About: PreemploymentDirectory.com


W. Barry Nixon

Co-Author, Background Screening Investigations: Managing Hiring Risk from an HR and Security Perspective; Creator of the leading background screening information portal – PreemploymentDirectory.com; Publisher, award-winning e-newsletter, The Background Buzz, and e-magazine, The Global Background Screener, Annual Background Screening Industry Resource Guide; Author, Comprehensive Guide for Selecting a Background Screening Firm.

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Mitigating screening bias on underserved communities: Key takeaways from a Neeyamo ‘Rise Above’ 2020 panel discussion

As communities across the country have been enmeshed in public demonstrations focused on social
justice and equality, the issue of racial bias in in the criminal justice system is especially germane. Both
the Professional Background Screening Association (PBSA) and Society of Human Resource
Management (SHRM) have reported that over 96% of U.S. companies conduct criminal record checks
and this process in many cases is instrumental in employers hiring decisions.

HR solutions provider  Neeyamo  invited Appriss Insights to be part of a panel discussion at its Rise Above
Global HR Evolution Summit this week to help CRAs and hiring professionals better understand and
address this significant challenge.

Here are some key takeaways offered by the expert panel:

Barry Nixon — Publisher of PreemploymentDirectory.com, The Background Buzz, and other
industry publications

Krisy Bucher — Director of Marketing Programs, Appriss Insights

Lester Rosen — Founder and CEO, ESR Check

Rachel Theisen — COO, InCheck

A recording of the panel discussion is now available. Use promo code POPXRA2020 for free access to
this and other sessions.

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Wake Up Call for the Background Screening Industry

Several weeks ago the article, How criminal background checks lead to discrimination against millions of Americans,’ by Sarah Lageson was published in Washington Post and it caused a bit of an uproar in the background screening community. Several prominent members of the industry posted comments very critical of the article choosing to focus on the aspects of the article which they felt misrepresented the background industry. I totally get where they are coming from, however, in my humble opinion, they missed the point of the article.

When I read several of the comments about the article it put me on the ‘horns of a dilemma.’ On one hand, I am very clear that I make my living by selling services to the background screening industry. At the same time, I am very uncomfortable with the role the industry continues to play as a contributor to perpetrating discrimination against underserved communities in our country and has made the conscious choice to turn a blind eye to this injustice. Please note, in my eyes, ‘doing nothing’ about a known problem is turning a blind eye.
As a person of color, despite the potential challenge to my livelihood, I cannot stand quiet on the sidelines and be complicit about this issue. I am reminded of the famous words of Dr. Martin Luther King,
“The ultimate measure of a man is not where he stands in moments of comfort and convenience, but where he stands at times of challenge and controversy.” We are at point of controversy in this country and I want history to note that I stood up for what I believe is right.

First, let me be clear about the injustice I am referring to. The background screening industry thrives on and makes money by providing information to employers to help them make hiring decisions. This information provided to employers includes information gathered about an individual’s encounter with the criminal justice system, e.g., arrest, booking and convictions, which are based on a Police officer’s decision. If the officer’s decision is based on racism the information from this encounter is then baked into the information that is collected and reported by background screening companies. This is no small matter because criminal records are by far the most prevalent type of background check conducted by employers.

It is well established by research that people of color, especially African-Americans and Hispanics are much more likely to have negative encounters with the criminal justice system. And, when this information is used in hiring decisions it potentially can lead to disparate treatment and illegal discrimination. As I am sure you will recall this was the genesis of the creation of the ‘Enforcement Guidance on the Consideration of Arrest and Conviction Records in Employment Decisions’ in April 2012. The intent of these guidelines is to reduce the negative impact of the improper use of arrest and criminal records in hiring decisions. The issuing of the EEOC Guidelines should have been a wake up call for the background screening industry.

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The National Background Investigations Bureau (NBIB) Could Deliver a Fatal Blow to the U.S. Background Screening Industry

If you read the February edition of The Background Buzz (see  http://goo.gl/0iBHZ1) you likely saw the article, The Way Forward for Federal Background Investigations which discusses the U.S. Federal Government’s announcement of a series of changes to modernize and strengthen the way that background investigations are conducted for Federal employees and contractors and protect sensitive data. The changes include the establishment of the National Background Investigations Bureau (NBIB), which will absorb the U.S. Office of Personnel Management’s (OPM) existing Federal Investigative Services (FIS), and be headquartered in Washington, D.C. This new government-wide service provider for background investigations will be housed within the OPM. Its mission will be to provide effective, efficient, and secure background investigations for the Federal Government. Unlike the previous structure, the Department of Defense will assume the responsibility for the design, development, security, and operation of the background investigations IT systems for the NBIB. The article can be viewed at https://goo.gl/wIOe12

When I read about this the Criminal Records Bureau (CRB) which has morphed into the The Disclosure and Barring Service (DBS) in the United Kingdom instantly came to mind. In the UK the DBS is the governments entity that processes request for criminal records checks. While the announcement of the NBID is not the equivalent of the DBS, in my mind, it does not seem so far-fetched that based on the right (or wrong set of circumstances) occurring and unforeseen political events we could end up going down that road.  Remember the set of unforeseen events that led to the creation of the NBIB due to the demise of USIS, who dominated the government space, as a result of accusations of fake reports, significant backlogs, missing key information in the background check of the shooter at the U.S. Naval yard and “the straw that broke the camel’s back” the humongous data breach at the OPM.  It was a perfect storm of unanticipated events that coalesced and culminated in the creation of the NBIB.

