background screening company.
Bruce was a founding member of PBSA- Professional Background Screening Association (formerly NAPBS).
Connect with Bruce...
https://www.bergconsultinggroup.com/
https://www.linkedin.com/in/bruce-berg-6566b11/
On this episode Tim Santoni interviews Leslie Groene of Groene Consulting.
Leslie is sales trainer, consultant and coach to businesses. Leslie focuses on determine the goals of the organization and then creating strategies and assembling a team to meet those GOALS.
Connect with Leslie:
Groene Consulting
LinkedIn:
Leslie Groene on LinkedIn
On this episode we interview Anita Nygaard of CorHR.
Anita Nygaard is Founder and Lead Consultant of CorHR, Inc. a Human Resources consulting firm. CorHR partners with professional services businesses across the state and country to provide expert advisory on the three C’s: Compliance, Coaching and developing Managers, and building Cultures that reinforce an effective workplace.
Resources...
State Website for COVID-19 guidance: https://saferatwork.covid19.ca.gov/employers/
Connect with Anita.
- Email: anita@corhr.com
- Phone: (949) 363-0084
- Website: www.corhr.com
- LinkedIn: https://www.linkedin.com/in/anitanygaard/
Kathy Dawson - Dawson & Dawson Interview
On this episode Tim Santoni interviews Kathy Dawson. They talk about the current state of hiring for office positions.
A key area of focus is how to get productivity from a workforce that is nearly 75% remote at this point.
Kathy provides some great insights from her experiences.
Kathy is the former president of NAWBO and she has a Woman Owned Small Business Certification (WBENC)- Women Business Enterprise Council. She is also a Certified Staffing Professional- American Staffing Association.Kathy enjoys being a group leader for the Irvine South Group of PROVISORS.
Substance Abuse Screening...cannabis, compliance, policies
On this episode we talk about the changes in substance abuse screening due to legalization of marijuana in many states.
We also cover policies that need to be in place to have an effective substance abuse screening program.
Diluted Specimens
Foreign Substances in Specimens
Positive Tests
Timeline for ELECTRONIC passport
Social Media Screening & Monitoring
There is a ton of buzz around social media screening. Is it going to be adopted by employers?
What are the compliance risks? What can be reported? What social media platforms can be searched? Can you search private accounts?
Tune in to learn more...
https://www.santonibackgrounds.com
Transgender Applicants & Team Members- Background Screening Methodologies
In this episode Tim Santoni talks about how the considerations you should evaluate as it relates to the background screening procedures when it comes to transgender employees and applicants.
Check with your background screening partner that you are running a robust search that covers all legal names the applicant might have used.
It also important to understand the difference between a legal name, alias and "nickname." They can often be used synonymously, but when it comes to background screening there are big differences.
Do Organizations Rely on Background Checks Too Much?
https://www.shrm.org/resourcesandtools/hr-topics/talent-acquisition/pages/do-organizations-rely-on-background-checks-too-much.aspx
In this episode of the podcast Tim & Joe discuss the points raised in this article. Of course this article illustrated some scenarios that don't occur very often and are "worst case" offenders, but it points out how flawed the system can be.
The implied trust that we have in government, public companies, private companies, and non-profits to screen and monitor the activities and criminal behavior of their employees, teams and volunteers is something that needs to be examined further.
At the end of the day if an organization cares about building a solid culture and mitigating exposure to risk (Violence, Theft, Embezzlement, Fraud, Workers' Comp Claims, Accidents & Reputation) they must take many steps throughout their organization.
This involves the recruitment process, pre-employment background checks, re-checking backgrounds, audits, safety procedures and training...
The bottom line is that if you are an HR Professional, Risk Manager, Safety Professional or Business owner it never hurts to have a look under hood to make sure you are taking the necessary steps t protect your team members, customers/clients, partners and patients.
Episode 16; Nick Fishman Interview
On this episode we interview Nick Fishman who was part of the leadership team at Employment Screen IQ (CRA) where he helped grow the company that was eventually acquired by Sterling. Nick now has a consulting practice and is also the CMO at SJV Data Solutions.
- Biggest changes Nick has seen as far as change in policies or philosophies by HR Professionals as it relates to background screening in the last 10 years.
- What trend or issue scares you the most regarding the background screening industry?
- What is the one thing that you WISH HR professionals would improve on or address that they consistently overlook or fail to address?
- What are the key elements of the relationship with HR Professionals that makes them feel like their background screening provider is more of a PARTNER than a VENDOR.
