EnCompass Background Screening Solutions

11/19/2025

🟩 California – SB 809
Employers cannot consider non-conviction arrests
Must provide individualized assessments before taking adverse action based on criminal history

11/17/2025

🛠️ How Technical Skills Testing Transforms Your Hiring Process

Looking for proof of practical expertise, not just polished résumés? Technical skills assessments help you pinpoint candidates with the know-how your roles demand. These pre-employment tools measure job-specific abilities objectively and efficiently, helping you make data-driven hiring decisions. Candidates who excel on technical skills tests are up to 30% more effective in their positions.

Technical Skills Tests Offer:
• Job-relevant, unbiased evaluation
• Quick and hassle-free administration
• Instant scoring for rapid hiring

🔍 Common Technical Assessments We Offer:
🧮 Accounting & Bookkeeping:
• Math fundamentals & reconciliation
• Account structure knowledge
• Payroll and AP/AR
• Proficiency with accounting software

🧪 Data Entry & Typing:
• Words per minute
• 10-key numeric entry
• Attention to formatting and errors

🛞 Warehouse & Logistics:
• Inventory basics
• Order handling
• Shipping and receiving
• Safety and regulatory compliance

⚙️ Mechanical/Trade Skills:
• Spatial reasoning
• Mechanical/electrical basics
• Tool recognition and proper use

🏥 Medical Office Proficiency:
• HIPAA compliance
• Insurance code accuracy
• Medical terms
• Patient intake/front-desk flow

🎯 Why Integrate Technical Testing Before Hiring?
✅ Confirm candidates’ skills go beyond their résumé
✅ Reduce costly onboarding and training
✅ Avoid critical mistakes in sensitive jobs
✅ Build a high-performing team from day one
✅ Pr

11/17/2025

Hiring top talent is only the first step—continuing to screen employees after they’re onboarded is essential for safeguarding your organization. Research indicates that 30% of workplace incidents are linked to employees with issues that went unnoticed after hiring. Even loyal, long-standing staff can encounter new personal or professional challenges that may impact your operations. Overlooking these shifts can leave your company vulnerable to disruptions, legal risks, and damage to your reputation.

Ongoing post-hire screening empowers you to:
• Uncover emerging risks early and proactively address them
• Uphold a positive workplace culture and strengthen client confidence
• Reduce exposure to costly compliance failures or negligence claims
• Defend your brand’s image in an unpredictable business landscape

Failing to implement regular screenings can result in unseen threats that lower employee morale, harm your public image, and trigger legal complications.

Stay ahead of risks—choose EnCompass Background Screening Solutions to help protect your business’s future.

Visit: https://www.encompass411.com
Email: solutions@encompass.com
Call: +1 719 377 7589
Hiring top talent is only the first step—continuing to screen employees after they’re onboarded is essential for safeguarding your organization. Research indicates that 30% of workplace incidents are linked to employees with issues that went unnoticed after hiring. Even loyal, long-standing staff can encounter new personal or p

EnCompass background screening solutions in Lexington, KY is an FCRA Compliant company that gives quick and accurate data for background check and tenant screening services.

11/12/2025

In the fast-paced world of recruitment, diligent candidate screening is essential to ensure you make fair, lawful, and well-informed hiring choices. Ethical social media screening adds an extra layer of insight to your process, revealing qualities and concerns that may not appear on a resume or in an interview. This can help validate experience, gauge professionalism, and uncover both assets and potential issues.

Best practices for social media screening include:

• Prioritize professional sites like LinkedIn and X (Twitter); only explore other platforms if they are relevant, and always proceed responsibly.
• Limit your review to no more than 7 years of public, job-related posts—think professional achievements, endorsements, or relevant communications.
• Define in advance what constitutes a red flag (such as discriminatory or illegal content) versus acceptable behavior.
• Apply your criteria uniformly and follow all data privacy laws.
• Clearly communicate with candidates about the screening process and secure their consent.

By following a structured, principled approach, you reduce hiring risks and find employees whose values and behaviors genuinely fit your organization—fostering long-term success.

Connect with us for more guidance on ethical and effective hiring strategies.

