FYI Employee Background Screening

Faster, Smarter, Easier Employee Screening

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Chris Miller

3 Easy-To-Implement Screening Techniques To Do Now

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Most hiring managers realize the importance of screening their job applicants. Not doing so can expose a company to several potentially-disastrous problems. For an exhaustive background check, you should rely upon an experienced service. That being said, there are a few screening techniques that you can do on your own. In today’s post, I’ll give you 3 things you can do right now to screen your job candidates.

#1 – Examine the Employment Application

When an applicant has a shady past they usually “enhance” their employment application to make them look better. By thoroughly examining the employment application you can find signs that the applicant may not be what they appear to be. For example…if an applicant was fired from a previous job they may leave that job off the application leaving a gap in employment. They may also change dates of employment to cover this gap. If they have a criminal history they may leave the criminal question blank. The time it takes to thoroughly examine an employment application is time well spent.

#2 – Use the Interview to Screen

During the interview advise applicants that the company will perform a background check. Ask the applicant what information will come up during the background check. Applicants with a “shady past” may either reveal something or withdraw from the employment process.

#3 – Call Past Employers

Many human resources personnel neglect to call each of the employers listed on an application or resume. Or, if the initial call isn’t returned, they fail to follow up. That can be an explosive mistake. While past employers are limited with regard to the information they can provide others about a former employee, their insight can still be invaluable.

Kickstarting Your Screening Process

Once you’re ready to bring a new employee onboard, you’ll want to have an exhaustive background check completed. Before you reach that decision, there’s plenty you can do to weed out undesirable job candidates. By thoroughly examining employment applications, asking about background issues during the interview and calling past employers, you can often disqualify many candidates. That will save you time and effort, allowing you to focus your attention on the best candidates.

Free Drug-Free Workplace Toolkit

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The Substance Abuse and Mental Health Services Administration of the U.S. Department of Health and Human Services has released a new drug-free workplace toolkit. The toolkit provides employers with the latest information, resources, and tools for producing and maintaining a drug-free workplace.

Why You Should Care About Having a Drug-Free Workplace?

Because Substance Abuse in the Workplace Is a Widespread Problem

Alcohol and other drug abuse is widespread in our society. It affects us all in many ways. Although national, State, and local efforts have begun to show encouraging results, the problem of alcohol and other drug abuse remains a serious problem. No workplace is immune. According to the 2006 National Survey on Drug Use and Health, 74.9 percent of all adult illicit drug users are employed full or part time. Most binge and heavy alcohol users are also employed full or part time.

Because Substance Abuse in the Workplace Can Have Serious Consequences

Substance abusing employees often do not make good employees. Studies show that, compared with non–substance abusers, they are more likely…

  • To change jobs frequently
  • To be late to or absent from work
  • To be less productive employees
  • To be involved in a workplace accident
  • To file a workers’ compensation claim

Workplace substance abuse can also have a serious effect on people other than the abuser. For example, some studies suggest that working alongside a substance abuser can reduce nonabusers’ morale and productivity. It also is quite common for substance abusing workers who are involved in workplace accidents to injure other people (rather than themselves), especially if they work in safety-sensitive industries, such as the transportation or construction industry.

Because, in Some Cases, It’s the Law

In 1986 the President signed an Executive order mandating that all Federal agencies be drug-free.
In 1988, Congress passed the Drug-Free Workplace Act, which requires Federal grantees and recipients of Federal contracts of $100,000 or more to comply with certain regulations.

And Because Good Programs Can Help

Employers who have implemented drug-free workplace programs have important experiences to share:

  • Employers with successful drug-free workplace programs report improvements in morale and productivity and decreases in absenteeism, accidents, downtime, turnover, and theft.
  • Employers with longstanding programs report better health status among, and decreased use of medical benefits by, many employees and family members.
  • Some organizations with drug-free workplace programs qualify for incentives, such as decreased costs for workers’ compensation and other kinds of insurance.
  • Employers find that employees, employee representatives, and unions often welcome drug-free workplace programs. If you do not have a program, your employees may be wondering why.

Click HERE to download “Making Your Workplace Drug-Free: A Kit for Employers.”

(This is a PDF download. Please be patient)

Employee Screening Through Social Networks

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As recently as 10 years ago, screening your job candidates meant picking up the phone and calling their past employers and references. Sometimes, making these phone calls yielded valuable information. Other times, candidates’ relationships with the people you called would influence their opinions.

Over the past few years, social networking websites such as MySpace, LinkedIn and Facebook have provided employers with an opportunity to look at potential employees in a different light.

The beauty of social networks is they invite people to share their lives, thoughts and opinions…all in public. I’ve noticed social networks are blurring the line between “business” and “pleasure”. This can get tricky for employers. Federal and state laws prohibit employment discrimination based on age, race, color, religion, sex or disability. Employers need to be careful when using information from a social network in making a hiring decision. There are no lawsuits yet but I think it is just a matter of time until an employer is sued for using a social network to screen candidates.

Here are some suggestions for employers:

1. Consult with your attorney and develop written policies and non-discriminatory procedures for using social networks to screen candidates.

2. Obtain written consent from applicants so they are aware you will be looking at their online profiles and personal information.

3. If a website is searched by a background screening firm on behalf of an employer, then consent and disclosure are required under the federal Fair Credit Reporting Act (FCRA).

4. Employers should never use fake identities or engage in “pretexting” to gain access to information on social networks.

5. The safest approach is to perform a social network search after there is consent and a job offer is made contingent upon completion of a satisfactory background check.

4 Tips on How to Avoid Negligent Hiring Lawsuits

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In these tough economic times companies may be thinking about saving time and money by cutting back on their employee screening programs. This would be a big mistake! If you hire a dangerous or unfit person without doing proper “due diligence” and harm occurs, you are opening yourself up to a negligent hiring lawsuit.

Here are several tips to help you avoid a negligent hiring lawsuit :

1. Create a Program

Create an employee screening program for your company. This program should document employee screening policies and procedures for each position in the organization.

2. Train to Ensure Hiring Managers Follow the Program

Train all hiring managers on the employee screening policies and procedures. Document this training.

3. Audit Employee Screening Program

Create an audit procedure to make sure the employee screening program is being followed throughout the organization. Document this procedure.

4. Ensure FCRA Compliance

If you are using a third party employee screening service make sure they are in compliance with the Fair Credit Reporting Act (FCRA).

Top 4 Things You Need To Know About Employee Screening

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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.