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The HRCI Research Hub brings together original studies, workforce polling, reports, and expert analysis, so you can act on what's happening now and prepare for what's next.

The State of HR Featured Reports

Featured Research

Recovery as a Workforce Strategy

Drawing on HRCI research, workforce data, and expert insight, this report examines the workplace impact of substance use disorder and the practical steps HR can take to strengthen culture, manager readiness, benefits, policies, and recovery support.

Did You Know?

59%

Workplace Relationship Policies

say their company does not enforce policies prohibiting romantic relationships between employees

Source: HRCI Alchemizing HR poll, January 2025

89%

Leadership Overreach

say leaders take on problems that should belong to someone else

Source: HRCI Alchemizing HR webinar poll, April 2026

55%

Political Discussions at Work

of HR professionals are somewhat, minimally, or not at all prepared to handle politically-charged discussions at work

Source: HRCI Report — Managing Political Polarization in the Workplace, 2025

Recent Reports

Original research and expert analysis on the issues shaping HR today, from workforce safety and emerging technology to DEI and employee well-being.

Managing the Changing Workplace

From return-to-office decisions and hybrid work to contractors and other non-traditional workers, this HRCI report explores the latest research and how HR can use data to make more informed, evidence-based workplace decisions.

The Secret Ingredients of Workplace Fulfillment

From career paths to culture, this research identifies what actually separates HR professionals who are just getting by from those who are truly fulfilled—and what leaders can do to close that gap and build a more committed team.

The Vital Role of Professional Development

This research uncovers where professional development is falling short, from misaligned training priorities to gaps in AI readiness, and what it takes to build a workforce equipped for what's next.

Small Conflicts Don't Stay Small

From bullying, political tension to substance use and violence prevention, this research covers workplace safety—what the data reveals, what's at stake, and what you can do to reduce risk and build a more resilient organization.

The State of HR

The 2026 State of HR Report

Based on HRCI’s survey of thousands of HR professionals, the State of HR report examines the issues defining the profession today. From AI and workplace culture to talent, leadership, and career growth, the report reveals how HR teams are adapting to change and preparing for the future. Explore the data, trends, and insights shaping the world of work below.

Download the Full Report

State of HR Spotlight Reports

Safety, Polarization, and Stress

Half of HR professionals work in environments marked by polarized viewpoints, and 4 in 10 describe their stress as extreme or high. Find out what the data reveals about conflict, mental health, and what it means for your organization.

HR Professionals and Their Outlook for HR

HR professionals are broadly optimistic about their field — but over 4 in 10 are considering careers outside of it. Explore what's driving both the enthusiasm and the tension, and what it takes to build a team of true HR believers.

HR Professionals and Technological Change

71% of HR professionals use AI regularly, yet more than half say implementing new technology is the area they feel least prepared to handle. See where the preparation gap is widest and what needs to change now.

Attitudes Toward Remote Work

83% of HR professionals believe remote work benefits organizations—but the debate is far from settled. Get the data on where HR stands on flexibility, productivity, and the return-to-office conversation.

More Insights for HR Professionals

Explore the issues shaping HR today and get the data you need to lead with confidence, make informed decisions, and move the profession forward.

Building a Recovery Friendly Workplace: What HR Needs to Make It Real

Recovery friendly workplaces reduce absenteeism, improve retention, and strengthen workplace culture—yet most organizations haven't made meaningful progress. This HRCI and Fors Marsh research reveals why: stigma, undertrained HR teams, and weak leadership buy-in top the list. Understand where the gaps are and what organizations that get it right do differently.

The HRCI Pay Bump: What Certification Is Worth in Real Numbers

Earning an HRCI certification builds earning power. Within four years, the median HRCI certificant earns 33% more than they did before getting certified. That's double the salary growth of comparable HR professionals over the same period. See what the data shows about the career and financial impact of HRCI certification.

Why Are Organizations Still Underestimating HR?

HR is ready to lead, but is the organization ready to let it? This 2024 HRCI and MindEdge research report surfaces a striking disconnect: while 88% of HR professionals believe HR should drive business strategy, only half say leadership agrees. Add in underfunding, understaffing, and persistent burnout, and the case for rethinking HR's role has never been stronger.

HR, AI, and the New Workplace: What 1,000+ HR Professionals Really Think

AI is reshaping the workplace, and HR professionals are watching closely. This HRCI and MindEdge survey of HR practitioners reveals how the profession is navigating AI adoption, persistent burnout, rising turnover, and the evolving push and pull of remote work. Find out where your peers stand, and what the data means for the work you do every day.

Research Archive

Browse our complete library of research reports, guides, and frameworks. Whether you're building a business case, navigating a workforce challenge, or staying ahead of what's next, the intelligence you need is here.

