Since we’ve had an increase in readers to our employee screening blog, I thought it would be a good idea to make the new folks aware of our most viewed articles.
Here they are:
Sex Offenders
Employee Screening Articles For June & July 2009
In case you missed any of our employee screening articles for June and July, here’s a quick recap of our most popular:
- 6 Tips On I-9 Compliance In The Hospitality Industry
- 5 Legal Reasons Why Your Company Should Have a Social Networking Policy
- Are Colleges Spying On High School Students?
- Hiring Managers Are Checking You Out
- New Employee Screening Trend -Second Chance For Ex-Offenders
- E-Verify for Employers in South Carolina and Mississippi
- Small Business Guide To Pre-Employment Background Checks
- The Hottest, Newest HR Technology for Background Screening
- The Importance Of Post-Hire Background Checks
- 4 Tips On How To Use Social Networks For Employee Screening
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The Importance Of Accurate Background Checks
Last week I reported how a Post-Hire Background Check could have prevented a terrible crime.
On the front page of this morning’s Dispatch I read…
Rape suspect got 2nd job because of faulty vetting
Weapons charges should have disqualified caregiver
It looks like this suspect was able to get a second job with Goodwill Columbus because of two errors with his background check:
- Goodwill ran a background check through the Ohio Bureau of Criminal Identification and Investigation (BCI) which incorrectly showed a weapons charges against him had been dismissed. Actually, the suspect pleaded guilty in Franklin County Common Pleas Court to reduced misdemeanor charges of carrying a concealed weapon and improper handling of a firearm in 2008 — convictions considered to be disqualifying offenses for working among people with developmental disabilities.That information was not on the BCI report, said Margie Pizzuti, president of Goodwill Columbus.
- Goodwill ran an additional background check through an online records-search service (I don’t know which company), but that report was confusing and Goodwill staff members apparently did not see that Quintero had been convicted, Pizzuti said.”This instructs us to be even more vigilant in finding out what’s in these reports and making sure we understand them,” she said. “If we had seen that and understood clearly, it probably would have been at least a red flag.”
Read the article here.
CONCLUSION
- A manual on-site search at the county courthouse by an experienced researcher is often the most accurate, and up-to-date criminal search available. Goodwill ran a BCI check which is the authorized central repository for all felony records for the state of Ohio. The bureau relies on police departments, sheriff’s offices, and courts of record to submit arrest and court conviction data to the bureau for record updates. The bureau did not have the most current information in this case.
- Your background screening provider needs to provide you with an easy to read report so there is absolutely no question about the status of the person being screened.
FYI Screening, Inc. is a leading global provider of employee screening solutions to corporations, government agencies, healthcare systems and educational institutions.
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The Importance Of Post-Hire Background Checks
The Columbus Dispatch reported:
Five years ago, Tristan J. Quintero passed the background check that enabled him to get a job caring for mentally disabled Ohioans.
The state doesn’t require post-hire background checks, so workers are trusted to self-report subsequent offenses that could disqualify them. But Quintero apparently told no one that he’d been convicted on weapons charges in 2008 and indicted again in May.
As a result, he was still on the job the night of May 28, 2009. That’s when he left the apartment of his disabled South Side client, James Monroe, and raped a neighbor, police said.
Could This Horrible Crime Have Been Prevented?
There’s a good chance Quintero’s weapon’s charge would have been discovered if periodic background checks were done after he was hired. And this crime could have been prevented.
Most organizations understand the importance of conducting pre-employment background screening, but many companies don’t properly consider the continued risks employees present after they are hired.
Here are 4 Tips On Setting Up A Post-Hire Screening Program
- Establish a written policy for post employment screening. Candidates and employees should have a full understanding of the company’s screening policies and procedures, especially when conducting post-hire screenings.
- Make sure you have a signed release form authorizing the right to conduct a background check throughout employment. Here is an example of the language that could be used on the Disclosure and Authorization form:
“I have carefully read and understand this Disclosure and Authorization form and the attached summary of rights under the Fair Credit Reporting Act. By my signature below, I consent to the release of consumer reports and investigative consumer reports prepared by a consumer reporting agency, such as FYI Screening, Inc., to the Company and its designated representatives and agents. I understand that if the Company hires me, my consent will apply, and the Company may obtain reports, throughout my employment.”
- Be consistent with your post employment screening. Your online screening system should have a feature built-in which makes it easy to rescreen current employees.
- We recommend companies re-screen employees annually or biannually.
Conclusion
Implementing a post-hire screening program can help reduce workplace loss, retain the best employees and mitigate a company’s risk.
Contact FYI Screening, Inc. if you need help with implementing your company’s post-hire screening program.
Photo Credit: i_yudai
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