​In the evolving landscape of remote work, a new challenge has emerged: the use of artificial intelligence (AI) by fraudulent individuals to impersonate job candidates. This trend poses significant risks to companies, especially those hiring for remote positions.​

The Rise of AI-Driven Impersonation in Job Applications

Recent reports indicate a surge in cases where scammers utilize AI technologies, including videos and voice cloning, to deceive employers during virtual interviews. These individuals often present fabricated resumes and identities, making it increasingly difficult for hiring managers to discern genuine applicants from imposters. The FBI has issued warnings about such practices, noting that some scammers have successfully secured positions that grant them access to sensitive company data.

Implications for Employers

The infiltration of fake candidates into organizations can lead to severe consequences, including data breaches, financial losses, and reputational damage. Companies may unknowingly grant access to proprietary information, customer data, or internal systems to unauthorized individuals. Moreover, the presence of imposters can disrupt team dynamics and undermine trust within the organization.​

Strategies to Mitigate Risks

To combat this growing threat, employers should consider implementing the following measures:

• Enhanced Verification Processes: Incorporate multi-factor authentication and biometric verification during the hiring process to confirm candidate identities.​

• Training for HR Personnel: Educate hiring teams on recognizing signs of AI-generated content and technologies.​

• Utilization of Advanced Screening Tools: Adopt solutions that can detect inconsistencies in applicant information and identify potential red flags.​

• Regular Audits and Monitoring: Continuously review and monitor employee activities, especially in remote settings, to detect any anomalies that may indicate fraudulent behavior.

Employer Guidance

As AI continues to evolve, so do the tactics used by those looking to exploit the hiring process. Employers must stay proactive by implementing strong safeguards, including comprehensive background screening protocols that verify both qualifications and identity. Tools like GIS’s vID, which uses biometric technology to confirm a person’s identity, add a powerful layer of protection—helping to prevent fraud, reduce errors, and ensure that employers are making informed decisions based on accurate, verified information.

For more information, click here.

As always, GIS is here to help protect your company or organization with trusted screening solutions. To learn more about how you can strengthen your security—or to inquire about our cutting-edge biometric solution, vID—please don’t hesitate to contact us.

 

Pay transparency is gaining traction across the United States as states continue to implement laws aimed at promoting fairness and equity in the workplace. The latest development comes from New Jersey, where Senate Bill 2310 (S2310) was signed into law. This new legislation requires employers to disclose pay ranges and benefits in job postings and promotional opportunities 

Effective June 1, 2025, New Jersey will join Illinois, Massachusetts, Minnesota, and Vermont as one of the newest states to implement pay transparency laws. Employers must take proactive steps to ensure compliance with evolving state regulations. 

Requirements 

New Jersey’s pay transparency law applies to employers with at least ten employees over 20 calendar weeks who conduct business, employ workers, or accept applications in the state. Under the law, all job postings for new positions and internal transfers must include an hourly wage or salary—or a range. Employers must also provide a general description of benefits and compensation programs to give job seekers a clearer understanding of what to expect. 

Beyond job postings, employers are also required to make reasonable efforts to notify employees about promotional opportunities before hiring decisions are made. This ensures that employees are aware of advancement options within their organization. However, promotions based solely on seniority or performance are exempt from this requirement. 

Exceptions 

Certain exceptions apply to temporary helping service firms and consulting firms. These businesses are not required to disclose pay ranges or benefits for speculative future openings. However, they must provide this information during interviews or at the time of hire for specific job opportunities. 

Non-compliance with the law carries civil penalties of $300 for the first violation and $600 for each subsequent violation. While these fines may seem minimal, repeated violations could harm an employer’s reputation and expose them to greater legal scrutiny. 

Employer Guidance 

With the law’s effective date approaching, New Jersey employers should take proactive steps to review and update their hiring and promotion practices, revising job postings and descriptions and keeping HR up to date with compliance. As more states introduce similar regulations, multi-state employers must remain vigilant and adapt to varying legal requirements. By staying ahead of these changes, businesses can ensure compliance while fostering a more transparent and equitable workplace. 

Click here for more information. 

At Global Investigative Services, we are your trusted ally in background screening, committed to helping you navigate pay transparency law and other evolving regulations. Our precise, timely, and comprehensive services ensure that you remain compliant and well-prepared for any changes. If you have questions or need assistance with background check practices, or navigating pay transparency requirements, please contact us.  

