#background screening

The biggest challenges dealing with recruiting, interviewing, and hiring job candidates are the “Ban the Box” laws being adopted by multiple urban cities, states, and municipalities around the country. “Ban the Box” makes it illegal for employers to conduct a criminal record check or inquire whether they have a criminal history before they are given an offer of conditional employment.

Annually, 650,000 American citizens serve criminal punishments and return to their families and society. For most, the hardest challenge they face is finding a suitable job, which helps them to rebuild their lives and stay away from repeating the same or new offenses. A prior record carries a stigma even in the most incarcerated nation in the world.

It is a deterrent to many employers who would otherwise hire fully qualified job candidates. Many people with records often do not get the consideration they deserve because they are forced to check a box that requires disclosure of a criminal background, which disqualifies them before their job applications are even reviewed. This barrier to employment now impacts one in three Americans.

When the state General Assembly convenes its 2020 session, members will take up hundreds of issues important to Marylanders, and people among them will be a handful of holdovers from the 2019 legislative session. Gov. Larry Hogan vetoed eight bills that lawmakers put forth and passed last year, they are expected to weigh whether to override them in the coming weeks. One of those is “Ban the Box” law.

HB 994/SB 839: Banning the Box

This measure, which passed along partisan lines, would prohibit private employers with 15 or more full-time employees from asking an applicant about their criminal history at any time before the first in-person interview. The “Ban the Box” law would allow an employer to ask such questions during that interview and would allow a fine up to $300 for employers who repeatedly neglect the provisions.

Advocates of “Ban the Box” law said it would help people who have made mistakes in the past and who currently face tough odds while re-establishing themselves in society without gainful employment.

Governor Larry Hogan veto letter stated: Employers have the right, and often the need, to know the criminal history of applicants they may hire. Senate Bill 839/House Bill 994 prohibits businesses from requiring an applicant to disclose this important information until the first in-person interview. This would probably result in costly and time-consuming human resources work that ultimately goes nowhere.

Maryland already has a “Ban the Box” statute affecting the state hiring; this bill would simply extend it to private-sector employers; they would still have an opportunity to consider a criminal record and pass on an applicant, they will just have to consider the person first.

Stay tuned to know whether the veto will stand or be overturned…

Surrey is one of the fastest-growing cities in Canada. Its population is rising each year, and new businesses are opening across many sectors. 

From retail and construction to tech and logistics, the city is becoming a key economic hub in British Columbia.

With this rapid growth comes new opportunities. At the same time, it also brings new challenges for employers, landlords, and service providers. One of the biggest challenges is how to build trust while expanding quickly.

As more people move to Surrey and more businesses start hiring, the need for reliable background screening has become stronger than ever.

A Growing Population Means More Hiring

Surrey’s population growth has led to a higher demand for jobs and services. Companies are hiring more staff to keep up with demand. This includes full-time workers, part-time staff, and contract employees.

In fast hiring environments, there is often pressure to fill positions quickly. However, rushing the process can lead to poor hiring decisions. 

Without proper checks, employers may not have a clear picture of who they are bringing into their teams.

This is why many businesses are now using criminal record check Surrey solutions to verify candidate information before making hiring decisions.

The Rise of Small Businesses and Startups

Surrey is not just growing in size. It is also seeing a rise in small businesses and startups. These companies play a big role in the local economy. They create jobs and support community growth.

However, small businesses often have limited resources. They may not have large HR teams or detailed hiring systems. This can make it harder to screen candidates properly.

Background checks provide a simple and effective solution. They help small business owners make informed decisions without adding too much complexity to the hiring process.

Increased Demand for Rental and Housing Services

As more people move to Surrey, the demand for housing continues to grow. Landlords and property managers are dealing with more rental applications than ever before.

Choosing the right tenant is important. A poor decision can lead to missed payments, property damage, or legal issues. This is why many landlords are now using criminal record checks as part of their screening process.

By verifying a tenant’s history, property owners can reduce risks and protect their investments.

Safety Concerns in a Growing City

With growth comes the need to maintain safety. Employers must ensure that their workplaces are secure for staff and customers. Service providers must protect their clients. Landlords must keep their properties safe.

Hiring or renting to someone without proper checks can increase risks. For example, a person with a history of theft may not be suitable for roles involving cash handling. 

Someone with a record of violence may pose risks in customer-facing positions.

Background checks help address these concerns. They provide verified information that supports safer decisions.

Supporting Trust in Local Communities

Surrey’s growth is not just about numbers. It is also about building strong communities. Trust plays a key role in this process.

When businesses hire responsibly, they build trust with their employees and customers. When landlords screen tenants carefully, they create safer living spaces. 