Extreme Weather and the Workplace

From rising absenteeism to safety risks, HRCI research reveals how extreme weather is reshaping workforce management and what HR can do now.

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Strengthening AI Skills in HR

Over three-quarters of HR professionals use AI weekly, but most have had little to no training. Learn how to build real confidence and capability starting today.

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Empowering the Intelligent Workplace

Explore how HR can turn AI adoption into a strategic advantage—balancing innovation with ethical responsibility.

Download Whitepaper

Becoming Recovery-Friendly

This research-backed guide gives HR professionals the data and practical steps to build a recovery-friendly culture that reduces risk and supports your people.

Download Whitepaper

Diversity Initiatives in 2025

The report explores the realities of managing DEI programs in today’s climate—where values alignment, stakeholder trust, and business performance are all on the line.

Download Whitepaper

Managing Political Polarization in the Workplace

This report provides critical insights and actionable strategies for HR leaders to foster a more harmonious and productive work environment.

Download Whitepaper

Beyond the Data

HRCI webinars go beyond the basics. Each session unpacks the trends, data, and real-world strategies HR professionals need to lead with confidence today and adapt to what's coming next.

HR Leads Business Blog

News and perspectives on the issues driving the HR profession forward.

Feb 14, 2022, 20:48 PM by Alex Cooper

Background Checks Do's and Don'ts

Are your background checks compliant with the law?

When you’re hiring someone, you want to make sure that person is the right fit for your organization. A common part of that search is the background check. In fact, 96 percent of employers say they conduct some sort of background check.

“They are [a] critical part of recruitment and onboarding,” says Karen Moore, director of product marketing at HireRight, a background screening company. “The labor market is tight, so when you find a candidate, you want to make sure they fit the role and if there is anything in their background that could be a risk [to your organization].”

Here are some simple do’s and don’ts to keep in mind when it comes to background checks.

Do: Provide candidates with information

Your organization needs to make sure that job candidates understand they are consenting to a background check -- and what they are consenting to. Tell the candidate what company you’re using for the check. Tell them why your organization is doing it in the first place. Tell them why you need the information. Transparency is important when you’re screening a candidate, not only because of the relationship you’re building with the candidate, but because it’s the law.“The law requires that you get authorization from the candidate prior to the screening,” explains Todd Carpenter, president of Intellicorp Records Inc., which provides background check services. “These laws were enacted to help enforce transparency.”

Do: Know what you want out of the check

You should know exactly why the background check is needed in the first place.

“HR managers should take a look at their industry and the job description of the open position to determine what types of background check they should run,” according to APS. A useful example they highlight is a company would most likely want a driving record of a driver they are hiring, but maybe not a driving record for a candidate applying for an office position.

There are various background checks that you could have your candidate do. They all serve different purposes, so you need to understand what your company would need to confirm about a candidate right from the start.

Do: Make sure your company is complying with labor laws

Speak with your legal team about how the background check fits best in your hiring process, and ensure there are no labor law violations, especially those related to anti-discrimination laws.

The United States Equal Employment Opportunity Commission warns, “any time you use an applicant's or employee's background information to make an employment decision, regardless of how you got the information, you must comply with federal laws that protect applicants and employees from discrimination.”

You also need to make sure that the screenings your company completes doesn’t provide sensitive information that could put your organization at legal risk. Always make sure you speak with your legal department when setting up your background check policy on job candidates. Companies like Target and Frito-Lay have been sued over violations, so if these big companies are at risk, your organization could be too.

Don’t: Rely only on a Google search

Take a dip in your budget and have a company perform an adequate background check. A Google search on your candidate is not sufficient and definitely does not show a whole picture of the candidate and their capability for the job. A Facebook profile search is also not a background check.

Don’t: Immediately reject a candidate because a candidate doesn’t have a ‘clean’ record.

You shouldn’t rush to reject a candidate because their background check didn’t come back spotless. One, it could be illegal to do so (see above) and, two, you could be missing out on a star employee because of something completely unrelated they did or had happen to them in the past.

Carpenter advises employers to consider the seriousness of the blemish. “Use the information on the background screen to make an informed, thoughtful decision,” he says.

More importantly, research shows that individuals who are part of a minority group face a higher level of arrest. Remember that not having a clean record shouldn’t outright put a candidate in the no pile.

Don’t: Avoid communication

Be open with your candidate about whatever you find. If a question arises, ask them. Communication is key.

“Keep the communication going,” Moore recommends. You could, she says, mix the person up with another or some other issue could arise, so being comfortable speaking about the process and throughout the process can be very important.

If there is something worrying, always double back with the candidate and ensure it wasn’t a glitch with the process. You don’t want to miss on a stellar person joining your team because you didn’t feel comfortable enough to ask them about something that came up in the background check.