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Why You Should Screen Potential Employees

September 17, 2020 by screeningintel Leave a Comment

Companies should screen potential employees to help identify individuals who might pose a greater risk for workplace violence. Workplace violence, including mass shootings, often takes place when an employee becomes disgruntled. In some cases, the employee might feel wronged, such as the incident at Milwaukee’s Molson Coors Campus, when an electrician shot five co-workers before shooting himself. The gunman believed he was being discriminated against because of his race. In other cases, the shooter might believe that his or her work is not appreciated, or the shooter was fired and might be a former employee.

Screen Potential Employees

Screen Potential Employees 

To keep your employees safe, you should screen potential employees and perform several employee screenings on all new employees. Additionally, in some cases you should also check the employee’s social media platforms and perform a social media background screening on the employee.

Background screening companies typically provide comprehensive background searches to screen potential employees that include:

  • A national criminal database search;
  • Federal and county criminal background searches;
  • National sex offender search;
  • A trace on the employee’s social security number;
  • A search of the government’s watch list;
  • Employment, education, professional reference and professional license verification; and
  • Driving records.

Additionally, background screening companies may also provide eviction records for tenant screening. Even if a business is not a landlord, eviction data can provide some information about an employee working in certain industries.

Additional Checks to Screen Potential Employees 

In addition to the imperative comprehensive criminal background checks, some HR departments also do social media background screening.  Social media background screening should never be used to screen potential employees in ways that violate the applicant’s rights. When checking a prospective employee’s social media accounts, such as performing a Google search on the applicant, they should not be asked to be “friended” or for passwords to gain access to the applicants accounts.

Social media posts on all platforms can help screen potential employees and give you an idea of how the employee conducts himself or herself while off the clock, which may help you determine if he or she is lying in an interview. For example, you might ask if the employee often calls out for doctors’ appointments. If the employee denies doing that, it might show up in social media posts that he or she called out and went to the beach instead of the doctor.

You can find pre-employment behavioral and cognitive tests to find out if a prospective employee has the behavioral traits required for a specific job or the cognitive abilities to do well in certain jobs. You can even add situational judgment tests.

Contact Screening Intelligence

While a prospective employee’s test results might show that he or she is a perfect fit for a certain position, and the comprehensive criminal background check checks out, things can change years down the road. Employers should conduct background checks and do employment testing for cognitive and behavioral issues every year to ensure their employees remain a good fit for their positions. Contact Screening Intelligence to set up an account for the most effective background screening services.

Disclaimer Statement: All information presented is never intended as legal advice and is for information purposes only.

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Filed Under: human resources

The Top 5 Hiring and Recruiting Mistakes Employers Make

May 7, 2019 by screeningintel Leave a Comment

With the economy on fire and increasing numbers of great positions available to job seekers, employers are finding it harder to fill key roles. Connecting with and retaining top talent is more difficult than ever. Recruiting mistakes can be costly, and that’s why it’s so important for businesses to avoid these all too common hiring and recruiting mistakes.

Recruiting Mistakes

The following are five of the most common hiring and recruiting mistakes:

1. A Poorly Written Job Description Post

The vast majority of jobs are found online, in written listings. Rushing the process of writing and making recruiting mistakes can be detrimental to employers. Leaving out key elements reduces the chances of finding the ideal candidate. Employers should ensure the posting strikes the right tone so that it draws in appropriate, high quality individuals. In addition to being complete, it should also be compelling and concise.

2. Insisting On Perfect Instead of Finding Potential

There may very well be a perfect candidate who can hit the ground running in key roles, but in truth this is quite rare. Instead of holding out for the candidate who is ideal in every way, employers should be open to finding individuals with raw talent who can be trained to be an ideal fit for the job.

3. Not Taking Advantage of Video Screening

The hiring and recruiting process can be made much more efficient and effective by using a key technological innovation: video interviews and screening. Asking for a video resume or conducting a pre-interview via video conference can yield valuable insights about a candidate’s personality and communication style.

4. Not Being Aware of Potential Biases

EEOC laws explicitly prevent discrimination against potential new hires on the basis of race, gender, sex, cultural background, religion and many other areas. However, employers should also guard against more nuanced preconceived notions about people, such as the schools they attended and past employers. Think outside the box with each qualified individual and consider where they might be a fit.

5. Not Following Up On References

Believe it or not, some employers don’t take the time to verify the items candidates share on resumes and job applications. With some surveys showing that up to 85 percent of applicants admit to lying on their resumes, skipping this step could lead to costly recruiting mistakes. Partnering with a professional background screening service can assist with assessing criminal background and credit history, as well as help with identifying resume fraud.