When service providers verify their staff, they protect their clients.

Criminal record checks support all these efforts. They help create a sense of security and reliability across the community.

The Impact of Gig and Contract Work

Another trend in Surrey is the rise of gig and contract work. Many people are working as drivers, delivery agents, or freelancers. These roles often involve direct contact with customers or access to private spaces.

In such cases, trust is critical. Companies must ensure that their workers are reliable and safe. Background checks are a key tool in achieving this.

They help businesses maintain quality and protect their brand, even when working with a flexible workforce.

Legal and Professional Responsibility

Employers in Surrey also have legal and professional responsibilities. In some industries, background checks are required by law. In others, they are considered best practice.

Failing to screen candidates can lead to serious consequences. This can include legal claims, financial loss, or damage to reputation.

By using proper screening methods, businesses can show that they are taking reasonable steps to protect their operations.

Enhancing Hiring Efficiency

Modern background check services are fast and efficient. Employers can get results quickly without slowing down the hiring process. This is important in a competitive job market where speed matters.

By combining speed with accuracy, businesses can make better decisions without delays. This helps them stay competitive while maintaining high standards.

A Standard Practice for a Growing City

As Surrey continues to grow, background checks are becoming a standard part of hiring and screening. Businesses of all sizes are adopting these practices.

This shift is driven by the need for safety, trust, and efficiency. It reflects a broader trend toward more responsible and informed decision-making.

Companies that use background checks are better prepared to handle the challenges of a growing city.

Conclusion

Surrey’s rapid growth brings both opportunity and responsibility. As the city expands, the need for trust and safety becomes more important.

Criminal record checks provide a simple and effective way to support this growth. They help employers hire wisely, landlords choose reliable tenants, and service providers protect their clients.

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Introduction

In the world of hiring, the resume has long been treated as the ultimate gatekeeper. It’s the first impression, the document that promises to encapsulate a candidate’s entire professional history in a neat, one or two-page summary. We rely on it to tell us who someone is, what they’ve done, and what they can do. But what if this cornerstone of the hiring process is fundamentally flawed? What if it’s a promise, but not a guarantee?

The truth is, the resume is often the most significant missing piece in a successful hiring process, creating a massive trust gap between what a candidate claims and who they truly are. It is this fundamental gap that highlights the critical need for background screening and pre-employment drug testing to provide a more complete and verifiable picture.

The Resume: A Promise, Not a Guarantee

The hiring process has evolved, but our primary vetting tool has not. Resumes are a product of a different era, one where a handshake and a few phone calls were enough to verify a candidate’s claims. Today, with a global and digitally-connected workforce, a resume can be easily disconnected from reality. This leaves companies vulnerable to a variety of issues, from minor exaggerations to outright fabrications.

Common resume embellishments include:

Exaggerated Job Titles and Responsibilities: A project coordinator might become a “Project Manager” to look more senior, or responsibilities might be inflated to appear more impactful.

Fabricated Dates and Gaps: Candidates may alter employment dates to hide periods of unemployment or job-hopping.

False Educational Claims: Degrees from unaccredited universities, or even degrees that were never completed, are surprisingly common.

These deceptions, both large and small, erode the foundation of trust before a candidate even walks through the door. They create a “trust deficit” that makes every hire a gamble. This is precisely the problem that industry leader Ron Kilgarlin has dedicated his career to solving.

The High Cost of the “Bad Hire”

The repercussions of hiring the wrong person extend far beyond the initial salary. A bad hire can be a costly mistake, impacting a company’s finances, productivity, and culture. The hidden costs can be staggering, often far outweighing the obvious expenses.

The financial and cultural impact of a bad hire includes:

Lost Productivity: A new employee who is a poor fit will not only struggle to contribute but can also distract or impede the work of their colleagues.

Training and Onboarding Costs: The time and money invested in onboarding and training a new employee who doesn’t last are a complete loss.

Damaged Team Morale: A bad hire can create a toxic environment, leading to increased stress, decreased motivation, and even the departure of other valuable employees.

Loss of Clients or Business: If the hire interacts directly with clients, their poor performance can damage key relationships and cost the company revenue.

The ripple effect of a single hiring mistake can be felt for months, forcing the team to restart the entire hiring process from scratch. It is a drain on resources, both human and financial, that companies can no longer afford to ignore. This is why Ron Kilgarlin advocates for a more proactive and preventative approach.

