Employment Screening

Corporate Screening Services, a Leader in Pre-Employment Screening Solutions, Unveils New Brand Direction

CLEVELAND, Jan. 21, 2020 /PRNewswire/ -- Corporate Screening Services, Inc., an award winning background check provider, reveals updated brand identity and website showcasing the synergy between tech and uncompromising human effort in which the company was founded over 30 years ago. 

"After nearly 18 months of discovery, reevaluation and determination, we're pleased to unveil the new Corporate Screening brand and website," says Greg Dubecky, president of Corporate Screening. "At every touchpoint, our brand reinforces our purpose: to redefine value in background screening by solving problems others cannot."

In 2018, Corporate Screening introduced a reimagined and revolutionary background screening technology platform focused on providing quality solutions to the healthcare, higher education, manufacturing and financial services industry.  This next-generation technology has enhanced the background check experience for customers, candidates and the Corporate Screening employees who utilize this proprietary platform every day. Its implementation brought a new energy to the company.

"Launching the new technology brought a renewed sense of purpose and determination to everyone in the company," says Dennis Drellishak, CEO and founder of Corporate Screening. "It was the perfect opportunity to reevaluate our position in the marketplace. We knew we needed to revamp our brand to match our modern technology."

Developed in collaboration with SmartBug, a nationally recognized web design and marketing firm, the new brand and website aligns Corporate Screening's cutting-edge technology with an analytical and human approach that's unique to the background screening industry. 

"The people of Corporate Screening work hard and take the business of background checks seriously," says Levi Perkins, marketing manager. "They care about our customers, candidates and each other. They step up to seek the truth and do what others don't. People are at the heart of this company and this brand. It's authentic."

Corporate Screening is excited to share its updated look on the website, in advertising and throughout its EASE platform.

About Corporate Screening

Corporate Screening provides global background screening solutions, including criminal background checks, industry-specific searches, drug testing and compliance support to the nation's top employers. Leveraging proprietary technology with an experienced team, customers can expect a quality background screening report in less time. Corporate Screening empowers companies to configure screening programs to the variety of roles they need to fill, with technology integrated into existing workflow.

SOURCE Corporate Screening Services, Inc.

Related Links

https://www.corporatescreening.com

The Global Drug of Abuse Testing Market is Projected to Reach US$ 5.6 Billion by 2025 - ResearchAndMarkets.com

DUBLIN--(BUSINESS WIRE)--The "Drug of Abuse Testing Market (By Product Type, Sample/Test Type, End Users / Setting Type, Region), Regulatory Status, 20 Company Profiles - Global Forecast to 2025" report has been added to ResearchAndMarkets.com's offering.

The use of illicit drugs is increasing across the globe. The global illicit manufacture of cocaine reached an all-time high of 1,976 tons in 2017, an increase of 25 percent on the previous year. According to the UN's World Drug Report 2019, Worldwide in 2017, an estimated 271 million persons aged 15 to 64 years (5.5%) had used drugs at least once, up by 30% from 2009.

Drugs of abuse testing involves detection of one or more illegal and/or prescribed substances in the urine, blood, saliva, hair, or sweat. The market for drug of abuse testing is driven by strict government norms against illicit drug intake, technological advances in testing equipment, increasing availability of forbidden drugs, and growing emphasis on work place screening among the urban population. On the other hand, legalization of drugs and lack of skilled technicians for drug of abuse testing are a few restraints hampering the growth of the market.

By Product Type - Global Drug of Abuse Testing Market

On the basis of product type, the drugs of abuse testing market have been segmented into consumables and equipment market. Consumables is the largest segment of the drug of abuse testing market, since consumable are easily available for use and provide rapid test results when compared to equipment. The equipment used in drug of abuse testing market include immunoassay analyzers, chromatography instruments and breath analyzers. Amongst these equipment, immunoassay analyzers held the largest market share in 2019. Breath analyzers market size is projected to grow at the fastest rate during the forecast period.

