REDWOOD CITY, CA: Fast-growing GoodHire (55,000 customers and counting) today announced the industry’s first “adverse action” workflow that guides employers through federal requirements and more than 180 new state and local ban-the-box rules – automatically.
Ban-the-box initiatives first focused on removing questions about criminal records from job applications to give 70 million Americans with records a better chance to find work.
These state and local “ban-the-box” laws contain complex, overlapping, and sometimes contradictory rules about how businesses evaluate job candidates’ criminal histories.
As a result, employers must decipher sometimes conflicting laws. Mistakes invite legal action: for example, Brooklyn’s Barclays Center faces a class-action lawsuit alleging “flawed and discriminatory criminal history screening policies” that violate New York City’s strict Fair Chance Act and federal laws.
FCRA lawsuits costs add up: A recent FCRA lawsuit against TransUnion resulted in a $60 million judgment against the company.
With GoodHire’s new workflow, employers can seamlessly follow new fair-chance laws as well as traditional federal Fair Credit Reporting Act and EEOC guidelines.
“Employers won’t have to keep changing their processes as laws change,” says GoodHire Cofounder Brian Monahan. “We automate compliance, giving teams peace of mind knowing they’re following the letter and the spirit of these fair chance laws.”
GoodHire’s “humanizing” approach to background checks has garnered industry accolades since the 2016 debut of its True Me candidate experience, which empowers job seekers to add context to their background check results.
Customers appreciate it, too.
“We chose GoodHire for its technology. But we also wanted to ensure we were a second-chance jobs broker, finding ways to get people with records back to work,” says Scott Farmer, Vice President of Customer Experience for tilr, an algorithmic hiring solution that matches jobs and workers based on their skills.
Matthew Monahan, CEO of GoodHire’s parent company Inflection, sees another advantage.
“Through easy mobile workflows and automation, GoodHire is freeing HR to focus on the human side of hiring.”
Best of all, it’s available with every GoodHire background check – at no extra charge.