Are you looking for efficient ways to conduct background check on your employees? While these exercises are necessary, ensure you conduct them within applicable law. Incidences of workplace violence, financial crime, and terrorism highlight the importance of employee background checks at different organizations.
Conducting a basic background check on your employees increases your company’s security. This is because you will hire candidates who are trustworthy, dependable, with exceptional character, and good conduct.
Do not risk hiring candidates without investigating their background. Otherwise, they may turn out to be a liability in future. Should these employees become violent during duty, for example, you can be held liable for failure to take caution and negligent hiring. Do not investigate the individuals’ credit record alone, but their driving and criminal records as well.
To protect your company from hiring untrustworthy employees who may cost you dearly, a check is necessary. This way, you understand the candidate better and make an informed choice as far as hiring is concerned. Do these checks randomly on your current employees as well to remain updated with their interactions.
Apart from driving and criminal information, other important records that you need to investigate are drug tests, social security, court records, past employers, sex offenses, and property ownership. You will need the person’s consent to access some of these records.
How to conduct background checks
While investigating, be reasonable. Do not dig too deep into the person’s private life. A check on his credit score is reasonable. However, interviewing his neighbors and installing recording devices at his residence is against the law and will land you in trouble.
Looking at a candidate’s criminal record is reasonable if the person is applying for a job in the security department of your company. The same cannot be said of a prospective receptionist. Whatever you do, ensure you are within the confines of reason and justification.
In most cases, people who have something to hide may not consent to your background checks. However, you could inform candidates that you want to check their background. If they have nothing to hide, they will present their history.
If they do not consent, then you know they are not transparent. Let the consent you obtain from your employees be written so that you can prove to authorities should the need arise. For candidates, let this consent be included in the job application.
Be careful with the following
Some jurisdictions require more than just the person’s written consent. Therefore, ensure you have all legal requirements before embarking on the investigation. This is where the help of an experienced background check company comes in handy.
If you deem the candidate unworthy of the applied job as a result of your checks, give them copies of the same. This way, they know that their credit or criminal record bars them from holding a position in your company.
Do not rely on websites that recommend do-it-yourself background checks. You never know the validity of the information that they yield. If you discriminate an employee or a prospective employee based on inaccuracies, you could be in trouble with the law.
You might need to get clearance from a number of authorities to access a person’s private information. Examples are criminal records, education background, sex offenses, military, motor vehicle and taxation records among others.
For this reason, do not risk breaking the law. Instead, hire the services of a reputable background-checking agency. The agency knows the right procedures and steps of obtaining truthful information in reasonably little time.
Employers in the USA lose about $81 billion to their employees’ drug use annually.
The problem isn’t simply one of absenteeism and lack of productivity. Illicit substances are detected in 35% of patients treated for an occupational injury, and in 16% of those treated for injuries in emergency rooms. Staff turnover is exponentially higher in drug users, too. The problem is best dealt with before you hire given the complexity of coping with existing staff’s substance abuse. Most private companies aren’t federally mandated to test, but there are more benefits to pre-employment screening than you might imagine.
Some states offer a discount on workers compensation premiums if they work towards creating a drug-free work culture, but legal liability can become more costly than any expense a lowly insurance company can drum up. Staff who hurt themselves on the job while intoxicated can and do hold employers liable for their medical treatment.
Occupational safety laws are another fly in the ointment for employers who fail with their pre-employment screening. Certain agencies and industries such as the U.S. Coastguard, transportation sector, and NASA must legally test their staff. OSHA and state occupational safety laws can also be violated if an employee uses illicit substances in the workplace.
Pre-employment screening is a part of American life, and it can be done legally if you have the guidance of a specialist pre-employment screening professional. U.S. courts have given broader authority to employees to run pre-employment screening tests. During the last 10 years, congress has authorized drug testing as long as the way it’s conducted doesn’t go against the U.S. constitution. Fourth Amendment privacy rights muddy the waters of the drug testing issue somewhat. Corporations are thus limited with how and when they can legally do drug screens.
Discriminatory drug testing is illegal. You may not single out only certain demographics for drug screening without staying safe from a discrimination claim. It’s rational and lawful to, for example, test only those who reach the final stage of the interviewing process, but illegal to test only a certain age group, nationality, or race.
Discrimination against disabled applicants can land you in hot water. The most common drug screens pick up legally prescribed medications including opioids, pseudoephedrine, and benzodiazepines. Medical marijuana use is also legal in over 20 states. Failing to hire an applicant who takes prescribed medications puts you at risk of breaking the law laid down in the Americans with Disabilities Act.
Invasion of physical privacy by conducting screening tests in a way that requires the applicant to undress in front of someone else can violate privacy.
