Many employers do criminal background checks on prospective employees. But if something comes up that is a concern, how can an employer legitimately respond?

Sexual harassment and abuse create tragic stories for individuals and organizations. How do we prevent abusive or harassing behavior by basic best practices?

Theresa emphasizes the importance of screening according to job qualifications and discusses how to proceed when a candidate raises the issue of a disability.

Dr. Lindquist outlines an approach to screening that maintains the integrity of the process while also complying with federal law.

In this final post of three, we discuss a recent case from California, Doe v. U.S. Youth Soccer Association, about child sexual abuse, background checks, and liability.

Theresa Sidebotham responds to Dr. Lindquist’s observations and advises on not ignoring significant problems without making a mountain out of every molehill.

Dr. Brent Lindquist evaluates the options that Theresa Sidebotham outlined in the previous post from a psychologist’s perspective.

Running certain background checks when hiring an employee may be subject to the federal Fair Credit Reporting Act. Learn more in this informative post about how to comply with the FCRA.

Make sure to avoid certain ways of gathering information for pre-employment screening and learn how to respond when you uncover complicated information.

Brent outlines his project in developing spiritual screening tools and some problems that such a project might encounter.