Background screening is assisting companies in hiring the most qualified and trustworthy staff possible. However, there are some definite “dos and don’ts” to bear in mind when engaged in screening potential workers.
The following are four things employers should never do while screening potential workers.
1. Don’t: Use One Screening Plan For All Positions
While it’s understandable that the protocol for screening potential workers should be streamlined and easy to implement, it’s important that it also be flexible and job-specific. In effect, each job or job type should have a screening process that is customized to its role and requirements. The connection between the job and its screening elements should be abundantly clear.
2. Don’t: Forget About “Ban the Box” Laws
Laws restricting when and how much employers can inquire about an applicant’s criminal history are being enacted in many states and cities all over the nation. Most Ban the Box laws prohibit asking about a criminal past in the beginning stages of the application process in order to exclude them from the pool of possible hires.
It may come into play later, but the exact timing depends upon the laws for each state. It is crucial that employers know and abide by all the specifics of Ban the Box laws for their area. A professional employment screening company can assist with navigating these laws correctly.
3. Don’t: Be Inconsistent with Stringency
Some employers may be tempted to forego a complete background check for certain employees while conducting full background checks when screening potential workers. Doing so could be a recipe for legal action down the road. Also, no matter how trustworthy or impressive someone might seem, they could be concealing skeletons in their closet that would make them a liability in the workplace. Better to use the same level of stringency with every worker to ensure compliance with the law as well as safe, successful hiring.
4. Don’t: DIY Employee Background Screening
While there are criminal databases that can be searched online, they aren’t the only source for key information. Source records from state and local courts should be used to verify the information found in national databases. Employers unfamiliar with the ins and outs of this process may miss key data about an applicant. Outsourcing criminal background checks to a professional employment screening service can help to ensure each applicant is thoroughly screened.
An increasing number of businesses are screening potential workers and using background screening in their hiring process. However, it must be done appropriately in order to ensure compliance and success. Businesses should take steps to avoid these four pitfalls during their employment screening process.
Disclaimer Statement: All information presented is never intended as legal advice and is for information purposes only.