Kris Dunn, an outspoken HR Pro who blogs over at the hrcapitalist.com offers his take on using social media for employee screening.
Social Networks
Florida’s Flawed Background Screening System
Is your loved one in the care of a convicted felon? A six-month investigation by the Fort Lauderdale Sun Sentinel into Florida’s background screening system found disturbing flaws that allow those with criminal records – offenses include child abuse, assault and murder – to work in day care centers, assisted living facilities and homes for the elderly and disabled. Employees are routinely hired before background checks are made. Even when criminal offenses are discovered, caregivers can still work with little more than a promise not to break the law again. Children and defenseless adults have been harmed and exploited while in the care of people with criminal pasts, their trust betrayed by a system that fails to protect them.
Source: South Florida Sun Sentinel and Orlando Sentinel
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Chris Miller is known for his expertise in employee screening and background investigations. His company, FYI Screening, Inc. helps employers improve the efficiency of their employee screening programs, minimize risk and hire smarter. He’s a licensed Private Investigator with over 30 years of experience in employment screening, retail loss prevention, corporate security and background investigations. For more information call 1-800-809-2419 or visit us online at fyiscreening.com.
More Background Checks
It’s not everyday that I see a headline like this in our local newspaper, The Columbus Dispatch.
Last night the Franklin County Board of Developmental Disabilities voted to require background checks every three years on all their employees. Previously, background checks were conducted upon hiring and the county relied on the honor system for employees to report any offense after that.
This is a good reminder that your organization should have a Post-Hire Screening Program in place.
A Post-Hire Screening Program (also called recurring screening) is considered a best practice for employers. It ensures a safe workplace and helps reduce the risk of a negligent retention lawsuit. Conducting checks on all new hires is essential. Keep in mind, that a lot can happen in the years after a new hire comes aboard. Companies should consider protecting themselves with periodic post-hire criminal checks and drug screening.
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Judge Rejects Bid to Delay E-Verify Mandate
The Wall Street Journal reports:
Agencies across the federal government Tuesday will start ordering contractors to use an electronic immigration system to verify the legal status of their roughly 3.8 million workers, barring an emergency stay from a federal appeals court in Virginia.
The sweeping new mandate, crafted by the Bush White House but being implemented by the Obama administration, represents a significant expansion for the so-called E-Verify system, which government officials and independent experts expect to become mandatory for all private employers nationwide in the future.
About 169,000 federal contractors and subcontractors will eventually be covered by the program taking effect Tuesday.
U.S. District Court Judge Alexander Williams, Jr., of Maryland, rejected an 11th-hour-effort late Friday by the U.S. Chamber of Commerce and other business groups to delay the mandate while a federal appeal is pending.
The rest of the story is here.
Read Porter Wright’s Employer Law Report – E-Verify: What Does This Mean For My Company?
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The Secret of Successful Hiring
Two ways to hire (and a wrong way)
“The wrong way first: interview someone for an hour. If you like them, have them interview three or four other people in your organization for an hour each.
You’ve invested five hours of your team’s time, but really you only were looking for approval, because you’d already decided you liked the person enough to work with them for years.
All the evidence we’ve seen shows that this is a lousy predictor of future performance. And, let’s tell the truth… if the first three people love the guy, are you really going to let the fourth, junior person veto him? Or is it just an annoying courtesy?”
That is the wrong way to hire.
Read Seth’s advice on the right ways to hire here.