Several states are enacting new record-clearing laws in 2025, giving individuals the opportunity to have eligible criminal records sealed or expunged. These reforms will affect background screening practices, making it crucial for employers to stay updated on compliance requirements. 

Minnesota’s Clean Slate Act

Starting January 1, 2025, Minnesota will begin automatically clearing qualifying criminal records, including petty misdemeanors, misdemeanors, gross misdemeanors, and specific felonies. The law applies retroactively, meaning past offenses that meet eligibility criteria will be removed from background checks. 

Waiting periods vary by offense type: 

• Petty misdemeanors and misdemeanors: 2 years

• Gross misdemeanors and select felonies: 3–5 years

To be eligible, individuals must remain conviction-free during the waiting period; any new offenses reset the clock.  

Virginia’s Enhanced Record Sealing Law

Effective July 1, 2025, Virginia will begin automatically sealing certain misdemeanor convictions and dismissed charges, covering offenses like petit larceny, disorderly conduct, and misdemeanor marijuana violations. 

Key aspects of the law include: 

• A 7-year waiting period without additional convictions for most offenses.

• Immediate eligibility for sealing marijuana-related offenses.

These updates align with Virginia’s ongoing criminal justice reforms.  

Washington, D.C.’s Second Chance Amendment Act

Washington, D.C., is rolling out expanded criminal record relief under the Second Chance Amendment Act, with full implementation by January 1, 2026. Key provisions include: 

• Automatic expungement of offenses that have been decriminalized or legalized, such as marijuana possession.

• Sealing of misdemeanor convictions 10 years after sentence completion.

• Retroactive expungement of marijuana possession records by January 1, 2025.

Colorado’s Clean Slate Expansion

Colorado first introduced its Clean Slate Act in 2022, and as of July 2025, the law will expand to automatically seal: 

• Non-convictions, including arrests without charges, dating back to January 1, 2022.

• Misdemeanor arrests after 18 months and felony arrests after 3 years if no charges were filed.

Serious crimes such as murder, sexual assault, and kidnapping will remain ineligible. 

Employer Guidance

As more states adopt clean slate policies, staying informed and adjusting hiring practices will be essential for legal compliance and fair employment practices. 

Employers should review their hiring policies to ensure they align with expungement and record-sealing updates. It is also essential to train HR teams on these legal changes and ensure that hiring decisions comply with protection for sealed records. Additionally, businesses should audit their background check processes to verify compliance with state-specific regulations. 

GIS is your trusted partner in navigating these evolving legal requirements. If you have any questions regarding your background screening practices or need assistance ensuring compliance with new expungement and record-sealing laws, please don’t hesitate to contact us.  

January 29, 2025 — Global Investigative Services, Inc. (GIS), a leading provider of employment background screening solutions, today announced a partnership with Cerebrum, an advanced digital identity verification platform, to address the growing risk of identity fraud in the hiring process. By integrating Cerebrum’s vID technology, this partnership ensures that only verified, clean data is used throughout the background screening process, significantly reducing the risk of identity fraud, including synthetic identity fraud. 

Identity fraud has become one of the most pressing issues in the hiring landscape, with synthetic identity fraud—the practice of creating a fictitious identity using real and fabricated data—posing a major threat to businesses. According to a study by McKinsey, synthetic identity fraud is the fastest-growing type of financial crime in the U.S., resulting in $20 billion in losses annually. vID helps combat this by biometrically authenticating personal identifying information (PII) from government-issued IDs and automatically capturing verified data at the very start of the background screening process. 

vID ensures that background checks are performed only on fully authenticated and verified identities, greatly reducing the chances of synthetic identities slipping through the cracks. By using biometric authentication and secure data capture, GIS is helping employers avoid the significant risks and costs associated with hiring candidates based on fraudulent identities. 

“In an era where identity fraud is becoming increasingly sophisticated, organizations need solutions that not only meet today’s challenges but also anticipate tomorrow’s risks. Our partnership with GIS reflects our shared commitment to providing secure, innovative tools that safeguard businesses from fraud, while empowering them to make confident, informed decisions in their hiring processes.” said Sebastian Mellen, co-founder and CEO of Cerebrum.  