I am raising a ‘What if?’ question regarding the NBIB and applying one of the principles of systems thinking’s ‘law of unintended consequences.’ The law of unintended consequences as defined by Businessdictionary.com is described as a set of results that was not intended [or anticipated] as an outcome or put another way as stated in an old saying “things do not always turn out as we expect.”

When I posted this same issue to Linkedin one person asked “What exactly was the issue I see the NBIB posing?” and I reiterate that I do not see NBIB in its current format significantly impacting the background screening industry. In fact, it will pose little, if any threat at all. However, the point I am raising is that it could be the first step in the direction of the government moving towards setting up a central repository for criminal records. This is not the reason the NBID has been set up nor do I think there is some clandestine plot to move in this direction, however, I am simply raising the possibility that another ‘political storm’ of unforeseen events could make it politically expedient to make the leap to combining the NBIB with the FBI’s NCIC and then you have the central repository. Its pure food for thought, but stranger things have happen.

Let me know what you think?

Don’t Let Resume Lies Get Your Company in Legal Trouble

Data reported by background screening companies have consistently shown that 30 to 50percent of job applicants misrepresent themselves and/or outright lie on their resume.  While there is universal agreement that applicants falsifying their resume is problematic the fact is that it is not illegal. However, hiring a person based on what is presented in their resume can lead an employer down the path to some very hot legal waters.

Consider the following:

Professional Licensing Issues

Your organization business could end up in getting sued if you hire an unlicensed professional or someone’s license that has expired to perform the professional duties in fields that require a license to practice and someone is harmed.  Classic examples would be someone serving a medical doctor that is not licensed or providing legal counsel with a law degree.

Liability Issues

Hiring someone who is unqualified to do a job is risky business, your customers or patients could sue you for negligence if they are harmed. Although you may be able to sue the person who lied, you will have to demonstrate that the lie caused your business harm and that you could not have known the person was lying (if you did not perform a background check ‘good luck’ with proving that)

Termination Issues

Did you know that once you have discovered an employee lied on her resume, you might not be able to immediately fire her.If the employee has an employment contract or your state requires termination for cause, you may have to prove the lie or show that the employee is otherwise unqualified. Before you move to terminate the employee be sure to keep detailed and specific documentation of the employee’s performance short comings, mishaps and incidents. Also talk to the employee about the purported lie on their resume to provide them an opportunity to offer an explanation. If you falsely accuse someone of lying on her resume, you could be vulnerable to a wrongful termination suit and furthermore, if you end up in front of a jury it will look good that you gave them a chance to explain and who knows it might be your luck day and she actually admits it was a lie.

PreemploymentDirectory.com is a comprehensive listing of professional background screening companies. Founded in 2005, PreemploymentDirectory.com has grown to become the leading online directory available to organizations to use to search for a background screening firm PreemploymentDirectory.com.

PreemploymentDirectory.com helps businesses of all sizes to meet the critical need they have to know whom they are hiring and who is on their payroll. With the challenges that organizations are facing today with finding the talent they need to succeed the need was never greater to have a trusted partner to help them avoid making a bad hire. Background screening has reached the point where it is a critical part of the hiring and selection process. Finding the right background screening firm to meet your company’s needs is imperative.

PreemploymentDirectory.com helps you meet this need by making it easy for you to quickly find a background screening firm. The directory allows you to search for a background screening firm either alphabetically or by geographic location. You can search for a background screening firm in the U.S. by clicking on a state from a map of the U.S. or by clicking on the country on our world map. It’s that easy.

The Directory consist of several sections to guide organizations quickly to the company that will serve them best:

1. Alphabetical listing
2. U. S. Domestic Section (firms are listed by their location, State by State)
3. International Section (firms that conduct background screening internationally listed by country)
4. Vendor Showcase (firms that provide services to the background screening industry listed by categories:

A key feature of PreemploymentDirectory.com is the Background Screening Knowledge Center. It has an information rich International Background Screening Resource Center that provides extensive information about conducting international background investigations and checks as well as other relevant information for people  doing business in the global marketplace. There is also a U.S. Background Screening Resource Center that provides extensive information about conducting background checks in the U.S.

The Background Screening Knowledge Center also has an extensive Article Library that can be searched by geographic location; states in the U.S. or by country worldwide; or by category. You can also use the search feature on the site to find the information you are looking for.

PreemploymentDirectory.com has put the world of background screening at your fingertips and created an information portal that has the most information about background screening available in the world. Organizations no longer need to search in multiple places or get frustrated with large search engines that show a multitude of unrelated information. PreemploymentDirectory.com is your source for information on background screening and we hope you will visit PreemploymentDirectory.com often.


How to Select the RIGHT Background Screening Provider for your Company

  • Best Practices based on NAPBS accreditation guidelines
  • Learn how to assess which type of background screening provider will best fit your needs
  • Learn how to evaluate providers using a criterion based approach