More than 90% of employers use some patterns of background screening on applicants or employees when making employment decisions. There can be several intentions for using them: assuring safety in the workplace; curtailing exposure to liability and legal costs; validating data given by applicants and employees, and making sure position fit.
Today, the majority of companies are now applying background screening for recruiting purposes. The term ‘background screening’ broadly comprehends criminal, drug, assessment testing, and education and employment verification. It is essential to achieve the success of the background check process for a company to take the time to make certain their policy for screening applicants is much helping in avoiding bad recruiting.
To successfully navigate that legal minefield, here are six key steps that can assist you in laying the groundwork for a legitimate, compatible, and effective background screening program.
Your written background screening policy should include certain key elements about your organization’s background screening process. Curtailing your policy to writing will help to make sure that it will be applied consistently across your company. It will also generate a process for applicants and employees that are trustworthy and transparent, and help to avoid potential private litigation and government enforcement actions. At the very least, your policy should include:
Once you have developed your written background screening policy, you will need to make sure that it is legally amendable. Background screening for job recruitment purposes is controlled by a patchwork of federal, state, and local laws. If anybody fails to obey the rules can result in a nightmare of costly penalties or fines, private or governmental lawsuits, and expensive settlements. There are four common compliance troubles that you should be mindful of:
Trust is a massive issue when it comes to recruiting someone to work for your company. Some organizations assist with this hiring research and identifying the one that works best for your company. A background screening company may be able to escort you through the logistics of the background screening as well as aspects of compliance.
An authorized background screening company can offer you more assurance that the results of a background screen are legally compliant and precise. Employers remain liable for employment-related compliance documents and platforms that may be provided by your selected background screening company. The compliance section of a quality background screening company will know laws and will give you suggestions in your pre-adverse action and adverse action processes.
There are highly effective checks applicable that can provide more data about the backgrounds of the individuals in your workforce. Some examples comprise checks for sex offenders, narcotics traffickers, known terrorists, sanctions, professional licenses, and more. As the business world becomes progressively complicated and the workforce more global, it is important to screen the workforce more broadly to encourage workplace safety and risk mitigation.
You are now willing to make a fully informed and legally compliant decision. This should endow you to guarantee the quality of your hiring decisions and alleviate the risks associated with them.
Lastly, you should organize an annual analysis of your background screening program. When an employee self-analyzes, managers can understand how employees feel about their work and how they fit into their team. They can get a real sense of how workers view their jobs. It emphasizes misunderstandings and employees also get feedback from managers on what motivates them. An annual assessment can also help you to stay current on the ever-evolving federal, state, and local laws in this area.