By Sample/Test Type - Global Drug of Abuse Testing Market

On the basis of sample type, drug of abuse testing is generally done using urine, blood, hair and oral fluids samples. Other than that, sweat and nail samples are also used for testing. Among these samples, urine and blood samples are majorly utilized for drug of abuse testing. Oral fluid sample type segment accounted for third highest share of the global drugs of abuse testing market in 2019. Hair as a specimen is also becoming a more effective way for testing long term drug use. Hair and Sweat sample type segments are competing very closely with each other to grab maximum share of the pie.

By End Users / Setting Type - Global Drug of Abuse Testing Market

By end users, the largest drug testing is done at the employment setting. The second largest setting is the criminal justice system. Together these segments accounted for over 70% share of the global drug of abuse testing market. The global drug of abuse lab-based testing market is predicted to reach close to US$ 1 Billion by 2025. Drug of abuse Professional POC tests help in reducing the time between diagnosis and treatment of a disease. Home OTC drugs of abuse testing held least share of the total market.

By Region - Global Drug of Abuse Testing Market

Geographically, North America holds largest share of the global drug of abuse testing market in 2019 and is expected to dominate the global market in terms of revenue during the forecast period. Europe holds second highest share of the global drug of abuse testing market. Asia Pacific is projected to grow at the highest CAGR during the forecast period due to increasing drug addiction in the region.

The emerging economies like China and India offer good opportunities for drug testing equipment market in Asia Pacific region. The drugs of abuse testing market in Middle East & Africa (MEA) is projected to display tremendous growth during the forecast period. In South and Central America, use of cocaine remains high, especially in South America, where cocaine use is currently at levels comparable to high-prevalence regions.

Key Topics Covered:

