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The Buck Stops With Human Resource Managers: The Importance of Pre-Screening Applicants

May 9, 2016 by screeningintel Leave a Comment

For human resource managers, the importance of finding qualified candidates, in a timely fashion, must be carefully balanced with who that person really is. With the increase of violence in today’s workplace, these human resource decisions are more critical than ever.

Human Resource Managers

What is workplace violence? According to the Occupational Safety & Health Administration (OSHA) it is defined as “Any act or threat of physical violence, harassment, intimidation, or other threatening disruptive behavior that occurs at the work site.” It can range from simple verbal threats to physical violence, and in some cases, even homicide. In 2014 alone, the Bureau of Labor Statistics reported that there were 403 workplace homicides.

When such instances occur, many times the employee’s file will be reviewed to see if there were any other instances of this behavior at work. But what that won’t even uncover is what a thorough background check may have uncovered prior to hiring.

Thorough background screenings and checks can help better determine the character and quality of a candidate before they are hired. They can also demonstrate that human resource managers have done their due diligence in each hire. This can be critical when the human resource office is where the buck stops.

Beyond conducting extensive background screenings, OSHA also recommends workplaces initiate a zero tolerance policy when it comes to workplace violence. They also believe a well-constructed and implemented workplace violence prevention program combined with administrative controls and training can minimize violent incidents.

OHSA makes a point in reminding employers that their workers have a right to a safe workplace. In fact, Federal law requires that employees have “a safe and healthful workplace.” It is important to note that the law does not make a distinction between small or large businesses in this matter.

As violence in the workplace increases, human resource managers should step up the intensity of their applicant pre-employment screening.

Simply contacting past employers and personal references may not be enough anymore. Acquiring the services of a background screening company can help. This step can better protect fellow employees, the company involved and the human resource managers. It is a step that, especially in today’s environment, should be carefully considered.

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

Employment Post-Hire Screening is On the Rise

March 16, 2016 by screeningintel Leave a Comment

Post-Hire Screening

In 2013, Edward Snowden, who previously held a position as a subcontractor with the National Security Agency (NSA), leaks confidential information about the NSA’s surveillance activities. Another troublesome incident in 2013 occurred at the headquarters for the Naval Sea Systems Command in Washington, D.C.: Military Contractor Aaron Alexis went on a killing spree that left 12 dead and 14 injured. Alexis was shot and killed by the police.

Recent Morgan Stanley Hack Intensifies Focus on Post-Hire Screening

The 2015 Morgan Stanley hack has intensified the focus on post-hire insider threats. These threats range from fraud, embezzlement, child molesters, theft and active shooters. Employees, temporary workers and contractors have access to the workplace: An insider threat can come from any of these individuals.

Post-Hire Screening Can Assist in Preventing Insider Threats

Diligently performing post-hire screening can identify previously overlooked information or discover new threats that arise due to changes in circumstances.

Negligent Hiring Lawsuits

Employers who disregard properly screening their candidates may be at risk of a negligent hiring lawsuit. Ride-sharing service Uber is the defendant in a lawsuit filed by two women who claim they were sexually assaulted by their driver. The plaintiffs state that Uber markets its services to young women who have been drinking and passengers are put at risk due to Uber’s lax background checks. The Uber driver who allegedly sexually assaulted these women has a previous criminal conviction that was missed due to a lax background check.

The increase in negligent hiring lawsuits, in conjunction with concerns about terrorism has led to an increase in the number of employers who perform thorough background checks on potential and current employees.

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

4 Tips for Effective Social Media Hiring and Marketing

February 2, 2016 by screeningintel Leave a Comment

Social media has saturated the online world, with users drawing value from it personally as well as when seeking out products, services and entertainment. Businesses can benefit from social media hiring as well as other social media usage in a number of areas from building and promoting a brand to drawing in quality new hires.

