Employee Screening - Best Practices Guide to Verifications
January 28, 2009
Guides Offer Professional Direction for Employers and Human Resources Personnel
MORRISVILLE, N.C., Jan. 28 /PRNewswire/ — The National Association of Professional Background Screeners (NAPBS), the foremost advocacy organization in the industry, has introduced two best practices guides for employers. The first is, “Verifications Best Practices: What Clients Need to Know for Successful Outsourced Verification” and the second is, “Background Screening Request for Proposal (RFP) Guide,” which is a template for organizations who wish to submit an RFP for professional background screening services. Both documents, developed by the NAPBS Best Practices Committee, are available for immediate download at www.napbs.com
Best Practice in Employee Screening - Review Your Screening Program Annually
January 6, 2009
It’s that time of year to review and update your employee screening program. This is something that should be done every year to ensure a safe and compliant environment for your workforce and customers.
3 Quick Tips:
- Check to make sure all written policies and procedures are updated to be in compliance with current state and federal laws. Example: Did your company update it’s policies and procedures regarding the FTC “Red Flags” guidelines that went into effect on November 1, 2008?
- Audit your employee screening program to make sure it is being followed consistently throughout your company.
- Check to make sure your organization is using the most advanced and cost-effective employee screening techniques available.
Learn More:
Employer’s 5-Step Guide to Employee Screening
How to Ensure Your Background Check is Legal
Employer’s Guide to Avoiding Negligent Hiring Lawsuits
Photo Credit: smlp.co.uk
Is Background Screening Worth It?
November 14, 2008
Yesterday I wrote 4 Ways That Employee Screening Boosts Employers’ ROI. Today I want to share an article I found on the HR Management website. It’s called “The ROI of Background Screening: Making Financial Sense of “Best Practices.”
Here’s a snippet:
“At the heart of every good Human Resources or Risk Management hiring strategy is employment background screening. Employment background screening is widely recognized as a necessary process that is designed to keep out undesirable candidates, but it also represents a significant expense. The question then is this: How much actual dollar value does a background screening program deliver?”
Photo Credit: David Paul Ohmer
Top 4 Things You Need To Know About Employee Screening
July 17, 2008
It’s boggling to think about, but many employers still fail to conduct adequate employee screening. Sometimes, it’s the cost. Other times, it’s the perceived inconvenience. But, screening your employees before you hire them is critical. Here are the top 4 things you need to realize about employee screening…
#1 - It Protects Your Staff
Screening your employees is an integral piece to weeding out potential hires who might cause violence in your workplace. By weeding them out, you help ensure the safety of your staff.
#2 - Felonies Are The Tip Of The Iceberg
While there are some job candidates who have been convicted of a felony, there are many more who have been convicted of a misdemeanor. That includes physical assaults, inappropriate sexual behavior and even weapons charges. Plus, keep in mind that felonies are often pled down to misdemeanors.
#3 - Enormous Long-Term Savings
The cost of doing a background check on a job applicant is often less than what you’ll pay that applicant for their first day working. But, if that new employee turns out to be a problem, it can cost your company tens of thousands of dollars.
#4 - Ongoing Screening Is Important
A lot of employers conduct an initial background check before hiring a person. But, they never follow-up with subsequent checks. Periodic background checks on your current staff can help your company manage the ongoing risk of a potential problem erupting.
Screening your employees involves much more than simply calling their references and past employers. Your human resources personnel should have a screening process in place to conduct background checks on both prospective hires and your current staff. The cost of neglecting to do so can be massive.