This partnership is particularly valuable for industries that rely on trust and regulatory compliance, such as healthcare, education, and financial services, where preventing identity fraud is critical. By leveraging Cerebrum’s vID technology, GIS clients are now able to implement a more reliable and secure screening process, ensuring that applicants are who they say they are furthering mitigating risk during the hiring process.

According to the Federal Trade Commission (FTC), identity theft reports surged 113% from 2019 to 2021, with synthetic identity fraud being a significant driver. With the combined efforts of GIS and Cerebrum, businesses can now safeguard themselves against the rising tide of synthetic identity fraud, helping to maintain a secure and trusted workforce. 

About Cerebrum 

Cerebrum is a technology company building identity and credential verification solutions with a focus on enabling secure, trusted environments. Through our collaboration with global partners, we help communities grow with accuracy, efficiency, and confidence. 

Cerebrum is dedicated to providing solutions that prioritize a simple, clear experience for all users. Their ecosystem is built to integrate seamlessly and flexibly with other platforms to enhance the ease with which people manage and share their digital identities. To learn more, visit cerebrum.com 

About Global Investigative Services, Inc. 

For 30 years, GIS has set the standard for excellence and reliability in the background screening industry. Trusted by organizations nationwide, GIS delivers comprehensive and reliable screening solutions tailored to meet every need.   

GIS strives to deliver advanced resources, innovative solutions, and exceptional customer support, ensuring that every client benefits from a seamless and efficient experience. Whether you’re looking to streamline hiring processes, enhance security, or maintain compliance, GIS has the expertise and tools to meet your needs. To learn more, visit www.gispi.com

Hiring a new employee is a significant decision that can be both time-consuming and expensive if not handled properly. One effective way to ensure a successful hire is to conduct a background check. While this process can seem costly upfront, it often proves to be a valuable investment, preventing much larger expenses related to poor hires, such as ineffective onboarding, training costs, and potential security risks. 

How Much Does a Background Check Cost?

The cost of a background check varies widely depending on the type and extent of the services requested. Options include criminal record searches, employment and education verifications, identity checks, and more. Each type of service contributes differently to the total cost, with more comprehensive and time-consuming checks generally being more expensive. At Global Investigative Services, we are dedicated to understanding your needs to ensure you select the most beneficial searches for your company. 

Packages

Background check providers often offer tailored packages to suit different needs. These packages can range from basic options, including identity and basic criminal checks, to more extensive packages with additional services like county criminal searches or detailed verification processes. The cost typically scales with the level of detail and the number of services included in the package. Here at Global, we tailor custom packages to ensure you gather all the information necessary for your company to make well-informed and educated decisions. 

Access Fees

Access fees are charged by counties and states for retrieving criminal or DMV records from their jurisdictions. These fees can vary significantly, from as low as $1.00 to as high as $98.00, and are subject to change. Importantly, these fees are passed through from the jurisdictions rather than being set by background check providers. We make every effort to keep clients informed about access fee costs and any changes. 

Additional Fees

There may be extra charges for third-party verifications, drug tests, or international checks. These setup and third-party fees are typically passed along to the client. 

Understanding these various costs can help employers better budget for background checks and appreciate their value in making informed hiring decisions. 

At Global Investigative Services, we partner with your company to thoroughly understand your specific needs and ensure you receive comprehensive background checks tailored to provide the most valuable insights. Our commitment to delivering high-quality, informative checks at competitive rates means you can trust us to support your hiring decisions effectively and affordably. Contact us today to discover how we can optimize your background screening process. 

On November 16, 2024, the transformative New York Clean Slate Law took effect. This legislation introduces automatic sealing of specific criminal convictions after predetermined time periods. Additionally, the Act imposes new requirements on employers regarding the disclosure and use of criminal history information during hiring and employment decisions. 

Key Provisions of the Clean Slate Law

The Act grants the New York State Unified Court System a maximum of three years from the effective date—until November 16, 2027—to seal all eligible convictions. After this point, eligible convictions will be automatically sealed as they reach their respective time thresholds. Once sealed, these records will no longer be accessible to most employers conducting background checks for hiring or employment purposes. 