Mandatory Pre-Employment Screening Techniques
The U.S. Department of Health and Human Services has made pre-employment screening law easier to navigate by drafting the “Mandatory Guidelines for Federal Workplace Drug Testing Programs”. The document covers what employers need to do to avoid sample mix-ups, keep their quality control squeaky clean, and conduct urine collections correctly.
The Right to Decline
Applicants have the right to decline pre-employment screening, but this generally means they’re withdrawing their application entirely. Some unions also negotiate the terms of drug tests. State laws offer more in-depth information about your screening rights.
Only 29% of today’s private employers don’t do pre-employment screening. The majority of HR departments have chosen to maintain screening programs for excellent reason. Productivity and performance levels soar as a result. Today’s cut-throat business environment means that any organization that wishes to succeed must take every possible step towards increasing their competitive edge. Your staff are your most valuable resource. They should be hired with extreme care.
If you are operating a growing business, at some point you are going to have to start hiring new employees. Which means it’s time to start thinking in terms of employee background checks and screening. In a small business, you can often rely on friends and family to fill your important vacant positions. As you grow, however, you are going to have to begin bringing in new people that you know nothing about.
It can be costly to hire a new employee. It can be even more costly to hire the wrong employee. For this reason, it is very important that, prior to bringing someone on board, you take the time to run an employee background check. It is true that the cost of running an employee background check is not inexpensive, you will find, however, that the cost of a check is more than made up in what it will save you in the long term.
While you should never make an employment decision solely on an employee background check, there are many benefits to running the check.
With an employee background check, you get a better idea of who the person is. The majority of people put their best foot forward during an interview. It is the goal of every job hunter to “wow” the prospective employer with friendliness, knowledge, charm and professionalism. Running an employee background check will give you a far more realistic picture on who this person is, what this person is really like and whether this person is someone that you want to hire.
An employee background check protects your current employees.
Your current employees have the right to be safe and feel safe at work. By running an employee background check you can minimize any risk to your employees and find out if the new person you are considering for hire has a history of theft, sexual harassment or violence.
An employee background check protects your future.
Hiring an employee with a problematic background can lead you to a problematic future. If you hire a person who has a criminal background and they engage in criminal activity while on the job, you can find yourself in the middle of some unwanted legal problems. When you run an employee background check, you fulfill due diligence. You would not want to hire someone who has a background that will conflict with the job you need them to do. If you need someone to drive company vehicles, you need to know if they have ever been convicted of driving under the influence. If your new employee will be going into customers’ homes, you need to make sure they have never been convicted of burglary.
An employee background check will allow you to verify that the person is who they say they are.
Every year millions of people fall victim to identity theft. By running the employee background check you find out several important items of information about them, not just past criminal history. You will learn:
- Whether they are eligible to work in the United States
- The exact dates of previous employment
- Where they have worked in the past
- Whether they have any outstanding warrants
- Whether their driver’s license is in good standing
Finally, and, perhaps, most importantly, running an employee background check will give you the peace of mind knowing that you have done everything possible to protect yourself, your business, your employees and your customers. You will be able to rest assured knowing that you have done everything possible to bring only the best new employees into your place of business.
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Defending against discrimination complaints can be difficult. Atlas Risk Management LLC. provides custom-tailored tenant ScoreCards to property owners and managers to help them make the right decisions quickly.
By obtaining the same types of information on all applicants, tenants can maintain a consistent screening process and, therefore, protect themselves from the allegations of discriminatory housing.
“In order to get the right residents into the right properties, a tenant ScoreCard provides an efficient analysis of credit, criminal, and eviction history of all applicants to improve decision turnaround time, reduce delinquency rates and increase bottom line margins.”- Larry Warren, Owner
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- “Pass”, “Fail”, or “Conditional” recommendation, taking the guesswork out of choosing the right tenant.
- Customizable recommendation criteria ensures that your clients are getting the right residents in the right properties.
- Accurate, automated, and objective scoring recommendations reduce exposure to fair housing discrimination liability.
- Score multiple applicants (roommates) together for a merged recommendation and easily remove any unqualified roommates to recalculate the recommendation.
- Available credit history recommendation criteria
In the past few decades, employment background screening has gone from being a “nice idea” to standard procedures for companies both large and small. It’s important to protect your company and performing background checks that ensure your companies safety are important for any company, regardless of size. It is estimated that between 60-80% of U.S. companies perform criminal background checks. While this helps to protect the interests and reputations of those companies, far too many are making critical errors in the screening practices.
Here are four errors to avoid:
ispravljanje penisa Error 1: Failure to establish a standard background screening policy.
