Ilinois School District Wants State to Mandate Background Checks for Teachers

Fri, October 14th, 2011 - 5:14 am - By Gordon Basichis

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With all the talk about children’s safety and the general concern for their well being, I am always surprise when school boards and public service agencies are reluctant to conduct background checks on their staff and teachers.  Many school boards and public service agencies act as if it was some type of insult to ask their personnel to submit to background checks.  So the rhetoric about the need to protect our children and the tangible means to do so will often come into conflict.

Of course, once there is a glaringly sensation incident where a school teacher or a staff member attacks or molests a child or for that matter a fellow staff member, the powers that be then do their best to look like they have sprung into action.  Too late, of course.  Sensational incidents usually encompass subsequent lawsuits and a bushel of public embarrassment.   You just hired a creep, even a former convicted creep, who just did something terrible under your watch.

On the other hand, Illinois  Orland School District 135 school board members are requesting  the Illinois Association of School Boards to adopt a policy for background checks for school board members.While the school board already does mandate background checks for their teachers, bus drivers, janitors, etc, the actual board members are not compelled to submit to background checks.  This,I assume, would encompass the background checks for criminal activity, from sexual assault to embezzlement.   Chances may be slight, even, but these things have been known to happen.

This request comes at the heels of a similar ruling in New Jersey.   In that state, Governor Chris Christie signed into law the statute requiring  public school board members must get background checks.  The new law disqualifies anyone who has been convicted of certain crimes.

Corra Group Increases Employment Screening Services to Headhunters and Staffing Agencies

Tue, October 11th, 2011 - 5:26 am - By Gordon Basichis

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This is from our recent press release announcing how we are expanding services so we can better assist headhunters and staffing agencies with their employment screening and background checks.  As more employers are tasking recruiters with the responsibility of background checks, we thought this a timely piece.

Here is the link to the entire release

Corra Group has expanded its efforts to assist headhunters with their employment screening efforts now that employers are tasking them with background checks. Increasingly, clients are passing onto staffing services responsibility for background checking in the final stages of the recruiting process.


“This is a new trend in recruiting and staffing,” noted Gordon Basichis, Co-Founder of Corra Group. “It used to be employers conducted any background checks as well as aptitude and psychological testing. But now more employers are shifting responsibility to the headhunters.”




Plan for Background Checks Delays for Columbus Day

Fri, October 7th, 2011 - 12:56 pm - By Gordon Basichis

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For those conducting background checks as part of their employment screening program, please be aware that Monday October 10th is Columbus Day.  All County and Federal Courts will be closed so there will be a slight delay in retrieving criminal and civil records.

Courts will reopen on Tuesday, October 11th, and we will be able to process all county and criminal records.


Happy Holiday to All.

Article on Data Collected from Ten Year’s Worth of EEOC/OFCCP Legal Actions

Mon, October 3rd, 2011 - 5:24 am - By Gordon Basichis

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Dr. Charles Handler has published on ERE.Net an article dealing with legal actions taken by the EEOC/OFCCP that were taken over the past decade.  It’s a deeply detailed and engrossing article.  A lot of food for thought.

Handler quotes to a great extent the unpublished doctoral thesis that was written by Kate Williams.  The thesis is entitled, Legal Risk in Selection: An Analysis of Process and Tools.    As handler writes…”Williams’ paper is basically an analysis of the data provided by the Bureau of National Affairs, a private company that publishes information and analysis for business and government. ”

The article and paper details the legal proceedings and the subsequent outcomes on cases the EEOC and OFCCP filed concerning hiring practices they suspected to be discriminatory or unfair in some way.  As Handler writes…”

The findings reported cover two key areas:

  1. Issues with a particular type of selection measure or test including: unstructured interviews, structured interviews, biodata measures, cognitive ability tests, psychomotor tests, and “other tests.”
  2. Issues with the way the selection tools were used within the hiring process, including the following key issues: lack of documentation, inconsistent process, quota for affirmative action programs, recruiting source violations, violations of the 4/5th rule, and “other” process issues.
The thrust of Handler’s article deals with the legitimacy and the legal propriety of the various aptitude and psychological tests that are conducted to best ascertain which employment candidate is the best fit for the position.
While Handler synopsis Williams’ thesis, it is a good read and had compelled me to want to read the full thesis.  I recommend this paper.

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