CLEVELAND / March 15, 2013-EmployeeScreenIQ queried nearly 1,000 human resources professionals for its just-released, fourth annual survey of U.S. based employers. The new report looks at how companies use background checks to make hiring decisions in a climate of rapidly evolving federal and state employment laws and the ongoing specters of workplace theft, violence and negligent hiring litigation.
The 2013 survey report, “Employment Screening Practices and Trends: The Era of Heightened Care and Diligence” indicates a majority of HR professionals are screening candidates in a conscientious manner, conducting thorough and responsible background checks, auditing providers and educating themselves on key privacy and hiring issues. The 22-page report examines a variety of potentially explosive concerns facing employers, including the impact of criminal records on hiring, the use of social networking in the screening process, the implications of new EEOC guidance and the practice of asking candidates for self-disclosure of criminal records, which has spawned the current “ban the box” debate.
A total of 992 individuals representing a wide range of U.S. organizations that use employment screening firms completed the survey in late 2012/early 2013. The results are available for complimentary download here.
Among the top findings:
– Qualifications, references and interviewing skills are ultimately more important than an applicant’s criminal past, as employers have long asserted. In fact, 71 percent of respondents said that candidates with criminal records are not hired due to their indiscretions in a mere 5 percent of instances or less.
– Nonetheless, employers are continuing to ask about job candidates’ criminal pasts. Some 79 percent of employers say they are asking for self-disclosure on applications despite the EEOC guidance recommending they should not ask about past criminal convictions.52 percent said they would actually be more inclined to hire a candidate who self disclosed a criminal conviction prior to a background check.
– Resume lies aren’t deal breakers. A vast majority of respondents estimate that up to 60 percent of candidates distort or exaggerate information to some degree on their resumes. However, 51 percent indicated that just 15 percent or less of the job candidates with resume inconsistencies are not hired due to these distortions.
– There is no love lost for social networking sites. 64 percent of employers say they never review the sites as part of the background screening process, despite the overall enthusiastic embrace of sites like LinkedIn, Facebook and Twitter by the business community. This is a significant jump from last year’s response of 52 percent.
– 71 percent of respondents said it’s important that their screening providers be accredited by the National Association of Professional Background Screeners. However, less than 2 percent of screening providers are actually accredited by the NAPBS.
“The overarching takeaway from this survey is that employers seem to be screening and hiring candidates in a responsible, acceptable and legally compliant fashion,” says Nick Fishman, chief marketing officer of EmployeeScreenIQ. “While this heightened level of care and diligence is partially due to the amplified risk of lawsuits, there are other factors at work including the negative impact on morale and performance, the loss of reputation and the damage done to the employment brand when ineffective screening practices let poor candidates through the door.”
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
Media Contacts:
Nick Fishman, EmployeeScreenIQ
(847) 564-5410
[email protected]
Jackie Jusko
HRmarketer for EmployeeScreenIQ
(415) 460-9984
[email protected]
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