Less than a decade ago, employers large and small would typically evaluate and hire potential employees on the basis of some fairly standard assessment tools: job applications and/or resumes; in-person interviews; personal and professional references; and transcripts or test scores.
Depending on the sensitive nature of the job opportunity, an employer might have dug deeper into an applicant’s background; a criminal background and/or credit check could aid the employers in deciding whether the new employee at the till, supervising small children or inputting confidential medical data, was indeed trustworthy.
This content has been archived. It is available through our partners, LexisNexis® and Bloomberg Law.
To view this content, please continue to their sites.
Not a Lexis Subscriber?
Subscribe Now
Not a Bloomberg Law Subscriber?
Subscribe Now
LexisNexis® and Bloomberg Law are third party online distributors of the broad collection of current and archived versions of ALM's legal news publications. LexisNexis® and Bloomberg Law customers are able to access and use ALM's content, including content from the National Law Journal, The American Lawyer, Legaltech News, The New York Law Journal, and Corporate Counsel, as well as other sources of legal information.
For questions call 1-877-256-2472 or contact us at [email protected]
