Background Screening Expert Jason Morris Presents “4 Steps to a Compliant Screening Program When Your Candidate Has a Criminal Record” at Annual HRSouthwest Conference

October 6, 2014 No comments | Back To Home

Cleveland, Ohio, October 6, 2014

EmployeeScreenIQ (http://www.employeescreen.com) president and chief operating officer, Jason B. Morris will present, “4 Steps to a Compliant Screening Program When Your Candidate Has a Criminal Record” at the HRSouthwest Conference on October 7, 2014 in Fort Worth, Texas, 3:15pm to 4:15pm.

Not a month went by in 2013 without a multi-million dollar lawsuit filed against an employer for their background screening practices.

While a criminal record should not automatically disqualify a candidate, employers also want to protect their company by properly screening candidates. However, many companies may be at risk if they are not following appropriate state and federal screening laws and should take steps to ensure they are not the next company to make headline news.

With nearly 18 years in background screening, Jason Morris presents four steps to compliance when a candidate has a criminal record. These steps to compliance include, the proper use of a hiring matrix, individualized assessments, the execution of a two-step adverse action process, and proper management of candidate disputes.

For more information, please visit the HRSouthwest Conference website.

About EmployeeScreenIQ:
EmployeeScreenIQ helps employers make smart hiring decisions. We do this through a comprehensive suite of employment background screening services including the industry’s most thorough and accurate criminal background checks, resume verification services and substance abuse screening. EmployeeScreenIQ is accredited by the National Association of Professional Background Screeners (NAPBS), a distinction earned by less than two percent of all employment screening companies. For more information, visit http://www.employeescreen.com.

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This entry was posted on Monday, October 6th, 2014 at 1:00 am and is filed under Compliance, General HR, HR Technology, Marketing and Public Relations, Recruitment / Staffing, Screening / Assessment, Talent Mgmt/Employee Relations. You can follow any responses to this entry through the RSS 2.0 feed. You can leave a response, or trackback from your own site.

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