Aurico listed again on Workforce Magazine's Annual Hot List of Leading Background Checking Providers

It's easy to see why so many companies might be willing to forego background checks – when a company needs to hire quickly, background checks adds time and money to the process – however, not screening workers of any type (full-time, temporary, contract, etc.) puts organizations at increased risk of negligence, fraud, theft and violence.

Workforce Magazine recently address this issue in a recent article titled, "The Increasingly Important Role of Screening in Recruiting." "Recruiters can't afford to skip this vital step in the hiring process, especially with trends showing candidates are misrepresenting themselves more than ever," Workforce's Sarah Fister Gale writes. Gale adds that, as more employers recognize the importance of background-checking, they are relying on third-party providers "to meet the needs for faster, better and more seamless screening."

One such vendor fulfilling this role is Aurico, a CareerBuilder company that made Workforce Magazine's annual "Hot List" of background check providers. Aurico takes the burden off employers by providing seamless, comprehensive background screening and drug-testing with fast turnaround. Aurico ensures companies meet compliance standards and feel more confident in their hiring choices. In addition to using leading-edge technology, Aurico is a recognized leader in customer satisfaction among background screening and drug-testing services providers.

Four benefits of Aurico:

1. Unmatched customer service: Aurico is a recognized leader in customer satisfaction.
   
2. Superior quality: Aurico is NAPBS accredited and ISO 9001:200 certified, with multiple audit checkpoints throughout the process.
   
3. Focus on candidate experience: Aurico coaches applicants through the process to ensure the best possible candidate experience.
   
4. Record-keeping: Aurico's unique web-based portal enables clients to order reports, check their status and receive results efficiently.

View in Workforce Magazine's August Edition

Aurico is a Six-Time Inc. 5000 Honoree

For the sixth year in a row, Aurico has earned a spot on the Inc. 5000 list of America's fastest growing private companies. In its best performance yet, Aurico ranks 2007 in this year's Inc. 5000 list. Aurico's tremendous success is attributed to its WebACE™ technology platform while delivering exceptional customer service. "On average, the companies on the list have grown almost five-fold over the past three years," says Eric Schurenberg, President of Inc. Media. Aurico projects annual revenue growth of 40 to 65 percent within the next two years.

Aurico Makes the Fast 50 List

Aurico Reports has earned the 40th spot on Crain's Chicago's Fast 50 list making them the oldest company on the list. The annual Fast 50 list is a snapshot of the Chicago region's growth sectors. Each company must post an impressive enough revenue to gain a top 50 spot. In September, Aurico celebrates 25 years of providing service excellence in background screening and drug testing. Aurico continues to grow at an astounding rate.

New Jersey Clarifies Their "Ban the Box" Ordinance

The act became effective in March, 2015. 

The regulations¹ clarify certain key aspects of the Act as listed below:

• Employers of 15 or More Employees Are Covered: The Act applies to employers who employ 15 or more employees, regardless where those employees are actually located.  The 15 employees do not all have to be in New Jersey.
• Use of Multi-State Forms Is Permitted: Multi-state employers who use uniform employment applications and forms in multiple jurisdictions may include a question regarding criminal records on an employment application, so long as immediately before the question there is a statement that “an applicant for a position the physical location of which will be in whole, or substantial part, in New Jersey is instructed not to answer this question” until after the first interview.  This requirement is the stark opposite of the recent requirements in New York City and Philadelphia that effectively prohibit multi-state forms with state-specific carve-outs like the one permitted here.  
• “Interview”: Since employers are prohibited from inquiring into an applicant’s criminal record until after the first interview, the regulations clarify that an “interview” means “any live, direct contact by the employer with the applicant, whether in person, by telephone, or by video conferencing, to discuss the employment being sought or the applicant’s qualifications.” It does not mean solely “the exchange of e-mails or the completion of a written or electronic questionnaire.”
• Internet Searches Are Prohibited:

The City of Philadelphia Expands Their "Ban the Box" Law

On December 15, 2015, Philadelphia Mayor Michael Nutter amended the city’s current “ban the box” law Fair Criminal Records Screening Standard§ 9-3504 to expand the number of employers it covers and increase restrictions on the use of criminal background checks during the hiring process. The amendments take effect in just 90 days from December 15, 2014 and make several noteworthy changes to the city’s original Fair Criminal Screening Standards Ordinance enacted in 2012.

Here are some highlights. 

Inquiry into criminal background - post offer of employment.

Employer can only consider convictions within the last seven years (or release from confinement).

If applicant is rejected he/she must be advised as to why and be provided a copy of the record

The employer shall allow the applicant ten (10) business days to provide evidence of the inaccuracy of the information or to provide an explanation.

The following is a detailed list of the terms within the act. 

(1) In connection with the licensing or employment of any person, it shall be an unlawful discriminatory practice for a City agency or private employer to make any inquiry regarding or to require any person to disclose or reveal any criminal convictions during the application process. The application process shall begin when the applicant inquires about the employment being sought and shall end when an employer has [accepted an employment application] extended a conditional offer of employment to the applicant. The inquiry prohibited by this Section shall include any question regarding the applicant’s willingness to submit to a background check.

Aurico Repeats #1 Rank in HRO Today’s Baker’s Dozen Customer Satisfaction Ratings

Aurico has claimed the top spot in the 2015 HRO Today's Baker's Dozen Customer Satisfaction Ratings for the second year in a row.  Ben Goldberg, President of Aurico, said, "This is a gratifying time for Aurico. To rise to the top of this list once, is a stunning achievement. To win this honor a second time is a clear endorsement of the level of excellence we provide on a day to day basis."

Aurico Webinar: E-Verify . . . Form I-9's Companion

Aurico will be hosting an upcoming Webinar on E-Verify on Wednesday, December 16th at 1:00pm CST.  This webinar is the accompaniment to the previous Form I-9 webinar on October 29th.  The I-9 webinar can be accessed HERE.  The Webinar will focus on the following topics

• Your responsibility in regards to E-Verify
• Directives from the National Archives and Records Administration (NARA)
• Complying with the retention and disposal schedule of NARA
• The earliest you can run an E-Verify case and more . . .

REGISTER HERE to secure your seat for this informative presentation on E-Verify.