3 Must-have Employment Screening Tools for HR Professionals

(Last Updated On: June 14, 2018)

3 Employment Screening Tools

Human Resources professionals play a wide variety of roles within an organization. Depending on the company size, the duties of an HR professional can include recruiting, training, hiring, employee engagement, onboarding, compensation management, employment screening, employment law, benefits administration, and even culture influence. Some of these positions encompass all of them!

One of the most important and evident duties of a Human Resources professional is the hiring and onboarding process. With all of the other tasks that need to be completed, it is no wonder why HR has the need to use time-saving employment screening tools. So if you are an HR professional, and you are looking to make the screening process easier, give these 3 employment screening tools a try!

Applicant Tracking System

Let’s face it, the implementation of a successful Applicant Tracking System (ATS) can be very helpful for any organization that is looking to structure their hiring process. An ATS can provide great features such as candidate management, job board & social recruiting, documentation repositories, job recommendation alerts, ROI metrics and much more. Great Applicant Tracking Systems such as BALANCEtrak , iCIMS, and many others provide a seamless integration of a Justifacts background check so that all of your candidates’ credentials can be verified within the ATS. This pre-integrated solution also reduces turnaround time and eliminates duplicate order entry.

To learn more about the iCIMS ATS or the BALANCEtrak ATS please visit:
Berkshire Associates
iCIMS

Guide to Understanding the FCRA for Employment Purposes

For many employers, pre-employment background checks have become a permanent part of the hiring process. However, in terms of an applicant’s rights, understanding state and federal laws are equally as important as selecting the right candidate. The primary law regulating the procurement, preparation, and use of a background report is the Fair Credit Reporting Act (FCRA). This federal law was first introduced in 1971 and has undergone several changes over the years. It is to protect the rights of applicants and to hold the users and preparers of consumer reports accountable for the information contained in and the use of the reports. Legislators and consumer groups alike are on the lookout for employers who are violating the FCRA with some plaintiffs receiving statutory damages and settlements in the millions. Compliance with the FCRA is key to protecting employers, which is why Justifacts created the Guide to Understanding the FCRA. This guide provides employers with all of the necessary guidance to protect organizations from FCRA related hiring lawsuits. Request the Guide to the Understanding the FCRA today!

Applicant Portal

Turnaround time is a common hurdle in the employment screening process. Some Human Resources departments are still using paper forms for applications, the summary of rights, FCRA and background investigation waivers. Reviewing paper documentation, following up with unreadable candidate handwriting, and data entry all slow down the hiring process. The solution is the Justifacts Applicant Portal System. Our easy-to-use Applicant Portal tool enables clients to digitally send a request directly to their applicants. This allows them to securely complete all of the necessary forms such as applications, authorization waivers, drug testing and more! Another benefit of using the Justifacts Applicant Portal System is that it incorporates our signature panel. This utilizes mouse-over signing technology, to obtain a ‘wet signature’ online to further speed up processing. Request information about the Justifacts Applicant Portal.

Employment screening is just one of the many hats that some HR professionals must wear to get the job done. Just make sure that these tools are utilized to make that hat a little bit easier to put on.

 

It is important to note that Justifacts is providing this information as a service to our clients. None of the information contained herein should be construed as legal advice, nor is Justifacts engaged to provide legal advice. We go to great lengths to make sure our information is accurate and useful. We recommend you consult your attorney or legal department if you want assurance that our information, and your interpretation of it, is appropriate to your particular situation.

 

 

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