The following are some of the top ways to use social media hiring in business:

1. Business Branding

Social media allows companies to spread their brand message in a much more dynamic way than with just a static website. Social media home page designs should be consistent with the company website and other marketing materials. The tone and objective of all posts should mirror the company’s mission statement and brand ethos.

2. Spreading Goodwill

Business and customer relationships are a two-way street, and social media allows for an extremely effective way to communicate and share positive sentiment with current clients and potential new customers. Business promotion via social media should include:

Posting information and media that informs, uplifts, entertains, or otherwise adds value to the reader’s experience
Thoughtful, attentive responses to user comments
Hiring a social media manager if needed
Testing, assessment and fine-tuning results using metrics like built-in analytics

3. Workplace Branding and Recruitment

Social media isn’t just for business branding; it’s also a great way to “brand” and promote the company as a desirable, fun, or hip place to work. Posts featuring an insider view of what it’s like to work for a company can help to draw in ideal candidates. The social media site LinkedIn can be used to recruit quality talent directly, but spreading the word via Facebook, Twitter and YouTube can be highly effective as well. These types of social media hiring practices are becoming more common. Companies have found social media hiring to be a cost-effective way of hiring candidates who are more likely to be engaged with the company’s mission and values.

4. Employee Screening

Social media can sometimes be used as a component of pre-employment screening. From their LinkedIn profile to their personal social media pages, the online postings of an individual offer a way for employers to determine if they will be a fit. However, care should be taken that this process is used fairly and consistently. It is also advisable to use reliable vetting tools like a professional employment screening service.

Social media is all but ubiquitous these days, and businesses have taken notice. Social media hiring and the other applications of social media can help any company to achieve new heights of success in the areas of branding, promotion, customer relations, and recruitment.

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

Branding Success: 5 Ways to Protect Your Brand from the Inside Out

December 16, 2015 by screeningintel Leave a Comment

Branding isn’t just about logos and marketing; it’s also about the integrity of the inner workings of a business. A company may have the ideal image acting as a veneer for a great first impression; however, if there isn’t integrity and consistency at the core, the image and brand will inevitably suffer.

Business owners can use these branding tips to protect their business brand from the inside out:

Create a Company Mission Statement

If a business doesn’t have a set of clear goals and values, they cannot be upheld and adhered to by staff. Every business should have a mission statement to inspire staff as well as inform the brand, marketing, direction and ethos of the workplace.

Have Management Set the Tone

A ship needs a captain, and each department should have management at the helm that exude brand integrity. If a company’s leadership is acting on behalf of the company mission statement, staff are more likely to follow suit.

Employment Background Screening

The honesty and integrity of staff members is crucial to a solid workforce and a trustworthy brand going forward. Using pre-employment screening for all staff is essential in making sure that quality individuals are hired. Employment background screening can assist businesses in finding out if an applicant has a criminal record or a poor credit rating, allowing them to avoid negligent hiring.

Create an Appealing Workplace Culture

While businesses have branding that the public sees, each workplace culture also has its own “brand.” Take steps to create a workplace culture that supports the needs of staff and draws in ideal workers. This internal brand can be “advertised” and promoted via social networks like Facebook, LinkedIn and YouTube to coalesce the cultural ethos and draw in workers who are a fit.

Post-Hire Screening

While pre-employment background screening is crucial for selecting new hires, many employers are extending the screening process to existing staff. Post-hire screening at regular intervals can help to ensure that current staff are still a good fit according to SHRM.

Branding isn’t just about creating a surface-level appearance that’s attractive to clients; at the most successful companies, it goes much deeper than that. For a business to have impact and longevity, branding must extend to the core of a workplace. Use these five steps for branding success from the inside out.

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

September 16, 2015 by screeningintel 1 Comment

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.

The Buck Stops With Human Resource Managers: The Importance of Pre-Screening Applicants

As violence in the workplace increases, human resource managers should step up the intensity of their applicant pre-employment screening.

Employment Post-Hire Screening is On the Rise

Recent Morgan Stanley Hack Intensifies Focus on Post-Hire Screening