Choosing the Right Screening Package
Employment screening can be a little overwhelming. A lot of
people that are initiating a background screening program for the first time
ask, “What kind of records should I look for?” The answer to that question
depends on a number of factors:
1. Which industry is your company a part of?
Your industry plays an important part in what searches need
to be run. For example, if you are in the transportation industry, there will
obviously be an emphasis on driving records. For a job in the healthcare
industry, on the other hand, a background check may include checking &
monitoring health care sanctions, education verification, and license &
certification verification.
2. Are there any particular searches that are required by law in your
state or industry?
Most states require criminal background checks if the job
involves working with children, elderly, or disabled. Certain positions, for
example, may require a thorough background check for security clearance. While
certain searches are required, we recommend protecting your company by doing
more than the bare minimum required by the state.
3. What are the responsibilities of the position you are attempting to
fill?
The EEOC recommends that criminal conduct exclusions be
related to tasks required by the particular job the individual has applied for.
If a job requires the employee to work with children, you would not hire
someone who has recently been found guilty of indecent exposure. As this
particular charge interferes with business necessity, denial of employment
would be the only course of action.
4. How much access will the applicant have to assets and/or customers?
The more access the employee has to your company’s assets
and customers, the more thorough your background check should be. Neglecting to
run a complete background check is high risk and can have catastrophic results.
For example, a position may require the managing, monitoring, and/or using
assets for the company’s best interest. It would be prudent for the employer to
conduct a comprehensive background check to look for red flags such as theft,
embezzlement, fraud, forgery, etc.
Figuring out the screening criteria for each position can
seem like a daunting task. Start by asking yourself these questions. Still
overwhelmed? Reach out to your vendor. This is where their experience should
come in handy.
Remember to use the same employment screening criteria for each individual
applying for any given position. Facing a lawsuit for discrimination can be detrimental to your organization, but is also completely avoidable. For more information about legal
compliance, refer back to Part 1 (Compliance) of our 3-part blog on "Improving
Your Employment Screening Program in 2015".