Furthermore, the Act amends the New York State Human Rights Law, making it unlawful for employers to inquire about or act upon sealed convictions of job applicants or employees. There are, however, exceptions outlined within the law for specific circumstances. 

Eligibility Criteria for Sealing 

The Clean Slate Act applies to most misdemeanors and felony convictions, but it explicitly excludes certain offenses from eligibility. Convictions that cannot be sealed under the Act include: 

• Sex offenses 

• Sexually violent offenses 

• Non-drug-related Class A felonies, such as murder 

Waiting Periods for Automatic Sealing 

The timeframes for sealing convictions depend on the type of offense and the individual’s circumstances: 

• Misdemeanors: These convictions become eligible for sealing three years after sentencing if no incarceration was ordered. If incarceration was imposed, the waiting period is three years from the individual’s release date. 

• Felonies: These convictions are eligible for sealing eight years after sentencing if no incarceration was ordered. If incarceration was imposed, the waiting period extends to eight years from the individual’s release date. 

To qualify for sealing, individuals must meet additional conditions: 

• They cannot be on parole, probation, or post-release supervision. 

• If a person is convicted of a new misdemeanor or felony during the waiting period, the clock resets to reflect the date of the latest conviction. The original conviction will only be sealed after the waiting period for the most recent conviction is completed. 

Employer Guidance 

Employers are now tasked with adapting their hiring and employment policies to comply with the new regulations, fostering a more inclusive and equitable workplace environment. 

This includes reviewing current practices to ensure compliance, updating job applications, and training HR personnel and hiring managers on the new legal requirements. Additionally, employers should establish clear internal policies for handling criminal history information to ensure adherence to the law. 

For more information, click here. 

At Global Investigative Services, we are your trusted ally in background screening, committed to delivering precise, timely, and comprehensive information to empower your decision-making. If you have questions or need help with background check practices, please contact us. 

When it comes to background checks, the turnaround time can vary significantly based on several factors. Whether you’re an employer hiring new staff, an organization screening volunteers, or a landlord renting out property, understanding what affects the speed of these checks can help set realistic expectations and improve the efficiency of the process. 

Factors Affecting Turnaround Time 

Background checks come in various forms, each with its own typical processing time. In ideal conditions, most reports are returned within 24 to 72 hours. However, several elements can influence this timeline: 

1. Information Volume: The more comprehensive the background check, the longer it may take to process. Detailed searches require more time to gather and verify information.
2. Source Limitations: The availability of information depends on the sources accessed. Some records are easily accessible online, while others may require physical visits or additional verification steps
3. Legal Requirements: Different jurisdictions have varying legal requirements that can impact how quickly information can be obtained and processed.

Under optimal circumstances, background checks can be completed within minutes. However, more extensive searches, particularly those involving international data or detailed investigations, can extend the processing time to a week or longer. 

Common Causes of Delays 

Several factors can contribute to delays in the background check process: 

1. Candidate Authorization: According to the Fair Credit Reporting Act (FCRA), candidates must provide authorization before a background check can begin. Delays in signing the necessary forms can postpone the entire process.
2. Court Record Access: While many jurisdictions offer online access to court records, others require physical visits. Limited access to information or additional identity verification can further delay the retrieval of both civil and criminal records.
3. Court Closures: Various disruptions, such as natural disasters, pandemics, or staffing shortages, can lead to court closures. These closures can increase backlogs and extend turnaround times.
4. International Checks: Conducting background checks outside the U.S. can be complicated by differing regulations and processes, often requiring additional time to complete.
5. Employment and Education Verification: Delays can occur if businesses or educational institutions are closed, or if there are slow responses from former employers or school administrators. The rise of remote work can also complicate the verification process.
6. Drug and Occupational Health Providers: Like courts, if drug testing or occupational health service providers are closed, it can delay the completion of necessary tests.

Strategies to Accelerate Background Checks 

Although some delays are unavoidable, there are steps you can take to help expedite the process: 

1. Set Clear Deadlines: Inform candidates of a time limit for completing authorization forms. Make it clear that delays on their part could affect their start date.
2. Encourage Prompt Action: Advise candidates to provide all required information as quickly as possible to avoid unnecessary delays.
3. Maintain Transparency: Keep candidates informed about any delays and provide updates to align their expectations with the process.
4. Initiate Early: Start the background check process as soon as feasible to avoid last-minute delays.
5. Confirm Test Availability: Encourage candidates to check with drug testing or occupational health service providers before attending appointments to ensure availability and avoid delays.