The addition of a standard written policy for every job helps to insure uniformity in background checks and helps to maintain compliance with company standards and employment regulations with the data that is collected.
jakpowiekszycpenisa Error 2: Failure to verify employment and education.
Thoroughly verifying past employment and education can help to reveal misrepresentations of the facts which, if intentional, can signal problems of character in a potential employee.
cirugia para alargar y engrosar el miembro Error 3: Failure to check vendors, contractors, temps.
Screening vendors, contractors, temps and other such workers can go a long way to limit vulnerabilities in relation to those who often have access to company facilities and systems.
Error 4: Failure to conduct international verification.
Verifying work history and education received outside of country is an important task that should not be overlooked. The job market has become globalized and extra vigilance is required.
Avoiding these four common errors will help an organization minimize risk and improve both the quality and efficiency of their screening program. To see how our firm can help you with your employee screen testing, contact our office today.
One of the most costly mistakes a company can make is to try to take shortcuts when conducting background checks on potential employees.
Contrary to the belief of many, there isn’t a giant mainframe that can reveal everything about a person in a few keystrokes. While it looks good on television, it just isn’t so in real life.
Proper background checks take time and depending on the information needed, could involve the use of several resources in order to gather the necessary intel. It can take days or weeks to conduct a thorough background check, especially if you have limited experience in the field.
Another great point to consider is that when rushing to compile a background check, you run the risk of the results being erroneous or incomplete.
Either way, it’s simply not worth it.
If you’re looking for quality testing of employee backgrounds, we can help. We offer expert service and complete the necessary due diligence to make sure the job is done right. Contact our office today to see how we can serve you.
The first is that making it appear that there is one, easy-to-access online repository for every individual on the planet is Hollywood fiction. The reality is that, depending on the needs of the hiring company, multiple resources are typically necessary for a thorough background check.
In today’s day and age, too many employers do not have an effective process or policy for drug screening. There can be multiple reasons for this, but ignorance should never be one of them. Below are some facts and figures related to drug use in the workplace.
• More than 75% of substance abusers are currently employed .
• Of those employed full-time, 8.4% were current illicit drug users, and 8.8% were heavy alcohol users1.
•Substance abusers are unstable workers and may change jobs as many as three times per year .
•Substance abusers have been found to be at least 33% less productive in the workplace .
•Substance abusers were found to be 2.5 times more likely to be absent 8 or more days per year3.
•Compared to drug-free workers, substance abusers were found to cost twice as much in medical and worker comp claims .
To learn more about how to develop an effective drug policy and drug screening process that will help protect your company, contact our offices today.
One of the basic methods of managing risk is testing for employee drug use. Employee drug testing is a vital part of a full and comprehensive background check and improves organizational efficiency and effectiveness. If your company is developing its drug testing program or you are simply reviewing an existing program, here are five ideas to consider.
1. A Drug Testing Policy
Having a written policy and process in place is vital and provides a guideline for the company to follow and builds transparency throughout the organizations. Make sure it follows all state and federal laws and is in compliance to the latest requirements.
2. Randomized Testing
The effect of testing is increased when used both in the pre-employment background check and ongoing screening. Periodic drug tests will deter workers from using drugs and should be administered at random. This testing should be administered as soon as possible from the time of notification to minimize time and opportunity for falsification.
3. Match Testing Methods to the Need of the Business
A wide variety of drug tests are available, each suited for different needs. Organizations should evaluate all types to determine which is best for them. Urine or fluid testing is best for same-day and ongoing monitoring as it provides a detection window of one week, whereas hair testing may be best for initial screening as it provides a detection window of up to 90 days.
4. Customize Tests to the Job
Requirements for testing should vary depending on the job and the industry in which the individual will be working. Positions that involve driving or heavy machinery may require more testing than positions in managerial roles. Healthcare positions in which workers may have access to medications require testing on an ongoing on periodic basis. Customize your testing to meet each individual job and clearly identify which roles require testing and how often in your written policy.
5. Document Testing
Documenting the process is vital and can help protect the organization in the event of legal action or audit. Document everything from notification to the results analysis and work with the HR and Information managers to create a system that catalogs the process.
If you’re developing a new program or simply revisiting your current program, we’d love to talk with you to see how we might assist your organization.
Background checks are quickly becoming standard practice in workplaces and businesses across the nation and across the world.
Gone are the days when a person’s word was their bond and a handshake agreement was all that was necessary. In today’s fast-paced and ever changing world, organizations must continually be on the lookout for new ways to mitigate their risk. A background checks is an effective and easy way to do so and can save a company of any size from a wide range of problems.
Partnering with an established background screening provider is an effective and efficient method for employers to reap the many benefits of background checks, while preserving time and resources.
