Datapeople’s Post

Every year we ask our Talent Acquisition and HR teams to take on one more major job responsibility. 2020 - it's a pandemic. Become epidemiologists 2021 - we are global. Become global labor market experts 2022 - We want people to come back to the office. Sell them on it 2023 - We need AI talent. Become gen AI experts 2024 - There are now local laws effecting all our hiring. Get a law degree. This year really feels like the year where compliance requirements for TA and HR teams exploded. We put a whole lot of resources together for you so you don't need to get a law degree. 👇

Band the Box! Disparate Impact, Employers' and Bias According to the Southern Coalition for Social Justice, For many job applicants around the country, one question blocks them from gainful employment and economic opportunity. A single question, often posed as a checkbox on the front of most job applications, asks about an applicant’s criminal history. For many employers, it has become a way to weed out applicants before ever considering qualifications such as education and job history. This practice is widespread, and its effects on job applicants and their communities at staggering rates. A movement to “Ban the Box” (remove the checkbox from applications) was birthed as a response to the structural discrimination faced by people with criminal records. Question: Has it helped or are we still seeing discrimination as a result of the background check? Yeah, the box can be removed but are employers still reluctant to hire when the background check comes back.. chrome-extension://efaidnbmnnnibpcajpcglclefindmkaj/https://lnkd.in/eW-icveE

#fairchancehiring is good for us all. When people have second chances, it benefits our workforce and our communities. Check out this article from Cornell University explaining 9 common myths about hiring people with criminal records and why doing it is good for employers, workers, our economy, and for people: https://lnkd.in/eZtdbSD

Unlocking Opportunities: Embracing Second-Chance Hiring Don't let misperceptions keep your company from finding top talent. With the unemployment rate at its lowest, it's time to consider the untapped potential of individuals with criminal backgrounds. Check out this insightful study by Rand Corporation that resets the record on hiring people with criminal histories. Together, we can create a win-win situation for companies and society. 🔗 Read more: [bit. ly/42B5uq3](https://lnkd.in/gqe3PnqS) #SecondChanceHiring #TalentAcquisition #DiversityandInclusion

The facts are real: over 95% of U.S. employers run background checks, and the unemployment rate for those with records is a whopping 27%. In California, a bill adopted last year (SB 731) holds the promise to empower justice-impacted individuals, helping them shed the burdens of past arrests and convictions. While the recent implementation delay to July 1, 2024 might feel disappointing, this extra time will help ensure a responsible rollout that will truly make a lasting impact. California's move toward responsible implementation, alongside more employers embracing fair chance hiring, could rewrite the stories of countless lives. By unlocking the potential of justice-impacted individuals, California is turbocharging growth, innovation, and community prosperity, and I encourage other states to follow in our lead. Over the next year, as the legal system paves the road for SB 731, let's rally behind fair chance hiring. Our state can lead the way, showing other places how it's done. A huge thank you to The Sacramento Bee for publishing my op-ed on this important topic! https://lnkd.in/g3BjPH5a #FairChanceHiring #CriminalJusticeReform #SecondChances

We understand that employers have different sensitivities to individuals with convictions when considering hiring them... Our industry leading pre-employment screening system allows employers to personalise and establish key risk tolerances, so automated logic can proceed or flag cases where convictions have been disclosed, reducing delay and moving these individuals through the hiring process without delay. We are also leading the conversation across the industry about how we work to improve the hiring of people with convictions, most recently supporting a roundtable of experts to propose policy reform which we intend of taking to UK Government. To learn more about innovative pre-employment screening, get in touch today via [email protected]. #PioneeringHiring #Convictions #Government

Are you transitioning out of the military and into the civilian world? Do you want to work remotely? Do you have experience in “personnel” misconduct investigations at the grade 12 level? Want to work for USDA as a GS-12 Personnel Investigator? If you answered, yes, to all of these questions, then we want you to apply! Before you move forward, please make sure your resume includes high-level experience about investigating "PERSONNEL" misconduct, conducting "PERSONNEL" witness interviews, gathering, preserving documents/physical "PERSONNEL" misconduct evidence, collecting sworn statements, and presenting complex and sensitive "PERSONNEL" findings. If your resume doesn't not meet the above specialized experience, then you will not be referred. Please do not send your resume without tailoring it to PERSONNEL investigations. If you have not done "PERSONNEL" investigations, then you will likely not be considered. Documents Required: Resume [experience related to the above specialized experience examples in PERSONNEL investigation.] DD214 [Member 2 or 4 showing character of service; redact any personal identifier information like social and dob.] VA Letter [if applicable] – [showing VA disability rating percentage; no details of disability please.] Send resume and supporting documents to [email protected] for consideration. [*This job is being offered to certain noncompetitive Veterans and Military Spouses should they meet the specialized experience; this job is NOT being posted on USAJobs since we should have a sufficient noncompetitive pool of Veterans and Military Spouses.]

Empower your hiring process with knowledge.💡 Gain comprehensive insights into candidates' backgrounds through our Comprehensive Criminal Checks, empowering you to make informed decisions and cultivate a secure, reliable workforce. 🛡️🔍 🌐 www.3rddegreescreening.com 📞 712-256-5701 #3rdDegreeScreening #BackgroundCheck #EmployeeScreening #HiringProcess #EmploymentBackgroundCheck #WorkplaceSafety #CandidateVetting #PreEmploymentScreening #EmployeeVerification #BackgroundInvestigation #SecureWorkforce #RiskMitigation #HRCompliance #TrustworthyStaff #QualificationChecks #ScreeningSolutions

Empower your hiring process with knowledge.💡 Gain comprehensive insights into candidates' backgrounds through our Comprehensive Criminal Checks, empowering you to make informed decisions and cultivate a secure, reliable workforce. 🛡️🔍 🌐 www.3rddegreescreening.com 📞 712-256-5701 #3rdDegreeScreening #BackgroundCheck #EmployeeScreening #HiringProcess #EmploymentBackgroundCheck #WorkplaceSafety #CandidateVetting #PreEmploymentScreening #EmployeeVerification #BackgroundInvestigation #SecureWorkforce #RiskMitigation #HRCompliance #TrustworthyStaff #QualificationChecks #ScreeningSolutions