With the job market becoming increasingly competitive, employers and recruiters can’t afford to make recruiting mistakes. Companies should take steps to avoid and prevent these five all too common hiring and recruiting mistakes.

Creative thinking can bring a competitive edge in recruiting and hiring efforts. Partnering with an experienced, proven employment screening and background check professional can also help with reducing costly hiring errors. Using a variety of approaches can help employers to connect with the best candidates available and avoid many recruiting mistakes.

Disclaimer Statement: All information presented is never intended as legal advice and is for information purposes only.

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Filed Under: human resources

Employment Screening Trends For 2018 And Beyond

August 23, 2018 by screeningintel Leave a Comment

Recruiting, hiring and onboarding – also known as human capital management – undergoes trends just like any other area. Business owners and hiring managers should be aware of the employment screening trends and industry changes so that they can anticipate them and take appropriate action.

Employment Screening Trends

Here is where employment screening trends are headed for the remainder of 2018 and beyond:

Regulations and Compliance

Compliance plays a significant role in employment screening, and this will continue going forward as laws change and evolve. The year 2017 brought a focus on “ban the box” laws growing in popularity as well as salary history bans. The legalization of marijuana in many states has already changed policies related to drug screening, and this employment screening trend is set to continue. In many cases, employers are not allowed to look into an applicant’s criminal past until the point in the job interview process where a conditional offer has been made.

Drug Screening

Non-medical use of prescription pills and drugs in the opiate class continues to be a problem in our country, although the Trump administration is actively taking steps to address this issue on many fronts. Meanwhile, testing for these drugs will continue to be a priority as part of employment screening, with exact requirements varying from state to state. Opiate pain killers are the second-most used drug in the U.S. after marijuana, which is now legal for recreational and/or medical use in 29 states.

The “Gig” (On Demand) Economy

The  gig economy continues to grow, with many offering services via applications and portals on their smartphone. Companies like Uber, Lyft, TaskRabbit and Handy connect workers with paying jobs, or “gigs.” Expect employment screening trends and background check trends of their products and services to evolve accordingly to assist these industries and meet changing demands for screening related to these roles.

Mobile “Smart” Technology for Background Screening

The rapid evolution of technology is also affecting the industry with employment screening trends. Just as in many other areas, mobile applications and responsive portals are streamlining the employment screening process. Candidate portals allow for a more efficient, seamless screening process from a mobile device.

HRIS Integration

Employment screening trends beyond 2018 will also facilitate flexibility and integration with background screening applications and business ATS systems. This will facilitate eliminating manual processes and streamlining hiring workflows. Duplicate data entry will be eliminated, allowing for a more seamless process with existing HRIS systems.

Influence of Artificial Intelligence (AI)

Additional employment screening trends for new programs and tools going forward will assist HR departments with background checks, managing worker performance, rewards and company culture. Industry experts predict AI will make employment screening more far more efficient and accurate. This is crucial as the market speeds up and the need for hiring and onboarding the top talent quickly accelerates in our country and the world. For international hiring, processing in multiple languages will be facilitated with AI.

Employment screening trends in 2017 saw compliance laws change and both technology and the marketplace change dramatically. Businesses can expect these employment screening trends to continue well beyond 2018. However, what hasn’t fundamentally changed is the value and importance of employment background screening to a successful hiring process.

Disclaimer Statement: All information presented is never intended as legal advice and is for information purposes only.

Source: http://fortune.com/2017/05/19/ai-changing-jobs-hiring-recruiting/

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Filed Under: human resources

5 Essential Tips For Streamlining the Employment Screening Process

April 26, 2018 by screeningintel Leave a Comment

As the economy continues to heat up, companies are finding themselves with a steadily increasing requirement for talented staff. This growing need is causing some human resource managers to expedite the hiring and onboarding process – and in some cases, cut corners to the detriment of the employment screening process. However, it’s extremely important to assess all applicants thoroughly to help ensure the very best hiring decisions are made.

Employment Screening Process

As with most facets of business, it’s important to find a balance between being both thorough and efficient. The following are five essential tips for expediting the employment screening process in a way that ensures it will be highly effective:

1. Define What You Need

What’s required in terms of employment screening for each department and position? Mapping out the type of screening required for each job that must be filled in the company is essential in ensuring the checklist is thoroughly addressed. For example, persons applying for jobs that require handling financial data and funds should undergo a credit check. A professional employment screening company can assist in determining the right screening types for each job role.

