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Best Practices For Employee Screening

Best Employee Screening Articles For October & November 2009

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In case you missed any of our employee screening articles for October and November, here’s a quick recap of our most popular:

Smart, Compliant Hiring Decisions Made Easy

FYI Screening offers a wide array of customized background screening solutions to meet any need. Human Resources and Loss Prevention Professionals in numerous industries worldwide trust FYI’s screening solutions every day to make smarter, safer and more cost effective hiring decisions.

Kindergarten Teacher With A Criminal Record Teaches For 5 Years

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Source: wsmv.com

On October 20, 2009, while on her lunch break, a Tennessee kindergarten teacher was cited for shoplifting $62 worth of wrinkle cream from Walmart.  This past summer the teacher was convicted of stealing steaks from a Kroger.  She has three DUIs and a citation for driving on a suspended license for excessive speeding tickets. She also has five aliases and she’s been teaching young children for the past five years.

As of November 5, 2009 she was still in the classroom teaching.  Watch the video.

What’s wrong here?

The state only requires a background check at the time of hire.

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.

For more information please read:

Best Employee Screening Articles For August & September 2009

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human_resourcesIn case you missed any of our employee screening articles for August and September, here’s a quick recap of our most popular:

Smart, Compliant Hiring Decisions Made Easy

FYI Screening, Inc. is a leading provider of on-demand, easy to use employee screening solutions.

Photo credit:  net_efekt

More Background Checks

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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.

Related Posts From FYI Screening:

The Importance Of Accurate Background Checks

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anonymous_gunLast 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:

  1. 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.
  2. 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.

  • Contact us for a 10 minute online demo of the easiest, most cost-effective and reliable solution for employee screening.