09/29/2025

Understanding “Ban the Box” and What It Means for Employers
Hiring the right people is one of the most important decisions any business can make. But in recent years, new laws have changed the way employers are allowed to ask about job candidates’ criminal histories. One of the most impactful of these laws is known as “Ban the Box.”
What is “Ban the Box”?
“Ban the Box” refers to removing the checkbox on job applications that asks candidates if they have ever been convicted of a crime. The goal is to give individuals with past criminal records a fair chance at employment by ensuring they are first considered based on their qualifications—not excluded automatically because of a past conviction.
Why Was It Created?
For many people with criminal records, one checkbox on an application meant instant disqualification, regardless of the nature of the offense or how long ago it happened. This created barriers to reentry into the workforce and contributed to higher unemployment rates for justice-involved individuals.
“Ban the Box” laws were designed to:
Reduce hiring discrimination.
Support rehabilitation and reentry into society.
Encourage employers to evaluate applicants based on skills and experience first.
How Does It Work?
The specifics vary by state and city, but in general, “Ban the Box” laws:
Delay criminal history inquiries until after a conditional job offer has been made (or at least after an initial interview).
Require individualized assessments—employers must consider the nature of the offense, the time elapsed, and its relevance to the job.
Prohibit blanket exclusions that automatically disqualify candidates based on any criminal history.
Where Is “Ban the Box” in Effect?
As of 2025, more than 37 states and over 150 cities and counties have passed some form of “Ban the Box” or Fair Chance Hiring law. States such as California, Illinois, New York, and New Jersey have some of the strongest protections in place. In many areas, these laws apply not only to public-sector jobs but also to private employers.
What Employers Need to Know
If your organization operates in multiple states, compliance can get complicated. To stay on the right side of the law:
Review your job applications and remove questions about criminal history where prohibited.
Train hiring managers on when and how they can consider background information.
Partner with a trusted background screening provider that understands both federal and state compliance requirements.
Document individualized assessments if you make hiring decisions based on criminal records.
Key Takeaway
“Ban the Box” doesn’t mean employers can’t consider criminal records at all—it simply changes when and how those records can be considered. By following these rules, employers can remain compliant, avoid costly lawsuits, and expand their candidate pool to include skilled individuals who deserve a second chance.

09/26/2025

HR Compliance - Tip 81825 “How do you stay updated on HR laws to ensure the questions you ask during hiring are legally compliant?”. Pay Transparency and Salary History Bans
While not a “criminal” background issue, many states now ban asking about prior salary history during hiring, and violations can lead to legal trouble:
Washington State (Effective 2023, enforcement ramping in 2024): Requires posting pay ranges in job ads and bans certain past salary inquiries.
California & New York: Similar rules in place; more aggressive enforcement began in 2024.

09/24/2025

🔍 Why conduct post-hire background checks on your current employees?

Maintaining a secure workplace means ensuring your team still meets your company’s standards. Regular checks can help identify any potential risks that may impact your organization. 💼✨ Stay proactive and protect your business!

09/22/2025

Nonprofit Stories that cause concerns – "The Volunteer with a Hidden Past"
A youth nonprofit welcomed a new volunteer to help with after-school programs. They ran a basic local criminal check, but skipped the national search to save time and money.
Three months later, a concerned parent discovered the volunteer was on a s*x offender registry in another state. The oversight not only jeopardized the safety of children—it also forced the nonprofit to suspend programs, damaging community trust and losing a major grant.

09/19/2025

🌟 Protecting your mission starts with knowing who’s behind it! Non-profit organizations can enhance the safety of their projects by implementing thorough background checks on volunteers. This not only safeguards participants but also builds trust within the community. 💪❤️

Invest in peace of mind and create a supportive environment for everyone. Let’s ensure the integrity of your organization!

👥🔍

09/17/2025

Incident:
In late 2024, a major hospital system in the Midwest faced public scrutiny after hiring a nurse who had falsified her credentials. The background check performed by a staffing agency failed to verify her nursing license with the state board. She worked for several months before errors in patient care triggered an internal review.

What Went Wrong:

The employer relied solely on a national database search, which did not contain up-to-date state licensing information.
No direct verification with the licensing board was done.
Prior malpractice issues in another state were missed due to incomplete criminal record checks.
Impact:
Several patient safety incidents occurred, including improper medication administration.
The hospital faced legal liability, state fines, and reputational damage.
The nurse’s license was later confirmed to have been revoked in a different state.
Lesson for Employers:
A background check is only as effective as its depth and accuracy. Relying on incomplete or single-source screening can miss critical red flags—putting employees, customers, and the organization at risk.

We at EnCompass Background Screening Solutions offer Verification Services where Education, Prior Work Experience and Professional Licesnsing are verified at the source. Contact us and learn how to hire with confidence!

09/15/2025

🌟WHAT QUESTIONS ARE ESSENTIAL for Employers During an Interview? Hiring the right talent starts with asking the right questions! Here are three essential questions to include in your pre-hire interview process:

1️⃣ Can you describe a challenging situation you faced in a previous role and how you handled it?
2️⃣ What motivates you to work in this industry, and how do you stay updated with industry trends?
3️⃣ How do you prioritize your tasks when you have multiple deadlines approaching?

These questions help you understand a candidate's problem-solving abilities, passion for the job, and time management skills! 💼✨

09/12/2025

🔍 Did you know? According to recent studies, organizations that implement background screening in their hiring process see a 50% lower employee turnover rate! 🏢✨

When you hire with confidence, you not only create a safer workplace but also enhance your company's reputation. Don't take chances—partner with us at EnCompass Background Screening Solutions LLC for thorough vetting.

Make informed hiring decisions today! 🚀