At GHRR, we appreciate and value your business – which is why we’re embracing the aspirational theme of being “better by every measure.” Whether you have 100 employees or 100,000, we understand the complexities caused by changes in the workforce, dynamic legal and compliance issues, and the inflationary cost pressures impacting your business. We hope you find value in our newsletter, and as always, feel free to contact us directly should you need assistance. Helping clients build and manage effective screening programs is what we do best.
GHRR Launches Four New ATS Integrations
Oracle, Avionte, Ceridian, and JobDiva
If you're considering integrating your background screening program with your Applicant Tracking System (ATS) – we have you covered. We have developed integration expertise that can't be matched with more than 40 integrations with top ATS/HCM platforms.
Recent additions to our list include Oracle, Avionte, Ceridian, and JobDiva.
Configuring our best-in-class screening technology to integrate with industry-leading HCM partners seamlessly provides you with yet another tool to increase productivity and accelerate screening turn-around times.
So, if you're considering an ATS/HCM partner, we'll be glad to help you through the process. For more information about ATS/HCM integrations and a list of our partners, click here, and we’ll be sure to follow-up.
Investments in Innovation
Over the past several months, we’ve been investing in building a talented “Solutions” team to focus on product innovation, technology integrations, and client-specific issues that may be impacting your screening program. It’s all about driving efficiencies and helping clients with smart compliant-based solutions.
Our investment is beginning to pay off – which should benefit all clients. “We are eager to deliver on our product and solution initiatives leveraging GHRR’s technology expertise,” says Kristen Whitt, GHRR’s Chief Solutions Officer. Kristen joined GHRR with nearly 20 years of experience working with some of the largest players in our industry. Kristen and the team recently announced two new programs currently in beta testing (keep an eye out for a full product launch in late Q4).
Click here if you’d like to receive additional updates as we launch our new I9/E-Verify service and/or Contractor Program.
From FAQs to deep product and compliance information, our new Client Resource Center can be a helpful resource and training tool – all accessible with a simple click.
Managing an effective background screening program doesn’t have to be complicated. Our resource library can help train new HR employees, answer complex questions on state reporting laws, learn about drug testing, or review state-specific compliance guidelines and sample consent forms.
When you access the library, you’ll receive instant access to a wide range of helpful resources, including some of our favorites:
We recommend checking the Resource Library often, as we regularly update our materials to help keep our clients connected and current on changes in our industry. Click here to visit our Client Resource Center.
Nearly 2 years ago, GHRR introduced a quarterly compliance and operational trends webinar. The goal of these pre-planned events is to ensure our customers have timely access to information to help manage your screening policies, workflows and/or processes driven by the following:
Below you’ll find a summary of our most recent Q2 webinar focused on companies that have adopted a hybrid workforce (Remote or Contract) and the screening impacts that should be considered to support this accelerating workforce model. Our Q3 webinar has been scheduled for Thursday, November 3rd – registration invitations will begin going out 3 weeks prior to this scheduled event.
A flexible workplace allows employers to draw from a bigger pool, ranging from remote and hybrid workers to contractors. Even though a flexible workplace has multiple benefits, employers have potential pitfalls. Most companies have not adapted their employment screening programs when hiring remote or hybrid workers, creating problems.
Brandon Phillips, Founder and Chief Resource Officer at Global HR Research, and Todd Higey, the company's General Counsel, discussed this in our recent webinar, "How Your Employment Screening Program Needs to Support a Hybrid Workforce."
On the surface, your hiring process might look the same as it always has, but the devil is always in the details. So, we've done some research to identify changes happening for employers across the county.
When adapting to a hybrid workforce, employers may not be thinking about state employment laws that may impose new obligations.
For example, employers who have traditionally only operated in states that are not marijuana-friendly have probably spent little time considering other state laws that may protect employees that use marijuana for medical or recreational purposes. However, an Alabama employer with a traditional zero-tolerance policy for marijuana use may have to re-think its approach if it hires a remote worker from Montana, which explicitly protects employees' use of marijuana off the clock and away from the employer's premises. Not only that, but it may need to reconsider its entire drug testing program. The majority of US states now have some unique nuance to their policies – either medical or recreational use. Hence, this places a significant burden on employers to have to consider the state in which they’re headquartered along with the state in which they are hiring a remote employee.
In addition to drug-testing policies, employers should consider whether their criminal history background screening program designed initially for local workers will meet the needs of a remote or hybrid workforce. Some of the questions employers may want to ask themselves include:
WFH: An acronym short for "work from home."
1. The employer disqualifies local workers convicted of violent crimes. Would this be a relevant disqualification for remote workers?
2. What if the employer disqualifies local workers who have been convicted of crimes involving theft? Should this likewise disqualify remote workers?
When asking these questions, it is essential to remember why it matters whether the current disqualifications are "relevant "to remote employees. This is because the EEOC and state lawmakers have continuously stressed the importance of "job relatedness "– meaning disqualifications based on criminal background screening should be related to the job in question.
Looking at the two scenarios mentioned above, would you show a substantial relationship between either of those crimes and a job for an employee working from home? Employers will want to review EEOC guidelines and state and municipal fair chance hiring laws before making that determination.
1. Be mindful of the states of residence for remote employees.
2. Review your disqualification criteria.
3. Revisit your drug-testing program.
After working with your legal counsel, employers are encouraged to contact GHRR to discuss how we can help you modify their background screening program to fit the modern workforce.
Q3 Compliance Webinar, Thursday November 3
Did You Know