2. Standardize the Employment Screening Process

Every company should create an employment screening process that can be used consistently for each candidate. The employment screening process should be tested and fine-tuned over time for efficiency, thoroughness and effectiveness. When an employment screening process is set and standardized, each candidate can be moved through it more quickly and efficiently. This results in less frustration and fewer incidents of loss of ideal workers due to impatience during a slow or inefficient hiring process.

3. Know the Law

The employment screening process should also be created in compliance with state and federal laws related to background checks and employment screening. Conducting background checks in a way that is not in compliance with regulations can lead to litigation from applicants and possible negligent hiring suits from staff or clients down the road. Consulting with a professional employment screening company can assist with ensuring that all screening is conducted in full compliance with the law.

4. Communication with Candidates

Keeping applicants engaged and informed in the screening and background check process is also extremely helpful in expediting their experience. This allows each candidate to know their role and responsibility in the process ahead of time. This can assist with minimizing delays on their end and ensuring that everyone is on the same page throughout every phase of the employment screening process.

5. Partner with an Experienced Background Screening Professional

Outsourcing as many elements of your employment background screening as possible is another key way to expedite the employment screening process. A proven, experienced background check provider can help fulfill your screening requirements in an efficient, effective manner. Employers can rest assured that all screening will be conducted in a manner that is in compliance with state as well as federal laws related to background checks.

In an economy that keeps getting stronger, more talented workers are required to fill key roles. However, the need for thorough, effective employment screening is just as relevant as ever before. Employers and hiring managers can use these five tips to streamline the employment screening process so the very best workers can be efficiently hired.

Disclaimer Statement: All information presented is never intended as legal advice and is for information purposes only.

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Filed Under: human resources

5 Industries Where Employment Screening For New Employees Is Highly Imperative!

March 29, 2018 by screeningintel Leave a Comment

Employment screening in certain industries with positions that carry a high degree of risk is always important when hiring new employees. This high level of risk may be posed to individuals, businesses, or organizations that the new employees come to serve.

new employees

Employers and human resource managers can actively prevent criminals, predators, and unskilled candidates from having access to certain areas, information, and even sensitive people such as children and the elderly by carrying out employment screening or background checks on all new employees. They can also save their businesses from risk liability problems and negligence lawsuits.

Here are the top 5 high-risk industries where employers and HR experts must take employment screening seriously when hiring new employees:

  1. Education

It is definitely one of the most sensitive industries because thousands of children across America are entrusted to strangers to nurture and care for them. Unfortunately, schools provide the best grounds for sex offenders and predators to carry out their vices. HR experts in this industry must always undertake employment screening on new employees (teachers and staff) before entrusting any kids to them. A school can face serious legal action if found to have hired a new employee who had previously convicted sex offender or child abuser negligently.

  1. Healthcare

This is another very sensitive industry because all healthcare workers serve in positions of full trust. Healthcare workers have access to all the vulnerable individuals in the society including the elderly, kids, disabled, and mentally ill. Without proper screening of new employees, doctors, nurses, therapists or attendants, a hospital may hire an unskilled person resulting in a mistake that may not only harm a patient, but also endanger their life.

  1. Finance

Employees in this industry often have unlimited access to sensitive financial information about financial organizations and their clients. They handle millions of cash every now and then, handle client’s credit cards, bank account information, tax reports, and more. Without proper employment screening, all this information could fall into the hands of a criminal resulting in theft, blackmail, scams, fraud, and identity theft .

  1. Law and Justice

Law enforcers and implementers hold a very special place in society. They are charged with ensuring that the law is followed and justice obtained when need be. All persons in the law and justice departments have access to crucial information about arrests, convictions, and client-confidential information among more. Without proper screening, justice may elude the face of many innocent victims while the wrong-doers go free.

  1. Transport

Drivers, particularly trucking drivers, need thorough employment screening if safety on the roads is to be guaranteed. Background checks in this industry can help to show if a driver is negligent, using drugs, convicted criminal, or has been involved in a fatal accident before. This will help a business avoid fatal injury, damage, or liability issues on the roads.

HR experts and employers in these 5 high-risk industries must conduct secure background screening on their new employees for the safety of all!

Source: https://www.psp.fmcsa.dot.gov/psp/default.aspx

Disclaimer Statement: All information presented is never intended as legal advice and is for information purposes only.

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Filed Under: human resources

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PBSA Professional Background Screening Association

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Why You Should Screen Potential Employees

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