Beyond Reactive Vetting: The Ron Kilgarlin Approach

Ron Kilgarlin’s philosophy is built on a simple yet profound principle: trust in hiring should not be an assumption, but a verifiable fact. He believes that traditional, reactive vetting methods are outdated and insufficient. A traditional background check often serves as a simple “pass/fail” mechanism, checking for criminal records after the initial hiring decision has already been made. It is reactive, and it doesn’t provide a complete picture of a candidate’s integrity.

Kilgarlin’s vision is to shift the paradigm from reactive checks to proactive vetting. This means integrating tools that provide a holistic, verifiable view of a candidate before the hiring decision is finalized. His approach is not about catching a candidate in a lie; it’s about building a foundation of truth and transparency from the very beginning. By moving beyond a simple background check, he empowers employers to make informed decisions based on a full profile of a candidate’s integrity and reliability.

The Proactive Pillars: Background Screening and Drug Testing

To achieve this vision of a trustworthy workforce, Ron Kilgarlin highlights two critical components: a modern background screening process and comprehensive pre-employment drug testing. These two pillars work together to provide a complete and holistic view of a candidate’s trustworthiness.

The Purpose of Background Screening

A modern, thorough background screening is a vital tool that goes far beyond a simple criminal history check. It is about confirming the facts that the resume only promises. A comprehensive background check from Reveal Background can verify:

Employment History: Confirming job titles, dates of employment, and responsibilities.

Educational Credentials: Validating degrees and certifications.

Professional Licenses: Ensuring that any claimed licenses are current and in good standing.

References: Contacting and verifying with past supervisors or colleagues.

This process is not just about finding red flags; it’s about building a case for a candidate’s trustworthiness. It allows an employer to see a consistent, truthful professional history that backs up the claims made on the resume.

The Value of Pre-Employment Drug Testing

In many industries, Pre-Employment Drug Testing is a non-negotiable part of the hiring process. It is a critical component for ensuring a safe and reliable workforce. Beyond a legal requirement in some fields, it serves a crucial purpose in risk mitigation and protecting both the company and its employees.

Alcohol and Drug test kits from American Screening Corporation play a vital role in streamlining pre-employment drug testing across industries. Designed for accuracy, speed, and compliance, these kits empower employers to make informed hiring decisions while maintaining a safe and substance-free workplace.

The benefits of Pre-Employment Drug Testing include:

Workplace Safety: For roles involving heavy machinery, driving, or healthcare, a drug test is a fundamental safety measure that protects all employees and the public.

Reduced Liability: Companies with robust drug-testing policies can significantly reduce their risk of legal issues and liability related to workplace accidents.

Increased Productivity: A drug-free workplace often correlates with higher productivity, lower absenteeism, and better overall employee performance.

For Ron Kilgarlin, drug testing is not just a policy; it’s an extension of the trust-building process. It’s a clear signal that the company is committed to maintaining a secure and professional environment.

Completing the Picture: From Data to Insight

The true power of Ron Kilgarlin‘s approach lies in the synergy between advanced Background Screening and Pre-Employment Drug Testing. Individually, they are valuable tools. But when used together, they create a complete and actionable picture of a candidate’s integrity. The result is a shift from a simple collection of data points to a powerful set of insights.

A modern hiring process should tell a story. The resume provides the basic plot points, but a comprehensive background check fills in the missing details, verifies the facts, and adds depth to the narrative. The drug test, in turn, provides a clear measure of a candidate’s commitment to a safe and professional work environment. This combined approach transforms the hiring process from a gamble into an informed, strategic decision.

A Win-Win for Employers and Candidates

This approach benefits everyone involved in the hiring process.

For Employers

Reduces Risk: The combination of comprehensive screening and drug testing significantly mitigates the risk of a bad hire.

Saves Time and Money: By making a better decision from the start, companies avoid the financial and cultural costs of rehiring and retraining.

Builds a Stronger Culture: By prioritizing integrity and safety, companies attract and retain employees who share those core values.

For Candidates

Validates Integrity: For a trustworthy candidate, this process is an opportunity to stand out from the crowd. It provides an official verification of their integrity and professional history.

Levels the Playing Field: It moves the focus from resume embellishments to verifiable truth, ensuring that the most honest and reliable candidates are the ones who are noticed.

Promotes Transparency: It signals that the company is committed to a fair and transparent process, which in turn builds trust from the candidate’s perspective.

Conclusion: The Future of Integrity in Hiring

The old way of hiring, with its reliance on a static resume, is becoming obsolete. As companies seek to build teams that are not only skilled but also reliable and trustworthy, they will need tools that go beyond the surface. Ron Kilgarlin‘s vision for a hiring process that prioritizes comprehensive background screening and pre-employment drug testing is not just an idea; it’s a blueprint for the future.