1. Executive Summary

2. Global - Drug of Abuse Testing Market & Forecast (2013 - 2025)

3. Global - Drug of Abuse Testing Market Share & Forecast (2013 - 2025)

3.1 By Product Type - Global Drug of Abuse Testing Market Share & Forecast

3.2 By Sample/Test Type - Global Drug of Abuse Testing Market Share & Forecast

3.3 By End Users / Setting Type - Global Drug of Abuse Testing Market Share & Forecast

3.4 By Region - Global Drug of Abuse Testing Market Share & Forecast

4. By Product Type - Global Drug of Abuse Testing Market & Forecast (2013 - 2025)

4.1 Drug of Abuse Testing Consumables Market & Forecast

4.2 Drug of Abuse Testing Equipment Market & Forecast

5. By Sample/Test Type - Global Drug of Abuse Testing Market & Forecast (2013 - 2025)

5.1 Global - Drug of Abuse Urine Testing Market & Forecast

5.2 Global - Drug of Abuse Blood Testing Market & Forecast

5.3 Global - Drug of Abuse Oral Fluids Testing Market & Forecast

5.4 Global - Drug of Abuse Hair Testing Market & Forecast

5.5 Global - Drug of Abuse Sweat Testing Market & Forecast

5.6 Global - Drug of Abuse Others Testing Market & Forecast

6. By End Users / Setting Type - Global Drug of Abuse Testing Market & Forecast (2013 - 2025)

6.1 Global - Drug of Abuse Employment Testing Market & Forecast

6.2 Global - Drug of Abuse Lab Based Testing Market & Forecast

6.3 Global - Drug of Abuse Professional POC Testing Market & Forecast

6.4 Global - Drug of Abuse Home OTC Testing Market & Forecast

6.5 Global - Drug of Abuse Criminal Justice Testing Market & Forecast

7. By Region - Global Drug of Abuse Testing Market & Forecast (2013 - 2025)

7.1 North America - Drug of Abuse Testing Market & Forecast

7.2 Europe - Drug of Abuse Testing Market & Forecast

7.3 Asia Pacific - Drug of Abuse Testing Market & Forecast

7.4 Middle East & Africa - Drug of Abuse Testing Market & Forecast

7.5 Central & South America - Drug of Abuse Testing Market & Forecast

8. Regulatory Status

8.1 Workplace Drug Testing

8.1.1 United States

8.1.2 Australia

8.1.3 New Zealand

8.1.4 Brazil

8.1.5 Turkey

8.1.6 Europe

9. Global Drug of Abuse Testing Market - Driving Factors

9.1 Technological Advancements in Testing Equipment

9.2 Increasing Use of Drug Testing at Organizational Level

9.3 A Large Population Base Suffering from Drug Use Disorders

9.4 Increased Production and Trafficking of Illegal Drugs

9.5 Increasing Interest of Companies in Drug of Abuse Testing Market

9.6 Growing Drug Related Mortality and Increasing Government & Non-Government Institutions Initiatives

10. Global Drug of Abuse Testing Market - Challenges

10.1 Lack of Skilled Technicians

10.2 Legalization of Drugs

11. Company Profiles

11.1 Thermo Fisher Scientific Inc

11.2 F. Hoffmann-La Roche Ltd

11.3 Abbott Laboratories Inc

11.4 Quest Diagnostics

11.5 Siemens AG

11.6 Laboratory Corporation of America (LabCorp)

11.7 Danaher Corporation

11.7.1 Beckman Coulter (Acquired by Danaher Corporation)

11.8 United States Drug Testing Laboratories, Inc. (USDTL)

11.9 Alere (Now Abbott)

11.10 Agilent Technologies, Inc.

11.11 LGC Limited

11.11.1 Eurofins Acquired the Forensics and Security Division of LGC Ltd.

11.12 Randox Testing Services

11.13 Sonic Healthcare

11.13.1 Sonic HealthPlus

11.14 Bio-Rad Laboratories, Inc.

11.15 Psychemedics Corporation

11.16 Drgerwerk AG & Co. KGaA

11.17 Express Diagnostics Int'l, Inc. (Acquired by CareHealth America Corporation)

11.18 OraSure Technologies Inc.

11.19 Alfa Scientific Designs, Inc.

11.20 Biophor Diagnostics, Inc

For more information about this report visit https://www.researchandmarkets.com/r/sjfdes

Whether you’re hired may depend on how an algorithm rates your video job interview. A new state law on AI screening gives you rights.

Illinois residents who made finding a new job one of their 2020 resolutions will have a better understanding of how employers use artificial intelligence to assess video interviews, under a new state law that is the first of its kind.

The Illinois Artificial Intelligence Video Interview Act, which took effect Jan. 1, requires companies to notify applicants when AI will be used to screen them. Video interviews typically involve candidates recording responses at a computer and algorithms are used to analyze the answers.

Under the new law, companies must explain how the technology works and how the tools evaluate a candidate. Employers must obtain consent from applicants before using AI to assess their videos. The legislation also prohibits businesses from sharing submitted videos except with “persons whose expertise or technology” are required to screen applicants. Job applicants can ask to have submitted videos destroyed, and companies, including any individual with copies, must comply within 30 days.

Some career counseling groups say it’s unclear whether the law will protect job applicants because its provisions are vague.

“Candidates can decline to have the video interview, but the law doesn’t require that employers provide an alternative. A lot of the responsibility is being put on the candidate,” said Anita Jenke, executive director of Career Transitions Center of Chicago, a nonprofit career coaching organization.

Jenke said job applicants might feel obligated to do the video interview so they don’t lose out on an employment opportunity.

Employers in a variety of industries increasingly are turning to video interviews as a way to cut through the piles of applications they receive. In some cases, AI software is used to analyze the candidate’s facial expression, tone and language, although many of the algorithms behind the technology remain concealed by the companies that design them. Critics of the practice say it results in biased evaluations of applicants.

Rep. Jaime Andrade Jr., D-Chicago, who sponsored the bill, said the legislation is meant to bring transparency to how applicant videos are evaluated.

“The technology hasn’t been vetted fully yet. There are some concerns regarding bias. (The software) is only as good as the data it is given,” Andrade said.

Andrade said he is working on another bill that will explain provisions of the law and protect job applicants who don’t consent to the interviews from automatic disqualification.