Connect with Nick Fishman
https://www.linkedin.com/in/nfishman/
On this episode Tim & Joe cover the Holiday Wishlist for Human Resources Professionals.
1) Applicant Tracking Systems (ATS)
Acquire TM (EON Applications) is one of our favorites
2) Add something new to Screening & Risk Mitigation programs
Social Media Screening
Criminal Monitoring
COVID 19 Testing
3) Evaluate / Audit your current Background Screening Provider
4) Networking... find a way to connect with industry professionals and trusted advisors
SHRM, PIHRA, Chamber, etc.
What is on your wishlist that we didn't cover?
Matt McGregor of First Advantage (Non-Profit & Education Expert) Interview
On this episode we interview Matt who is truly an expert in working with NONPROFIT organizations to support their mission while mitigating exposure to risk. Matt understands the mission of his clients.
On this episode we talk with Matt about the following topics;
1. As you work across the nonprofit space what are you seeing as organizational focal points heading into 2021?
2. *Honing in on safety, what aspects are most important in preparing for 21?
3. With volunteer attraction and retention, what are orgs looking for?
4. What are nonprofits doing to ensure they protect their brand & reputation?*
7 Year Criminal Background Checks...What does that mean exactly?
On this episode we clear up some of the confusion around what a 7-year criminal background check is or can be.
Establishing a history of addresses reported or utilize by an applicant going back 7 years will give a background screening partner the ability to look for criminal records in all counties of residence going back that far.
The 7-year reportability of convictions and non-convictions is governed by where the employer and/or applicant are located because state rules govern if non-conviction within 7 years or beyond 7 years can be reported. In some states criminal records with a disposition date beyond 7 years cannot be reported.
Keep in mind that often times having too much history on an applicant can lead to longer turnaround times, increased cost and most importantly having eyes on information that is not reportable and should not be used for a hiring decision.
COVID-19 Test Kits - Brad Carmon of Clinical Reference Laboratory
On this episode of Background Screening Tips & Tech we bring on Brad Carmon, Directo of Sales (Employer Services) to talk about the capabilities of Clinical Reference Laboratory. A privately owned testing laboratory that is one of the largest in the country.
CRL was founded in 1979 and obtained their DOT (Department of Transportation) certification in 1989. They process more than 16,000 samples each day at their lab in Lenexa, Kansas.
Brad talks about the specifics around COVID-19 Testing kits. Everything from CRL - Saliva based (molecular testing) versus nasal swab tests.
Connect with Brad...
Brad Carmon
bcarmon@crlcorp.com
https://www.linkedin.com/in/brad-carmon-86852061/
Background Screening Software Platforms - License Software OR Build Your Own/Homegrown
On this episode Tim Santoni and Joe Buerlen the differences between using a background screening provider that is on a software platform like Tazworks, Deverus, Accio Data, etc. versus a homegrown, self developed platform.
Their are pro's and con's to both, the most important to thing is to understand what platform is being used and understand how that platform or software impacts the following;
Integrations
Customizations
Compliance
User Experience (UI)
Support
Updates / Upgrades
Data Privacy
Winter is Coming...
On this episode of the podcast Tim Santoni and Joe Buerlen talk about the challenge’s employers will be facing as we head into winter. The season are chaging and the cold weather will bring allergies and the flue. Also, the increased visibility and attention into diversity and inclusivity is on the minds of HR and Talent Acquisition professionals.
The weather will be cooling off, we are entering allergy and flu season. What will this mean as employers try to protect their teams from COVID? Will there be more false positives for COVID? Will there be an increase in the need to conduct rapid tests and conduct contact tracing.?
Employers are now being required to look deeper into an applicant’s background and understand if there is anything out there on social media that could be perceived as racist, sexist, etc. before they make a hiring decision.
COVID-19 Testing will be something that will likely be occurring more often just to be safe.
Social Media Screening is something that more and more employers will be evaluating, adopting and implementing.
Criminal Monitoring is becoming more and more popular to have visibility into the workforce and be in front of potential reputation issues before they become front page news.
Criminal Records... Lifting the Veil
On this episode Tim Santoni and Joe Buerlen dive into criminal records. Where do they come from, how do they get retrieved and verified?
Wholesale data providers are great resources to get to the records. That can be electronically or in-person via researchers. The background screening partner (CRA) then needs to review the records found and determine if they belong to the applicant. They also need to determine if they are reportable.
There are tons and tons of criminal records out there. Uncovering the ones that matter and reporting them in a quick and compliant way is the trick.
