Background Checks Alone are Inadequate: 5 Tips to Avoid Risk and Cover all Your Bases
How many times have you heard the following scenario?: A background check is completed on a prospective employee and it shows that the person has a spotless record. However, later it's discovered that their background isn't clean at all, with multiple problems.
It's very common for standard employment screening and background checks to miss red flags due to the statute of limitations expiring (seven years in many states), or for other reasons.
The Federal Fair Credit Reporting Act determines that a dismissal or arrest can't be reported after seven years, unless the person makes more than $70,000 a year.
You could be associating with a villain and not even know it if they've managed to keep their conduct secret since their last arrest over seven years ago.
Even if a former employer knows about dangerous and, or illegal conduct, they are likely to be very concerned about the potential legal issue of telling anyone about it, especially the potential employer. The former employer is likely to disclose only the basics about a former employee, such as dates of employment.
It's imperative you cover all the bases in business or in your personal life to avoid putting yourself at risk.
Here are five tips for effective personnel screening to help you avoid legal concerns and assure that you are operating respectably:
1. Confirm all the usual details, such as education and employment history, and make sure to thoroughly interview the person. Multiple interviewers are best, or at least get feedback from several acquaintances about personal, non-
professional connections.
2. Conduct standard background checks, and even more extensive security investigations if you have doubts or if the situation involves an above average potential for risk.
3. Make sure the candidate signs a release consenting to background checks before employment, and continuing during employment.
4. Assess their personality and proficiency related to the job through several forms of evaluation, such as psychologist interviews, character profiling tests (e.g., Myers-Briggs), and
handwriting analysis, which is perfectly legal if you follow ethical guidelines.
5. Make it clear to the candidate that the final decision isn't based on any single assessment, but instead all elements combined, including the background investigations, interviews, evaluation methods, and others.
Adhering to these practices consistently will drastically reduce your risk of wasted time and opportunity, and loss of confidence, security, and productivity. This will allow you to put more focus on the reason why you went into business in the first place, increasing your chances of success.
Copyright © Scott Petullo
It's very common for standard employment screening and background checks to miss red flags due to the statute of limitations expiring (seven years in many states), or for other reasons.
The Federal Fair Credit Reporting Act determines that a dismissal or arrest can't be reported after seven years, unless the person makes more than $70,000 a year.
You could be associating with a villain and not even know it if they've managed to keep their conduct secret since their last arrest over seven years ago.
Even if a former employer knows about dangerous and, or illegal conduct, they are likely to be very concerned about the potential legal issue of telling anyone about it, especially the potential employer. The former employer is likely to disclose only the basics about a former employee, such as dates of employment.
It's imperative you cover all the bases in business or in your personal life to avoid putting yourself at risk.
Here are five tips for effective personnel screening to help you avoid legal concerns and assure that you are operating respectably:
1. Confirm all the usual details, such as education and employment history, and make sure to thoroughly interview the person. Multiple interviewers are best, or at least get feedback from several acquaintances about personal, non-
professional connections.
2. Conduct standard background checks, and even more extensive security investigations if you have doubts or if the situation involves an above average potential for risk.
3. Make sure the candidate signs a release consenting to background checks before employment, and continuing during employment.
4. Assess their personality and proficiency related to the job through several forms of evaluation, such as psychologist interviews, character profiling tests (e.g., Myers-Briggs), and
handwriting analysis, which is perfectly legal if you follow ethical guidelines.
5. Make it clear to the candidate that the final decision isn't based on any single assessment, but instead all elements combined, including the background investigations, interviews, evaluation methods, and others.
Adhering to these practices consistently will drastically reduce your risk of wasted time and opportunity, and loss of confidence, security, and productivity. This will allow you to put more focus on the reason why you went into business in the first place, increasing your chances of success.
Copyright © Scott Petullo