“This is the first law of its kind in the nation. It’s a work in progress,” Andrade said.

Video interviews are just one of the tools that employers are turning to as they incorporate technology into the hiring process. Resume filters scan for keywords and phrases on resumes, chatbots schedule interviews and algorithms help predict a job candidate’s future success.

With video interviews in particular, job seekers need to be more conscious about how they present themselves because it’s uncertain what the algorithms are looking for, said Jenke, who has worked at Career Transitions Center for 10 years.

“I think what they need to do is think about how do you compellingly and concisely tell your story? What makes you stand out? Applicants have to use keywords and learn to be concise because we don’t know what they (employers) are measuring,” Jenke said.

The new technologies make it harder for applicants to make a personal connection with hiring managers, said Jeffrey Blumenfeld, director of career services for JVS Career and Employment, a career counseling program of Jewish Child & Family Services in Chicago.

“Quite frankly the two reasons people secure employment is that they have the qualifications needed to perform the job they are applying for and they fit within the company culture," Blumenfeld said.

The JVS program helps job seekers by conducting practice video interviews. “We work with our clients to prevent them from sounding mechanical and help them become more conversational in their recorded interviews,” Blumenfeld said.

One company that offers an AI-enhanced video interview platform supports the Illinois law.

“We are in favor of it. There should be transparency with the candidate,” said Kevin Parker, CEO and chairman of HireVue.

The South Jordan, Utah-based company employs a team of data scientists and industrial and organizational psychologists who build the algorithms that screen candidates. The team also designs interview questions alongside employers. HireVue creates a different AI-driven assessment for each position. Parker said HireVue’s technology evaluates job applicants’ answers, tone of voice and the choice of words individuals use.

For example, if a company is hiring a sales representative, the algorithm is trained to look for certain things a candidate says about being empathetic or compassionate. Parker said the technology takes into account each response when evaluating job applicants, and there is no way to cheat the system by repeating keywords.

"Are they talking in first or third person, using the past or present tense ... we are looking for those sorts of things,” Parker said.

HireVue counts Unilever and Hilton Hotels and Resorts as clients. Parker said the technology can give more options to employers, and reduce human biases that can occur in traditional in-person interviews, such as recruiters liking candidates based on similar alma maters.

The Electronic Privacy Information Center, a Washington, D.C.-based nonprofit privacy rights group, filed a complaint on Nov. 6 with the Federal Trade Commission, asking the agency to investigate HireVue’s technology. The organization alleges HireVue committed unfair and deceptive practices by denying it uses facial recognition technology to asses job applicants “employability."

Nicole Drayton, an FTC spokesperson, confirmed the agency received the complaint but declined further comment.

Parker said the allegations from the complaint are without merit.

Jeremy Gillula, technology projects director for the Electronic Frontier Foundation, a nonprofit that advocates for consumer privacy rights, said AI’s use in the interview process is flawed and could perpetuate discriminatory assessments of candidates.

Gillula said the law has good intentions, but doesn’t go far enough to protect job applicants.

Businesses that ask applicants to submit video interviews but don’t use AI to evaluate them are not affected by the new law.

Anita Erickson, who is seeking a job, sits with Mike Munger, of Career Transitions Center, as she prepares for potential video interviews. (Abel Uribe / Chicago Tribune)

Still, some job seekers find it hard to interview through videos because they aren’t able to make first impressions like in typical in-person interviews. Anita Erickson, 57, who is seeking career coaching advice from the Career Transitions Center, said she has interviewed with eight companies through different web-based and video platforms.

Erickson said she has to focus more on how she is presenting herself rather than what she is saying.

“It’s not about the content of the interview anymore because you are worried about things like finding the right lighting and dealing with technological glitches,” Erickson said.

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The law’s provision that allows applicants to request to have video submissions deleted is an important one for Erickson, who values her privacy.

“How long does that information live? Are companies sharing videos to third parties? I think it’s important that we have a right to ask to have these videos erased,” Erickson said.