By understanding these factors and implementing these strategies, you can better manage the background check process and minimize delays, leading to a smoother and more efficient screening experience. 

At Global Investigative Services, we are your trusted ally in background screening, committed to delivering precise, timely, and comprehensive information to empower your decision-making. Ready to enhance your screening process or tackle any questions you have? Contact us today and let us help you navigate the complexities with confidence and clarity. 

In the realm of background checks, various types of verifications serve distinct purposes. Each type plays a critical role in assessing different aspects of an applicant’s background, contributing to a thorough evaluation process. Here’s a detailed look at criminal background checks, civil background checks, drug screening, motor vehicle checks, and more.

Criminal Background Checks 

Criminal background checks are designed to uncover any past criminal activity associated with an individual. This type of verification typically includes searching for records of arrests, charges, convictions, and any ongoing criminal investigations. 

These checks are crucial for assessing the risk an applicant might pose in a workplace or other settings. Criminal background checks can reveal important information about an applicant’s history, including violent crimes, theft, or other serious offenses. In many cases, these checks also include sex offender registries and may cover both state and federal databases. 

To ensure accuracy, criminal background checks must be conducted through reliable sources and verified against official court records. Due to the sensitivity and complexity of this information, it’s essential to comply with legal regulations, including the Fair Credit Reporting Act (FCRA), which governs how this information can be used and disclosed. 

Civil Background Checks 

Civil background checks focus on an individual’s involvement in civil lawsuits and legal disputes. This type of check reveals whether an applicant has been involved in litigation related to issues such as contract disputes, personal injury claims, or landlord-tenant disputes. 

Civil background checks can provide insights into an applicant’s legal history beyond criminal offenses. For example, frequent involvement in civil suits might suggest issues with financial management or personal conduct. These checks typically involve accessing court records and may include reviewing judgments, liens, or bankruptcy filings. 

Understanding an applicant’s civil history can be important for roles that require financial responsibility, legal knowledge, or positions involving significant contractual obligations. 

Drug Screening 

Drug screening is a key component in many background check processes, particularly for roles where substance use could impact job performance or safety. This type of screening tests for the presence of illegal drugs or controlled substances in an applicant’s system. 

Drug screenings are usually conducted through urine, blood, or hair tests, depending on the specific requirements of the employer or regulatory body. These tests can detect a range of substances, including marijuana, cocaine, opiates, amphetamines, and more. 

Employers use drug screening to ensure a safe and productive work environment. It’s crucial to adhere to legal regulations and privacy concerns when conducting these tests, including obtaining informed consent from the applicant and ensuring the confidentiality of results. 

Motor Vehicle Checks 

Motor vehicle checks are used to review an applicant’s driving history and assess their suitability for roles that involve driving or operating vehicles. This check includes examining records related to traffic violations, license suspensions, and any history of accidents. 

These checks are vital for positions where driving is a significant part of the job, such as delivery drivers, sales representatives, or company vehicle operators. Motor vehicle checks help employers identify any potential risks associated with an applicant’s driving behavior, such as a history of reckless driving or multiple traffic violations. 

By accessing state motor vehicle departments or similar agencies, employers can obtain a detailed driving record, which typically includes information on moving violations, accidents, and license status. 

Verifying various credentials is crucial for confirming the accuracy and reliability of an applicant’s information. Below, we explore the different types of verifications frequently requested and their role in a comprehensive screening process. 

Employment Verifications 

Employment verifications are among the most frequently requested checks. They confirm crucial details such as dates of employment, job titles, duties, reasons for leaving (where permitted by state laws), and eligibility for rehire. Beyond these basic facts, employment verifications offer valuable insights into an applicant’s truthfulness, work ethic, loyalty, and overall integrity. 

Traditionally, these verifications are obtained directly from former employers. However, an increasing number of companies are turning to third-party services for this task. These external providers often access data through payroll systems and may uncover additional employment history that was not listed on the applicant’s resume or application. This broader perspective helps in forming a more comprehensive view of the applicant’s employment background. 