Some of the benefits of a background check are as follows:
• A tighter safeguarding of organizational assets – the people you hire potentially have access to a wide range of assets, from physical assets to valuable information. Background screening can help to minimize the possibility of theft or corporate espionage. Additionally, you may be required by law to screen for individuals who are on national and international sanction or watch lists.
• Helping promote safety – background screening helps minimize the possibility of violence at your organization by checking for past criminal behavior and better clarifying the history and character of applicants.
• Hiring the best employees or selecting the ideal applicants – background screening helps establish that candidates are qualified for the positions for which they’ve applied and that they have been honest throughout the application process.
• Avoiding long-term costs – recruiting and on-boarding can be expensive processes. By screening your employees, you can help ensure that individuals are properly qualified and can thus reduce turnover.
• Background screening helps protect your organization’s good name – performing background checks means that you are committed to integrity and safety, important values that help underscore your current employees’ faith in your organization.
• Protecting you from negligent hiring/retention litigation – in some countries, employers are at risk if they knew, or should have known, that an employee presented a foreseeable risk of harm. For example, if one of your employees attacked a co-worker, your organization could potentially be held liable if that employee had a known history of such behavior. Performing pre-employment background checks can be of major importance in demonstrating proper due diligence and further safeguarding your organization.
Contact us to see how we might partner with your organization to make sure you have the tools necessary to protect your organization with effective background checks.
Tools for Social Media Monitoring
Last month we laid out the rules for monitoring social media of potential employees. More importantly, you must monitor how others, including employees, post about your business. Do you have disgruntled employees? Or past employees?
Common tools used for social media monitoring includes the following:
Sysomos is one of the powerful tools that are available in the market for social media monitoring. It boasts features like data collection, information processing, data analysis, etc. In data collection, data is collected and filtered for spam or other false positives. During information processing, data is gathered and, through translation and text analytics, it combs the data for insights and intelligence. During data analysis, all of the data is analyzed and categorized according to demographics, sentiment, key influencer, and buzz volume. Output is provided in the form of charts and graphs that provide visual confirmation of social media campaign’s process.
It monitors millions of sources in 42 languages, including social media channels, blogs, forums etc. It provides alerts in real-time via push notifications. Various social media accounts can be connected and we can receive combined alerts from all these outlets. It also removes the false positives and spam and sorts out the important mentions, thus reducing the noise. It generates a snapshot of mentions by source, language and over a selected period of time in PDF and CSV format. This result can be used to compare with the competitors.
Brand Watch employs the power of a web crawler to focus and capture data relevant to a brand or a product. Brand Watch can adapt to a variety of client loads. This web crawler operates in real time and, as soon as it satisfies a particular search query, stores this data to its many servers working in real time. These crawlers collect data from sources such as blogs, Twitter, Facebook, YouTube, discussion forums, news sites, Image sites, corporate sites, etc. This data can then be queried using an SQL-like language developed by Brand Watch to drill down or slice and dice data according to our needs.
Its social media monitoring, analytics, and engagement tools help organizations to identify opportunities and potential crises when they arise, while finding new and innovative ways to enhance customer relationships and better service clients. It offers both unlimited search queries and results that are not usually provided by other products. It costs up to $3,000/month, which is suitable for a national brand or large agency.
This is a tool that uses keywords to identify specific topics of conversation that are specific to particular social communities. It monitors and translates from 27 different languages and its search-based social media monitoring digs deep into the social media chaos to target the most relevant conversations using precise Boolean logic. Its monitoring platform analyzes millions of social media posts from several social media sites. When new social media websites appear on the web, they are also included in the Meltwater databases. Data can also be archived for up to six months for broad coverage of issues.
Social Radar uses big data for social media monitoring and produces output after analyzing the collected data. It finds patterns and performs deep historical analysis using archives spanning more than six years. It creates powerful custom filters based on rich individual profiling data, like an instant massive focus group. It includes variety of reporting options, including custom dashboards, raw data exporting, graphs, and tailored interactive access.
This is a tool that has a distinctive feature that helps you to quickly see the number of new results, velocity change, share of voice, etc. Outputs can be produced using an Excel exporting feature, RSS/XML feeds, or via email alerts. It has an archival feature through which complete resources can be archived for viewing the original article, sharing with co-workers, or bookmarking for follow-up.
It has an easy-to-use dashboard and provides several customizations and real-time insights about a brand or industry. Ubervu can help to understand and engage with audiences, to find influencers, reply to comments on multiple social networks straight from a single dashboard and so on. It is also useful to monitor keywords and brand mentions and be alerted of any real-time spikes in mentions, sentiment, activity, and other important metrics.