在当今的就业环境中，人力资源专业人员必须监控和解决影响就业背景筛查的当前趋势。如果组织未能解决新的背景筛查趋势，他们可能会发现自己面临风险或合规问题。

目前影响背景审查的最突出趋势包括电子验证要求的变化、社交媒体的使用、不断变化的信用检查规定以及临时工使用的增加。

这些趋势中的每一个都提出了一个独特的挑战，在开发或更新背景筛选程序时应该考虑这些挑战。探索解决以下每个新兴趋势的最佳实践。

趋势：不断变化的电子验证立法
州和联邦层面的立法者正在考虑在招聘期间更广泛地应用国土安全部(DHS) 的电子验证系统。对于许多组织而言，除了填写 I-9 表格外，E-Verify 还被自愿用于检查个人身份信息和 DHS 数据库的照片，以验证其在美国工作的权利。

一些州，例如亚利桑那州和路易斯安那州，要求所有雇主都使用 E-Verify，而其他一些州只要求联邦或州承包商使用 E-Verify。E-Verify 立法在几个州悬而未决，2011 年的法律劳动力法案将在全国范围内强制使用 E-Verify，并于 2011 年 6 月在众议院提出。此外，一些地方市政当局正在制定自己的法律电子验证要求。

最佳实践：积极主动并监控发展中的州、联邦和地方立法。在 E-Verify 系统和要求可能成为强制性要求之前，对关键的人力资源人员进行培训。最后，调查按需就业背景筛查提供商如何帮助您将 E-Verify 集成到您现有的就业筛查计划中。

趋势：社交媒体的增长
Facebook 拥有超过 8 亿用户，是世界上最大的社交网站。个人使用这个平台来分享关于他们的教育、以前的工作经验、家庭生活、朋友和爱好的个人信息。雇主目前正在试验如何最好地使用 Facebook 和其他社交媒体网站，如 Twitter 和 LinkedIn，作为招聘或招聘过程的一部分。

最佳实践：根据2020 年观火背调 就业筛选基准报告，超过一半的受访者目前使用社交媒体或计划将其用于招聘目的。然而，在背景筛查方面，只有 11% 的受访者使用社交媒体，只有 10% 的人计划开始使用它。

建议雇主在就业前筛选过程中监控隐私立法或与社交媒体使用相关的重大法律问题。

研究社交媒体如何帮助或损害您的就业背景筛查计划。在招聘期间使用社交媒体的风险可能大于收益。

如果您确实计划将社交媒体筛查作为您背景筛查政策的一部分，那么请让您自己的法律团队参与以降低潜在风险。

趋势：不断发展的信用检查法律
组织可以从信用检查期间发现的信息中受益，但组织也需要降低使用信用检查所涉及的合规性和法律风险。

在许多州，对于组织如何将信用检查用于就业目的有特定的要求。在联邦层面，公平信用报告法 (FCRA) 概述了组织如何为就业目的进行信用检查的规则。

最佳实践：考虑您组织的位置并检查这些位置的州要求。审查 FCRA 的要求，包括组织必须如何通知申请人、获得申请人的同意以及为申请人提供审查或质疑结果的机会。成立一个团队来监督州和联邦层面有关信用检查的未决立法。然后查看您当前的信用筛选计划，并评估您流程的每一步是否符合所有州和联邦要求。

许多组织还将定制他们的信用筛选流程，以便只有行政级别的申请人或财务敏感职位的申请人才能接受信用筛选。最后，如果您的组织目前正在卷入有关信用检查的诉讼，那么在对您的筛选程序进行任何更改之前，请先寻求法律顾问。

趋势：临时工的广泛使用
随着组织继续从衰退中复苏，许多组织正在转向临时工代替正式全职员工来满足就业需求。根据美国劳工统计局的数据，劳动力中的临时雇员人数自 2009 年 9 月以来增加了 29%。在同一时期，私人工作岗位的增长不到 1%。不断增长的非雇员人口需要临时工人背景筛查政策。

最佳实践：组织应扩大其背景筛选政策以适用于整个组织，以弥补员工和合同工之间的差距。根据观火背调就业筛选基准报告，组织检查的前三个领域是犯罪历史、身份和就业历史。

为了增加安全性，组织可以为其筛查程序添加更多层次，例如性犯罪者搜索、信用检查和药物测试。组织可能还希望更新他们的背景筛选程序，以便他们可以定期监控当前员工和合同工，而不仅仅是在雇用员工之前。

您的组织是否受到上述招聘空间变化的影响？您的背景筛查计划是否具有适应性和变化性？

In today's employment environment, human resource professionals must monitor and address current trends affecting employment background screening. If organizations fail to address new background screening trends, they may find themselves exposed to risk or compliance issues.

