Hiring the right people can be a tough task. Not only do they need to have the right skills, but they need to fit into your corporate culture. Some might have access to sensitive information, or risk your company’s reputation when dealing with the public. It’s hard to be right every time, but Pre-Employment screening can go a long way to helping you protect your business.
Whether you are concerned about criminal history or illicit drug use… Pre-Employment Screening can dramatically reduce your risk.
Pre-Employment screening is known by many names: Background Checks, Background Screening, Criminal Background Checks… just to name a few.
Pre-Employment Drug Testing, Education Verification, Employment Verification and Reference Checks also fall into this category. They all refer to the process of screening a job candidate before they become part of your team.
An investigation of criminal records can protect you from Negligent Hiring lawsuits. These reports are a compilation of records from several sources depending on your company’s needs. Searches can be done on the county, state, federal, national and even international levels. Many companies get this information by using only online databases. This tactic is known as screen-scraping and can lead to old or dismissed charges being reported to an employer. The more effective way to get the complete picture of your applicant is to have people on the ground, combing through actual records to make sure they have the right person and the final outcome in any criminal case.
Criminal Record Checks Can Include the Following:
Bobby the Builder has moved around a lot, his background check takes a little elbow grease. Some states he’s lived in only allow you to check the state repository for criminal records. Others have terribly out-of-date systems that keep the accurate records locked up at the county level. If you have any hope of finding his aggravated assault charges against the guy running the local food truck, you might not want to depend on just one type of search.
Public records are documents or information that is not considered confidential. A marriage license, for example would be considered a searchable public record, as would birth and death certificates. When doing a background check for employment purposes you could be interested in records such as credit records, civil judgements, driving records and several others.
Here’s a list of the most commonly searched public records:
Verification services help you make sure your applicants can live up to the claims they make on their resumes. Do they really have that advanced degree, professional license or military record? You would be surprised by how many people fake these things… and how many people believe them.
Marilee Jones had a fabulous career at MIT, rising through the ranks like a rock star. In 1979 she was hired as an entry-level admissions officer and finished her career as the Dean of Admissions. At the time she claimed to have several degrees, including a Ph.D. - but it was all a lie. Incredibly enough, the ruse was not discovered even as Ms. Jones received promotion after promotion. She was even promoted to Dean of Admissions for the esteemed institution and served in that role for 9 years before it was discovered that she had lied about all three of her advanced degrees.
Global background checks can increase the efficiency of your international hiring without sacrificing quality or security. The most advanced global background checks will extend to multiple countries and territories with the same high level of information and meticulous attention to detail provided in domestic searches.
Here are the answers to some of the most commonly asked Pre-Employment Screening Questions
The background screening services you select are usually dependent on and determined by the role you are looking to fill. For example, you typically wouldn’t need a Healthcare Sanctions Report (HSR) if you are not hiring for a healthcare-related position. Similarly, a motor vehicle records check may not be needed for someone who will not be driving a corporate vehicle.
Screening time depends on the services you select and how easily the information can be accessed. The majority of services can be completed instantaneously or within 24-72 hours.
A “background check” is a very generic term, and price will vary significantly depending on the types of hires you are making. A standalone database search can cost under $10 while a top of the line, executive background check could run $100+, and everything in between. Your cost will depend on the individual services that are appropriate for your organization to ensure due diligence and mitigate risk. Regardless of your industry and your budget, the cost of a negligent hiring lawsuit far outweighs the cost of a proper pre-employment background screening.
Johnny D applies for a job in the Wingding Factory’s warehouse managing the stock. The company is going through some tough times, since people don’t really need as many Wingdings as they used to. To cut cost, the company decides to cut back on its once aggressive background screening program. They save a few dollars on the front end, but they never find out about Johnny’s violent attack on a co-worker years ago. During a disagreement on the warehouse floor, Johnny lashes out at his manager, landing him in the hospital. Between the workers comp costs and the lawsuit they face once the manager’s lawyer finds out Johnny has a history of violence might be enough to put the factory out of business for good.
A drug test helps identify any illegal substances a candidate may have used or been exposed to. Drug tests may be mandatory in certain industries, and others may be required by company policy. Organizations that staunchly support a drug-free environment may want to include drug testing in its pre-employment screening process.
We cannot stress strongly enough how important it is to partner with a company with expertise in this arena. Not only are there very strict laws governing how you can access certain information and how you may use it for hiring, but the “do-it-yourself” websites offer only the most superficial look into criminal records. Here are some of the problems with trying to screen applicants on your own:
These cheap online companies do nothing but scan public records. As we have mentioned, many of these records are woefully out of date and incomplete. The chance of missing important information is extremely high. You might also receive records for someone else with the same name, or miss records because your applicant has an alias.
Using Google and social media sites to vet your candidates can land you in some extremely difficult situations. If you decide to eliminate a candidate after looking at their Facebook page, for example, they could claim you never asked them in for an interview because of their race or a disability. It is very hard to prove you DIDN’T use that information when making the decision, and you could end up with a costly discrimination lawsuit.
Not all industries or companies necessarily need the same information on a potential hire, which means the application, hiring and screening processes can vary drastically from one organization to another.
Background screening companies can vary as widely as potential job candidates. It is important to look for companies that have proven their dedication to the industry’s best practices. An accreditation with the National Association of Professional Background Screeners (NAPBS) is essential. These companies are committed to the highest levels of accuracy, dependability, security and transparency.
Pre-employment background screening is essential for companies of all sizes. Sometimes the smaller firms actually have more to lose by making a bad hire. Hiring an unfit candidate can cost upwards of $25,000, money that’s tougher for smaller companies to part with. Investing in a quality screening process is wiser than risking the time, money and potential damages of a bad hire.
Questions to ask before talking to a partner: