As the manager of MSEC’s Pre-employment Screening service, I cannot help but notice that hiring is heating up. We just had our busiest April ever, and now I know why. According to a May 8th report by the U.S. Bureau of Labor Statistics, total nonfarm payroll employment increased by 223,000 people in April, even though the unemployment rate remained the close to the same at 5.4%.
Industries with job gains include professional and business services (+62,000), health care (+45,000), construction (+45,000), and transportation and warehousing (+15,000). On the downside, mining employment continued to decline (-15,000). It appears that summer hiring may be early this year as the rates for teenagers increased 17.1 percent, and far greater than any other group measured.
Employers who are hiring and who could benefit from pre-employment screening often have questions about it in light of the EEOC regulations which have been in the news the last couple of years. Remember, MSEC can help. There are certain rules to be followed to avoid claims of discrimination when employers have background checks conducted. The top five are:
- Base the information gathered in the a background check upon what is necessary for the position and not any individual applicant.
- Have applicants sign a Fair Credit Reporting Act acknowledgement and release prior to having a third party conduct a pre-employment screen.
- Do not make a decision about an applicant based upon arrests records alone.
- Find out if your city and state allows questions about criminal history on the application.
- If you do not hire an applicant based upon a third party pre-employment screen, notify them of this.
If you have any other questions about this topic, give us a call. We can help you from a practical aspect, and answer any legal questions you may have. If you need background checking services email me at email@example.com