Cathy Taylor is a marketing consultant and freelance writer and can be reached at creativecommunications@cox.net
Performing background checks on applicant’s seeking employment is common practice today for 80% of large corporations. Smaller sized firms are also beginning to understand how critical it is to know who you are hiring.
Tom Lawson, background check pioneer who serves as an expert witness on many negligent hiring court cases says, “If businesses only knew what I know, they could avoid negligent hiring lawsuits altogether.”
Unfortunately many businesses gain a false sense of security that could cost hundreds of thousands of dollars in lawsuits due to incomplete and inaccurate checking on the part of the screening company. “A process,” Lawson says, “that is fraught with pitfalls.”
To help avoid negligent hiring, below are five recommendations that every businesses must know before saying “you’re hired” to anyone:
1. Know the rules. The Fair Credit Reporting Act (FCRA) and Federal Accurate Credit Transaction Act (FACTA) contain crucial information for anyone hiring. For example, in California, you must tell your applicant that you are running a background check and you must get written consent to do so. The applicant must also receive a copy of the report within three (3) days.
2. Gain positive candidate identification. It is critical to verify the applicant’s name, including akas and aliases, social security number as well as dig up a complete address history and confirmation of date of birth. Better to first confirm the applicant is who they say they are or you could very be wasting your time and money!
3. Know your applicant’s responsibility attitudes. Use common sense when reviewing financial records including credit reports and driving history. How a person handles this part of their lives tells you a lot about how their responsibility translates in the workforce.
4. Check criminal history. California allows reporting of felonies and misdemeanors back seven years. With this kind of search, knowledge is power, so be sure to use a certified consumer reporting agency and not any one online database. Also include national sex offender registry check and terrorist watch list checks.
5. Determine other screening options. Each applicant may require different background checks depending on their potential job description. Options include drug screening, I-9 verification (immigration), personality testing, and reference checks. It is also recommended to always verify education and previous employment.
For more information on background checks for employment screening, go to www.Apscreen.com
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