Yes, Staffmark does conduct background checks on potential employees as part of their hiring process. These background checks help ensure the safety and security of the workplace and provide employers with valuable information about an applicant’s criminal history, employment history, and educational background.
1. Types of Background Checks
Staffmark utilizes various types of background checks to gather comprehensive information about job applicants. These checks can include:
- Criminal Background Checks: Staffmark checks for any criminal convictions or pending charges in an applicant’s past.
- Employment Verification: This process verifies the accuracy of an applicant’s employment history, including dates, job titles, and responsibilities.
- Education Verification: Staffmark confirms the educational credentials provided by applicants, ensuring the accuracy of their claimed qualifications.
2. Compliance with Legal Standards
Staffmark conducts background checks in compliance with all applicable laws and regulations, including the Fair Credit Reporting Act (FCRA). This ensures that the privacy and rights of job applicants are protected throughout the background screening process.
Staffmark also follows guidelines set by the Equal Employment Opportunity Commission (EEOC) to ensure that the background checks are conducted fairly and do not discriminate against any protected classes.
3. Consent and Authorization
Before conducting a background check, Staffmark obtains written consent and proper authorization from the job applicant. This ensures that the applicant is aware of the background screening process and grants permission for it to be conducted.
4. Impact on Hiring Decisions
Background checks conducted by Staffmark are used to assess an applicant’s suitability for the position they are applying for. However, the presence of certain negative information does not automatically disqualify an applicant. Staffmark considers the nature of the offense, its relevance to the job, and the length of time since the offense occurred before making any hiring decisions.
| Offense | Relevance to Job | Time Since Offense | Hiring Decision |
|---|---|---|---|
| Minor traffic violation | Not relevant | N/A | No impact |
| Misdemeanor theft | Relevant for cash-handling job | 5 years | Considered |
| Felony drug possession | Irrelevant to non-drug-related job | 10 years | Limited impact |
5. Ongoing Monitoring
Staffmark recognizes the importance of maintaining a safe and secure work environment. In addition to conducting background checks during the hiring process, they may also conduct periodic or random checks on current employees to ensure ongoing compliance with company policies and industry regulations.
In conclusion, Staffmark conducts thorough background checks on potential employees to ensure the safety, security, and suitability of candidates for various job positions. Adhering to legal standards, obtaining consent, and considering the relevance and timing of offenses, Staffmark strives to make informed hiring decisions and maintain a secure workplace.