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Protect Your Company From Data Breaches on the Inside

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A few years ago, the Target Corporation’s network data system was hacked. Subsequent investigations confirm that the data breaches were connected with employees from an HVAC company with whom Target had contracted with. The so-called cyber attack actually originated as an inside job which left Target’s servers vulnerable. Consequently, over 40 million Target customers’ credit and debit card information was stolen, and the giant corporation had to pay out approximately $10 million.

Data Breaches

In a world where small businesses and giant corporations and even governments rely on cloud data storage, virtual record-keeping and cloud IT management systems, it’s more critical than ever to make sure that internal tech security is on your agenda. Unfortunately, it’s not enough to just protect your company’s data from external hacks. You need to also protect your company from data breaches that originate from the inside.

What’s at Stake?

In today’s world, unscrupulous employees don’t just steal staplers and fountain pens. They have unprecedented access to your business data, sensitive internal memos, company agendas, and long-term plans for which some types of competitors would be willing to pay dearly. Data breaches can occur from the inside, but employment background screening can help secure vulnerabilities within the organization.

Employment screening background checks help to offer an added level of security that can assist in protecting your organization from internal data breaches. Employment screening can divulge:

  • History of convictions
  • History of serial jobs that are suspicious
  • Criminal records data
  • Falsification of education degrees or professional licenses
  • Drug users

What Can Companies Do To Reduce Risk of Data Breaches And Increase Internal Security?

Take the personal out of the equation. Companies need to realize that internal security breaches are becoming more commonplace. It’s better to rely on a reputable third-party to screen existing and current employees than to take a chance. This takes the personal relationships out of the equation and puts it squarely in an objective light. When employees realize that everyone is subjected to the same security protocols, they won’t object to the standard procedure.

Don’t delay the decision. Companies need to act swiftly to put security practices in place. Data breaches happen overnight, and they are never anticipated. It’s critical to implement employee background screening as soon as possible.

For more information about secure background screening and employment background checks, and how they can protect your company’s sensitive data from internal data breaches, contact us today.

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

Background Records Search Types and How They Are Useful

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Regardless if you are an employee or employer, it’s important to know what kind of background records are available on the market. We are going to cover some of the background records searches that employers frequently use to retrieve information from a potential employee. Here’s a look at some of the types of background records on the market and how they’re useful.

Background Records Searches

Types of Background Records

Since many background records are often limited to search depth, several different checks have been created to cover a greater search area. For example, some criminal background records only offer searches in your geographic area. This means that if crimes were committed in another state, they might go unlisted in a local or county criminal search.

To avoid this, employers will often utilize multiple background records or a national criminal background check to make sure that they search the greatest geographical area.

Such background records that are often utilized are:

  • State Criminal Records – Some states offer a statewide search, so you can search for criminal records within the state of residence.
  • National Criminal Records – For a broader search that should include the state criminal records search, this search can identify crimes in different locations across the United States.
  • County Criminal Records – These background record searches can find felonies and misdemeanors in the 3,000+ county courts within the United States. This is the most accurate type of criminal search, but you will need to know the county in which to search.
  • Federal Criminal Records – Whether embezzlement, fraud, or tax evasion, Federal Criminal Records can uncover prosecuted crimes within the Federal court system.
  • Prohibited and Restricted Parties Search – These searches can help you discover if your possible employee is an illegal gun trader, narcotic trafficker, money launderer, or terrorist.

These are only a handful of the background search products on the market, and there are other types that can assist you in finding the information you need. When screening potential workers, background records can help determine whether or not an employee is right for your business.

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

4 Things Employers Should Never Do When Screening Potential Workers

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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.

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.

Human Resources: Top 4 Employer Tips for Workplace Safety

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Workplace safety refers to a number of key areas for employers. First and foremost, there is the issue of providing physical safety. All workers and clients deserve a safe and secure place in which to do business.

Workplace Safety

However, employers must also take steps to keep themselves safe from litigation and damage to their reputation.

The following four workplace safety tips are important ways employers can keep themselves safe on a range of levels:

1. Use Employment Screening for All Potential New Hires

Outsourcing employment screening is an effective way to “get to know” who is really being considered for employment. While the interview process and checking references can yield valuable insights in these areas, the applicant will be taking steps to put their best foot forward. Finding out the truth about an applicant’s background, credit and possible criminal history is vital to a safe workplace for all.

2. Make All Decisions Based On Fit

Hiring for an ideal fit, training for the needed skills, transferring and promoting for the good of the company, and disciplining or firing only for relevant and documented reasons is also crucial to workplace safety. Hiring qualified workers with known abilities and training them for proficiency reduces the likelihood of accidents in the workplace as well as litigation by clients, other workers, or the new hire themselves.

3. Comply with OSHA Rules and Guidelines

The Occupational Safety and Health Administration (OSHA) has put forth standards for hiring and evaluating employees as well as keeping the workplace physically safe for all workers. The most common workplace safety problems tend to be related to:

  •     The danger of slips and falls
  •     Poor communication about workplace hazards
  •     Unsafe scaffolding and ladder usage
  •     Unsafe workplace machinery
  •     Inadequate respiratory protection
  •     Electrical safety hazards

Employers should take steps to ensure all OSHA guidelines are followed, with particular attention paid to these areas.

4. Fairness and Consistency

Whether recruiting, interviewing, screening, or dealing with current employees, consistency and fairness are key to employers staying safe from litigation. All persons should be treated equally regardless of qualities like race, age, gender, religion or family status. Employers should avoid favoritism based upon personal biases and never retaliate against an employee who voices concerns about procedures and workplace safety.

Workplace safety involves a number of facets and areas. Following these four tips can help employers to stay safe and viable for many years to come.

Source: OSHA: http://www.osha.gov/Top_Ten_Standards.html

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

How Employers Can Reduce the Odds of Violence in the Workplace

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From employees creating a hostile and emotionally unhealthy work environment to workplace shootings, there seems to be no shortage of reports of violence in the workplace these days. A Virginia man killing two of his former co-workers while they were broadcasting live on the air is just the latest of these disturbing incidents. Vester Flanagan gunned down Adam Ward and Alison Parker in a shocking display of workplace hostility being taken to its most tragic extreme.

Violence in the Workplace

Whether caused by a tough job market or just the stresses of modern life, violence in the workplace is a very real risk for employers today. However, there are steps companies can take to help reduce the risk to their employees as well as their own liability. It starts with knowing who is being hired, and there are ways to screen potential new hires for the risk of workplace violence so that they are not hired.

Here are four effective ways employers can reduce the odds of violence in the workplace:

1. Criminal Background Check

A criminal background check is perhaps the best way to screen for a history of documented violence or criminal activity. Any criminal incident should be a big red flag for business owners and HR departments.

2. Check References

It is standard for applicants to provide work and character references on their resumes or job applications. Employers should contact every reference and ask a question or two about the candidate’s temperament, how they handle stress, and if they are prone to any problematic behavior.

3. Using Interview Intuition

While some persons can hide a bad temper or a tendency toward violent behavior very well, with others, the signs of a volatile nature can show during the interview. If the interviewer senses edginess or glimpses of a disposition prone to anger, these are also red flags.

4. Professional Employment Background Screening

A professional employment background screening service can help take a lot of the guesswork out of vetting potential new hires and can potentially uncover a candidate who has had a history of violence in the workplace. This service should screen for a criminal history, the sex offender registry as well as government watch lists. Professional employment background screening helps employers to avoid hiring employees who poses a risk to the safety, security and positive energy of a workplace environment.

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

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