Social Media Screening
On Episode 8 of the podcast, Joe Buerlen and Tim Santoni talk about the increasing requests for Social Media Screening as part of the pre-employment background check process.
They discuss the concerns, best practices and how to do it compliantly.
Hiring people with CRIMINAL histories
On this episode Tim Santoni & Joe Buerlen discuss trends towards hiring people with criminal backgrounds.
Here are two companies that make it a point to hire people with criminal histories.
Dave's Killer Bread
http://www.daveskillerbread.com/
Hot Chicken Takeover
https://hotchickentakeover.com/
Episode 6 of Background Screening Tips & Tech
On this episode Tim Santoni and Joe Buerlen talk about turnaround time and what it really means.
Turnaround time is a key metric that many background screening companies love to tout and advertise. As a business working with a background screening partner it is crucial to understand when the turnaround time starts and how to keep that time manageable for your organization.
Understand how to speed up the application and disclosure process. How to customize your screening packages to keep turnaround time manageable.
Turnaround time is also important to applicants so setting proper expectations and timelines is important.
PBSA Takeaways
PBSA or the Professional Backgrounds Screeners of America, formerly known as NAPBS held their annual conference virtually.
The themes from the conference were the increased need for a Global view of the industry. The hot topics were continuous criminal monitoring, cannabis/marijuana testing and social media screening.
PBSA is focused on raising the level of the background screening professional through training, advocacy and partnerships.
Guidance from the EEOC on the use of arrest records that come from a criminal monitoring service.
https://www.eeoc.gov/laws/guidance/enforcement-guidance-consideration-arrest-and-conviction-records-employment-decisions
On this episode Tim and Joe talk about what an applicant tracking system is and how it can integrate with your background screening software or partner.
We also discuss considerations when evaluating an Applicant Tracking System to understand how the integration will work, who is responsible for obtaining and maintain authorization/disclosure forms.
Other considerations to look at would be can you customize your screening packages when you have an ATS integration in place. Does the ATS system integrate with substance abuse and other occupational health screens. Can you initiate rescreening, criminal monitoring and recurring driving record searches.
There are many creative ways to improve the efficiency of an on-boarding and screening process. Using technology in creative ways can give you cost effective solutions that are really powerful.
Email/Texting of electronic applications
Static Website to send your applicants for screening authorizations & disclosures
Open API's that allow pushing of information from one system to another
Collaboration with all of the partners involved is really important to get all of the necessary features and functionality you need.
On this episode Tim Santoni and Joe Buerlen dispel many of the myths around the National Criminal Database Search. This search is often referred to as a "Multi-Jurisdictional Search" or "National Criminal Records Search."
We want to highlight what it can do it, what it can't do and how it can be a component of your background screening program.
On this episode we talk about the differences between LiveScan/Fingerprint Background Checks and Traditional Name Based Background Checks.
The host of the show are Tim Santoni & Joe Buerlen. The goal of the podcast is to shed light on the background screening industry and to share tips and technology.
Background Screening & Hiring Challenges Post COVID 19 Background Screening Issues Post COVID
1) Court closures and modified hours will impact the turnaround time of background checks.
2) Set proper expectations with hiring managers, recruiting teams & applicants
3) Make sure your screening partner is reaching out and communicating regularly with your team (especially when courts reopen, like New Jersey recently)
4) If you decide not to screen applicants due to time and budget constraints
consider risk exposure, compliance issues and regulatory issues that can arise when your company is audited. Especially with so many out of the workforce. Application and resumes will be on the rise in the coming months. Make sure you are making the right hiring decision. “knowing” someone is not a substitute for ensuring your brand protection!
5) Applicants will likely be more anxious to start working especially if they were laid off or furloughed at the prior employer, so be sure your screening partner is making the applicant experience smooth and not creating any road blocks. Employment verifications are just as important as criminal searches in the new environment. Historically applicant’s have provided an inaccuracy rate of 52% on resumes and applications. Although verifications add cost and TAT, the benefits outweigh the negatives!
6) Because applicants will likely be signing employment agreement documents remotely be sure your screening company has an electronic app to gain authorizes and disclosures from an applicant because paper forms might not be an option. Ensure those electronic documents are up to date and provide the applicant with everything they are granted per the FCRA. Talk with legal counsel when onboarding applicants in another state and ensure all proper laws are being followed.
7) Social Media Screening – in Post COVID 19 times the activities of current and prospective employees on social media can be extremely detrimental. Implementing a social media screening policy is something to evaluate.
Alternatives to consider:
Run a database type search and the re-screen in 6 or 12 months and include county level court searches.