Hiring the best suited candidate for the position is the goal, but the steps you take to reach that goal matter. Companies who utilize hiring assessments, and view them as useful tools in their selection process, may in fact be using risky screening methods that can land them in hot water. Ensuring assessments are non-discriminatory means making sure they have predicative validity, and are bias-free.

In addition, your employment screening should align with your non-discriminatory assessment. Understanding EEOC Laws and FCRA compliance are other critical components if you want to avoid discriminatory practices. Look for an employment screening company who will partner with you to ensure you’re up to date on compliance issues at the federal and state levels. The following SHRM article details ways that you can ensure you’re avoiding discriminatory hiring practices!

When your business needs assistance with employment screening, criminal checks, FCRA compliance, drug screening, education and employment verification, driving records (MVR), credit checks or social security number validation, contact the Swailes Background Team to get quickly signed up.