If you need to hire employees on a regular basis for your business an employee applicant tracking system can save you a considerable amount of time and, as a consequence, money. Our state-of-the-art applicant tracking system lets you enter your criteria for a new employee and then filters out applicants who do not meet your requirements.
It is a fact that some 22 million Americans over the age of 12 use illegal drugs: that equates to about 9% of the total population. What that means is that if you employee about 200 people and you don’t undertake any form of drug testing, about 20 of your employees are using drugs. It could be a little more, or it might be a bit less, but that is the ball park figure.
As a US employer it is incumbent upon you to ensure that anyone you choose to employ should be eligible to work in the US according to federal law. You must verify the employment authorization and identity of each person hired after November 6th 1986. You also have to complete and retain a Form I-9 for every employee.
October 25, 2016 – Pleasant Hill, California. Background Profiles, an employee screening and background check service, is proud to announce that the company has updated two key information pages on the timely topics of e-Verify and I-9 compliance. Under current law, many employers are required to pro-actively verify employee eligibility for work in the United States. The newly updated pages help employers educate themselves about how to outsource some of this workload to a sophisticated employee screening service.
As if employers didn’t have enough headaches to worry about, employee screening can be seen as yet another burden. Employers come to us seeking an outstanding employee screening service, and they work with us to create a better system of employee background checks before, during, and even after the hiring decision.
Remember those tests in high school, those multiple choice tests? They were usually in the fashion of A, B, C, D, or all of the above. Well, if someone were to ask you should you screen your employees before you hire them, during their employment, or even perhaps after they are dismissed, or transferred to another department internally, the answer would be at least A and B if not “all of the above.” Certainly, when you are dismissing a person, or they are moving on to another employer, it is probably not necessary to run a background check on the employee.
Employers and hiring managers face a tougher situation than ever. First of all, after the tragic events of 9/11, both government agencies and private employers face more scrutiny and more risks vis-à-vis employee behavior. Everyone is, quite simply, more aware of security issues. Second, the United States is an increasingly litigious society, and employers face all sorts of legal liabilities both vis-à-vis their customers and even their employees. Third, employee theft remains a problem, and with the advent of cyber security and cyber crimes, one must worry about those employees with access to computer and financial records.