So, when does background screening affect your life (outside of the mandatory compliance for your HR department)? The answer is every day. A recent example was a child murder trail. The jury included five jurors with more than 75 charges between them. One juror had a seven-page criminal record with 53 entries, including an outstanding warrant. Another had a three-page record with 22 entries, one of which was a conviction for assault and battery of a police officer.

Thanks to a unanimous Massachusetts high court ruling, prosecutors can now run criminal background checks on jurors during a trial if there is reason to believe they failed to report criminal records that might affect their ability to weigh in on the case.

The moral of this story? A background check is more than just a compliance issue—it’s a safety issue, it’s a security issue and it’s one of the few ways to ensure that what you’re hearing is the truth, every time. Don’t settle for decisions based on appearances—when you’re ready, give KRESS a call for the real story.

Sincerely,

Jeff Rackler, CEO
KRESS Employment Screening
jrackler@kressinc.com

“2007 Background Screening Trends” Report

Background screening has evolved since its inception in the 1980s, and more than 85 percent of companies now utilize multiple screens in their efforts to protect themselves, their employees and their clients. A growing number of businesses, both small and large, are also using background screens in conjunction with assessments and in-depth interviews to find the best candidate for the job. In order to maximize the results of the background screen, HR professionals, recruiters and executives must fully understand the need for the screen, the risks associated with faulty screens and sub-par screening providers and the cost savings and legal protection high-quality screening services can provide.

Key findings examined in this report include:

• More information leads to better hiring decisions: across the board, 66.1 percent of respondents agree.
• Better background screens yield better employees: 88.4 percent of respondents agree with this statement and 51.6 percent completely agree.
• More than half of respondents (64.2 percent) are aware of all the privacy and discrimination laws that affect background screens, and 69.7 percent of respondents entrust this to their screening providers. .

To learn more about current background screening trends, download the “2007 Background Screening Trends” report now. The report is available for download at http://www.kressinc.com/cfr_082807.htm.

"Tips for an Effective Background Screening Evaluation"

While most people choose background screening services based on price, they don’t realize that for the same price or a nominal increase they can often get screening services that lead to a better workforce if those screens are customized for the company. Less- than-savory people dealing with your data? Shallow searches for criminal records? This is run-of-the-mill stuff in background screening, but there is something better out there.

The white paper, “Tips for an Effective Background Screener Evaluation,” offers this information to HR professionals.

KRESS Employment Screening Releases Market Research Report

KRESS Employment Screening Launches Market Research Survey

KRESS Employment Screening Offers HR Outsourcing Tips

Download the “2007 Background Screening Trends” report to get insider information on HR trends in hiring, recruiting and background screens.

Download “Tips for an Effective Background Screener Evaluation” now to facilitate your next background screening provider decision process.

Current News About Background Screening

Criminal Checks on Jurors OK’d During Trial

East Texas Nonprofit in Dilemma—What To Do?

New Professors Face Background Checks

Humorous Criminal/Laws Stories

Cuffed Kids Drive Border Patrol Car Over Border (Monterrey, Mexico)

Kentucky Alcohol Chief Faces DUI Charge (Louisville, Ky.)

Men Break into Building Full of Police Officers (Antioch, Calif.)

Feds Raid Pot-laced-candy Factory in Calif. (San Francisco)