|Creating and sticking to a consistent background screening procedure is the key to successfully onboarding the right staff for your business. Following these 6 basic guidelines when fleshing out the background screening portion of your hiring process will not only yield better employees, but will also keep you out of potential discrimination claims and confirm you're following Fair Credit Reporting Act (FCRA) basics.|
Review the positions available in your business, and create packages based on the responsibilities required from the staff that fills them. We recommend using a comprehensive core of criminal searches then adding ulterior components such as a Motor Vehicle Record Search, Employment Credit Report, or education/employment verifications where suitable.
For a quick, simply solution, review our variety of pre-set packages- one of them is sure to meet your screening requirements.
|Once you've determined which packages are most appropriate, remember to use them consistently. It's always best to run a single package per position and avoid straying from that process. Additionally, this goes for background screening timing as well. If you've put a rule in place to screen every employee once a year (we recommend a year from their hiring date, at minimum), stick to that rule- it'll keep you safe from singling out a particular employee or applicant.|
|The first thing every employer should do once they're considering hiring an applicant is obtain their permission to background screen them. This is a simple task made even easier by accessing the Backgrounds Online Resource Center, where you'll find thorough release and disclosure forms available for download. Additionally, utilizing an applicant's resume or application to provide as much information as possible when requesting an employment or education verification can speed up the turnaround time significantly.|
|Unfortunately, background screening turnaround times often fluctuate based on the many variables involved. Because of this, we recommend making job offers contingent on screening results. Simply modifying your offer letter to detail this small requirement can alleviate the pressure involved in setting a start date. If potential adverse information is found on the results once you receive them, ask yourself how it relates to the position offered during evaluation.|
|If you've concluded that you will not be offering a position based on information returned on your applicant's screening results, be sure to notify them with the proper pre-adverse letter and copy of their results for review. Backgrounds Online's Resource Center makes this easy with our pre-adverse/adverse letter generators and instructions. Find out more here.|
|An action many employers overlook is re-screening their employees on an annual basis. It's not difficult for an employee to hide a recent criminal offense from their employer post-hire, which is why we recommend annual, abbreviated background checks for active employees. Things like identity, education and employment verification need only be checked at the point of hire, but follow-up criminal and motor vehicle checks can be pivotal to maintaining a safe work environment.|
|As always, your dedicated account manager and our industry-educated, FCRA certified staff are at your disposal to answer any questions or assist with your screening process. We encourage you to contact our team and discuss your screening requirements at your convenience. We look forward to hearing from you!|