The most prominent trends currently affecting background checks include changes in electronic verification requirements, the use of social media, changing credit check regulations and the increased use of temporary workers.

Each of these trends presents a unique challenge that should be considered when developing or updating a background filter program. Explore best practices for addressing each of the following emerging trends.

Trends: Changing e-authentication legislation

Lawmakers at the state and federal levels are considering wider use of the Department of Homeland Security's (DHS) electronic verification system during hiring. For many organizations, e-Verify is voluntarily used to check personally identifiable information and photos of DHS databases in addition to filling out i-9 forms to Verify their right to work in the United States.

Some states, such as Arizona and Louisiana, require all employers to use e-Verify, while others require only federal or state contractors to use it. E-verify legislation is pending in several states, and the 2011 law Workforce Act, which would make e-Verify mandatory nationwide, was introduced in the House of Representatives in June 2011. In addition, some local municipalities are developing their own legal electronic verification requirements.

Best practice: Be proactive and monitor developing state, federal, and local legislation. Training key human resources personnel before e-Verify and requirements could become mandatory. Finally, investigate how an on-demand employment background screening provider can help you integrate E-Verify into your existing employment screening program.

Trend: The growth of social media

With more than 800 million users, Facebook is the world's largest social networking site. Individuals use the platform to share personal information about their education, previous work experience, family life, friends and hobbies. Employers are currently experimenting with how best to use Facebook and other social media sites, such as Twitter and LinkedIn, as part of their recruitment or hiring process.

Best Practice: According to the 2020 Fireback Survey Employment Screening Benchmark report, more than half of respondents currently use social media or plan to use it for recruiting purposes. When it comes to background screening, however, only 11 percent of respondents use social media and only 10 percent plan to start using it.

Employers are advised to monitor privacy legislation or significant legal issues related to social media use during the pre-employment screening process.

Research how social media can help or hurt your employment background screening program. The risks of using social media during hiring may outweigh the benefits.

If you do plan to include social media screening as part of your background screening policy, then involve your own legal team to reduce potential risks.

Trend: Evolving credit check laws

Organizations can benefit from the information uncovered during credit checks, but organizations also need to reduce the compliance and legal risks involved in using credit checks.

In many states, there are specific requirements for how organizations can use credit checks for employment purposes. At the federal level, the Fair Credit Reporting Act (FCRA) Outlines rules for how organizations can conduct credit checks for employment purposes.

Best practice: Consider your organization's locations and review state requirements for those locations. Review the FCRA requirements, including how the organization must notify the applicant, obtain the applicant's consent, and provide the applicant with the opportunity to review or challenge the results. Create a team to oversee pending legislation on credit checks at the state and federal levels. Then look at your current credit screening plan and evaluate whether each step of your process meets all state and federal requirements.

Many organizations will also customize their credit screening processes so that only administrative level applicants or applicants for financially sensitive positions can receive credit screening. Finally, if your organization is currently involved in litigation regarding credit checks, seek legal counsel before making any changes to your screening procedures.

Trend: Widespread use of temporary workers

As organizations continue to recover from the recession, many are turning to temporary workers instead of regular full-time employees to meet employment needs. According to the Bureau of Labor Statistics, the number of temporary employees in the labor force has increased 29 percent since September 2009. Over the same period, private jobs grew by less than 1 percent. The growing nonemployee population requires temporary worker background screening policies.

Best practice: Organizations should expand their background screening policies to apply across the organization to bridge the gap between employees and contractors. According to the Fireback Survey employment Screening Benchmark report, the top three areas for organizational checks are criminal history, identity and employment history.

To increase security, organizations can add more layers to their screening programs, such as sex offender searches, credit checks and drug testing. Organizations may also want to update their background screening procedures so that they can monitor current employees and contract workers regularly, not just before hiring employees.

Has your organization been affected by these changes in the recruitment space? Is your background screening program adaptable and variable?