For any company, pre-employment screening is a procedure that should be implemented to ensure workplace safety. From the first stage of hiring, employers should conduct background checks in order to gain confidence in their hiring decisions. Below, eVerifile outlines the 101 on background checks, which include: background screening best practices, important guidelines and industry regulations.
Why should businesses conduct a pre-employment screening?
Often times, many businesses make the rash decision to omit background screening from their hiring process. However, it is estimated that 11% of background checks come back with criminal records. This statistic highlights that any business omitting pre-employment screening could face severe monetary consequences, as well as legal repercussions.
Companies that forfeit a background screening make themselves vulnerable to the following:
- Theft or corporate espionage
- Violent employees with criminal history
- High turnover
- Damaged company reputation
- Hiring disqualified candidates
What are the benefits of pre-employment screening?
Employers should conduct pre-employment screening on all employees within the company. By demonstrating proper due diligence, companies can avoid negligent hiring and litigation. Employers can also minimize the possibility of workplace violence and protect the safety and security of their business. These actions allow the company to maintain its positive reputation and protect their brand.
What industry rules and regulations are associated with pre-employment background checks?
Pre-employment background screening must be conducted carefully and in compliance with privacy laws and regulations. A hiring agent must follow the guidelines outlined in the Fair Credit Reporting Act (FCRA), which details how consumer files may be used for employment purposes.
A job applicant is required to be notified if information from the background check is being used against them for employment purposes. The applicant also has the opportunity to contest the information in the report, prior to a final employment decision. This provides the applicant the opportunity to dispute inaccurate, incomplete or unverifiable information.
Which pre-employment screening is right for various industries?
To find out which type of pre-employment screening are suited for various types of industries, employers should consult their legal counsel. There is a vast variation between state and industry laws and employers should first consider their industry type and job requirements.
Some industry examples include:
- Volunteer Organizations – sex offender registry searches are recommended to protect your organization and those affiliated with it.
- Transportation – employees operating machinery and vehicles are recommended to have their vehicle records checked and undergo drug testing.
- Casinos – employees handling large reserves of cash and/or assets are recommended to have their credit history, employment records and criminal records checked.