Education Verifications 

Education verifications play a critical role in detecting resume embellishments and educational fraud. It’s vital to ensure that educational institutions are accredited by recognized agencies, such as the Council on Higher Education Accreditation (CHEA) or the U.S. Department of Education, to avoid falling prey to diploma mills. 

Diploma mills, which operate globally, exploit gaps in accreditation to sell degrees that appear legitimate but are not. As such, verifying the legitimacy of educational credentials has become increasingly important to prevent the influence of these fraudulent entities on background reports. 

International Verifications 

For applicants who have lived, worked, or studied outside the United States, international verifications are necessary. This includes validating degrees and employment from institutions abroad, as diploma mills can also be found in other countries. Simply possessing a degree certificate is not enough, as many fraudulent diplomas can look convincingly real. Thus, verifying the credentials with the issuing institution or educational authority is crucial to ensure their authenticity. 

Professional License Verifications 

Professional license verifications confirm the validity of any licenses an applicant claims to hold. This process involves contacting the relevant licensing agency to verify the license’s issuance, validity, and expiration date. Additionally, it may reveal any disciplinary actions taken against the license holder. For positions requiring specific certifications or licenses, verifying these credentials is essential to ensure compliance with professional standards. 

Reference Checks 

References provide insights into an applicant’s work ethic, character, and interpersonal skills. They can also reveal information about the applicant’s performance in previous roles, including strengths and areas for improvement. Additionally, references can clarify if there are any contractual obligations that might impact the applicant’s performance in a new role. 

Each type of background check serves a unique purpose and provides different insights into an applicant’s background. By understanding and utilizing the correct searches, employers can make more informed decisions and ensure they are selecting candidates who meet their criteria for safety, reliability, and integrity. 

At Global Investigative Services, we are dedicated to being your reliable partner in background screening. Our commitment is to provide thorough, accurate, and timely information to help you make informed decisions. If you have any questions about your background screening process or need assistance, please contact us. 

In 2024, the landscape of marijuana legislation has evolved as several states across the U.S. have introduced new laws or expanded existing regulations. With the continued legalization of both medical and recreational marijuana, employers face the challenge of adapting to these changes. 

Staying informed about the latest developments in marijuana laws is crucial for businesses to effectively manage their workforce, ensure compliance, and address any implications these regulations may have on their workplace policies. 

With Minnesota, Delaware, Maryland, and Hawaii all implementing new marijuana laws in 2024, workplace safety remains a critical concern for employers. With the legalization of both medical and recreational cannabis, businesses must navigate the complexities of maintaining a safe work environment while respecting employees’ rights to use legal substances. Employers are challenged to adhere to safety regulations with the need to accommodate lawful cannabis use.  

While certain states have established specific protections for employees who use medical cannabis, other states offer limited guidance and allow employers considerable freedom in shaping their own policies. This inconsistent regulatory landscape results in a challenging and often confusing situation for both employers and employees, with varying legal standards and potential liabilities depending on the state. 

Federal vs State Marijuana Laws

The discrepancy between state and federal marijuana laws highlights the urgent need for clearer and more consistent workplace regulations regarding medical cannabis. Both advocates and legal professionals are pushing for federal legislative changes to harmonize these conflicting laws and establish explicit protections for medical marijuana users.  

The conflict also presents unique challenges for employers who must navigate varying state laws while still adhering to federal regulations. Balancing compliance with state-level legalization and federal prohibition requires careful policy development and a thorough understanding of both legal frameworks to ensure workplace safety and regulatory adherence. 

Until such federal reforms are enacted, both employers and employees must carefully manage this complex landscape, staying vigilant to avoid potential legal issues. 

Employer Guidance

By implementing proactive strategies like crafting comprehensive policies, educating employees, and seeking expert advice, businesses can effectively manage the shifting regulations surrounding cannabis while respecting the rights and dignity of all involved.  

To mitigate risks, consider these practices: 

• Continuously track legislative changes across different regions. 

• Develop and communicate a clear, written drug policy to all employees. 

• Revise the policy as necessary to reflect new legal developments. 

• Conduct regular safety meetings to address potential issues. 

• Educate both managers and staff on the risks of impairment. 

Global Investigative Services is dedicated to assisting you with any questions or concerns regarding drug screening. If you have any questions about how to effectively safeguard your business, employees, and customers, please contact us.