Masked truths can be harmful for you especially if they belong to your newly hired employee like if you are unaware that the person is a con, a sex reprobate or even worse!
Nowadays the most claimed lawsuits are negligent hiring, negligent referral and negligent retention which are majorly accused by the complainant attorneys. For instance, If any of the employee misbehaves with his colleagues, any client or simply any other person while being employed than the probability is higher that the employer will be held responsible for his course of action. The scenario will intensify if the aggressive employee will contain a past of similar antagonistic behavior. It will be assumed that the employer must be aware of the previous behavior history of the aggressor. Only some really gripping and persuasive evidences can convince the jury and judges otherwise it’s hard for the employer to get over the lawsuit.
At different stages, employers employ accountants and others who have direct access to some business assets without even passing from the necessary screening process. Staffing agencies play a great role in portraying a “temp to perm” personnel without even being assured of the scope that the individual meets the required background check benchmarks. As a consequence, fraud and burglary are probable.
Here the question arises what employers must do to mitigate the possible threat? Solution is, employer must ensure the recruitment of people who are not only good enough for the position but also encompass certain personality traits that is preferred from the employees to support the organization.
Aims of Background Check
The objective of background screening is far more than just checking criminal records. Main aim of screening is to make sure that they are the actually one who they say they are. Like whether their educational achievements, licenses and other collateral is true and authentic. In addition, it also helps in examining the personality characteristics of the applicant. Yet, background screening doesn’t completely mirror the personality characters therefore a great tool named Attitude and Behavioral assessment which generates an appropriate culture in an organization.
Background screening varies from job to job as all jobs are different in responsibilities and requirements. Screening measures must be relevant to the job position and all candidates must be given the same screening criteria which is set-up for that particular job.
For instance, if a candidate has a conviction for assault than he must be precluded from a clerical job, but if he has a conviction for driving under (DUI) influence than he can’t be precluded.
Majority of background benchmarks are a mix of measures for all candidates, in addition other explorations are there for executive and specialist job positions. Below-mentioned are the core measures of employee screening courses:
Principal Screening Measures
Identity Authentication – Residence trace and social security number verification:
This is the initial step where a candidate’s reliability is proven. From the provided details of the candidate, the (SSN) i.e. social security number is examined. Plus existing address and the list of all previous addresses are also validated. These things are validated and are the basis for criminal record screening. All sort of phone numbers and social security number which is provided on the application form are subject to be examined. Any kind of inconsistency will open a new avenue for search.
Criminal Record Screening:
The criminal record histories are maintained by (NCIC) FBI and they are restricted to some designated professionals and a few government sectors. They are particularly for some security firms, banking industry and other specialist organizations.
Federal Criminal Records:
These cases are for special and serious kind of charges brought by federal agencies. They are not easily accessible and not common in searches like to be found in district courts etc.
Statewide Criminal Records:
The name elaborates it all, these records are assembled by state repositories for example, state police. These records do not generally contain arrest warrants issued by country courts, dispositions and all arrests etc. They are not accessible as a public record in these states: AZ, CA, HI, LA, MS, MT and NJ.
Country Criminal Records:
Most of the criminal cases are conducted at country courts. Hence, a country court is generally considered as a core of criminal records, as a result searches are commonly executed in stated countries courts of residence within last seven years’ timeframe. These records presents different indexes of criminal records in various crime sections. Therefore an employer can get enough information from them.
Foreign Criminal Records:
These criminal records are not allowed to be searched in all countries for public purposes. However where they are permitted have various rules of access and diverse levels of reliability and they also require a huge number of expenses plus longer turnaround times.
Motor Vehicle Driving Record (MVR):
If the job position involves driving or the employee will be driving his personal vehicle on company business, it’s really vital to check for his driving background before hiring him. Check for his license and the track records whether they are bad or good. The employer lies in a very precarious state when an event of faulty accident occurs.
This is as crucial as criminal record check. It helps you realize the credibility of the applicant. If the job involves financial or monetary responsibilities. Go and check for his earlier credit reports to be sure of his integrity. His credit report will allow you to examine his reliability in financial situations.
Candidates often exaggerate their job role, pay rates and even the employment dates. Hence it’s crucial to validate all of their employment history provided in the application. Whether they have worked where they have said, what was the salary and their job tenure etc. Employer can also inquire about the reason for leaving, rehiring eligibility, reasons for not hiring and complete performance.
Employment or Personal Reference:
One of the main area to be considered in background screening is reference check. As an applicant is best known to the ones who have supervised him once. Previous employers can be interviewed via a phone call to gather information about the candidate. In this manner, an employer can properly investigate the character and personality of the applicant.
Sometimes candidate fake their academic qualifications just to attain a certain job position if it requires certain qualification. In today’s modernize world, number of candidates can be “self taught” or may have attained a degree via online courses. At times, the candidate fools the interviewer and pass the aptitude, however after few months their true potential is discovered after the employer had invested a sufficient amount on their training and development. The degree which was presented may found to be in a very good domain like history or geography but it will be total irrelevant to the job. Nowadays, there are lots and lots of diploma mills who provide bogus degrees to the candidates just to win a job position. But background screening will help the employer to avoid such bogus degree holders.
Professional Credential Validation:
The jobs which desire certain licensing from state or federal and certifications must provide a need for the claims of the candidate to do so in order to validate them. When the license will be validated by the state or federal authorities, it will provide particular information like issue type, date and expiration dates etc.
Any individual who is a drug addict or is an alcohol fanatic can disturb the work environment. A drug exploitation can cause safety and health threat not only for the addict but also for the people around him or the people who are affected by his work. Employers contain a responsibility to ensure public safety as well as employee’s safety at their workplace. Hence it is necessary to ensure that the work environment is alcohol and drug-free and to attain this employer has to have a plan for appropriate recruitment.