The Future of CSA Scores

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What the National Academies of Sciences CSA Recommendations Will Mean

The ability of the CSA (Compliance, Safety, Accountability) scoring system to accurately portray the crash risk of each individual motor carrier is still in question, which has become of paramount importance to the trucking industry as more and more people — bankers, insurers, shippers, plaintiff’s attorneys, to name a few — are looking to CSA as the final word on the safety of the fleet.

Becoming GDPR Compliant – Step 3 of 12

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Step one in “12 Steps to GDPR Compliance” blog series covered candidate consent and information notices. Consent is not only vital to HireRight’s service but also on the route to compliance.

Now it’s time to continue the journey towards Step 3 on the road to GDPR compliance: Will subject access rights become the Vogue under the GDPR?

Becoming GDPR Compliant – Step 2 of 12

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Data mapping should be a key element in any organization’s compliance strategy, including any pre-employment screening policy.

The prospective employer (data controller) can face questions from its candidate base about where their personal data is being sent and how it is used. When a data mapping exercise is successfully undertaken, the prospective employer can answer questions with confidence and provide the right level of comfort to candidates during what can be a stressful time. Knowing where data is being sent and how it is used, and being transparent in respect to data mapping, also reduces the risk of any claims of unauthorized handling of personal information.

Becoming GDPR Compliant – Step 1 of 12

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The General Data Protection Regulation (GDPR) is less than a year away.

Yet, there still seems to be some way to go for most companies affected to achieve compliance with the new regulations.

Over the next year, HireRight will be releasing the “12 Steps to GDPR Compliance” blog series, aimed at addressing some key issues that are closely related to the HireRight services.

A Brief Course in Education Verifications

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It’s best to verify all elements of a resume and job application – including those of newly-hired C-level executives.

Since many candidates have assumed that a prospective employer may not bother verifying his or her educational background, he or she may exaggerate or provide fabrications in this area.

Demonstrating due diligence by directing a background check company to thoroughly validate job candidates’ education references will keep an employer at the head of the class.