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November 5, 2013
Data Facts Talks Turkey About Your Background Screening Policy
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As the holiday season approaches, our minds drift to great food, shopping, and being thankful. However, the end of the year is also a time businesses need to look at their practices, and make sure they have the best hiring system possible going into the New Year.
This should include reviewing your background screening policy.
Employers must evaluate the following questions in order for background screening to be effective;
1: Is our background screening policy telling us what we need to know?
2: Is the process structured to fit the job the applicant is being screened to fill?
3: Does the test provide protection against hires that may be unqualified, unfit, or violent?
4: Have we made sure it is fair and does not discriminate against certain protected classes?
Here is a step by step list to help you improve your pre-employment screening policy:
A: Be consistent. Decide who you want to screen, what you need to know about each job applicant, and which tests or verifications you will order on each person. Have a written policy that outlines this plan.
B. Be suspicious. It’s a cold hard fact that about half of all resumes and job applications contain a mistruth. They can range from lying about a criminal history to fudging dates of employment to creating fictitious references. Look at resumes with a critical eye and verify all the information that that is relevant to the position.
C. Make it relevant. A person who is applying as a heavy machinery driver may not need a credit check, but he would need a Motor Vehicle Records check and a drug test. Setting perimeters in place for each position in your company goes a long way toward maintaining practices that are not discriminatory and protecting the workplace.
D: Make it complete. The cost of hiring the wrong person and then letting them go is conservatively estimated at 25% of their annual salary. Conducting a comprehensive background check and verifying all their information can be a big return on investment in protecting the company from a bad hire.
E. Make it accurate. Remember, the information retrieved on the candidate is only as accurate as the person who found it for you. Do not try to have someone in your office perform the background check.
Hiring an experienced background screening company to handle this for you should be a top priority in establishing an effective policy. Choose a company that has been in business a long time, that is accredited by the National Association of Professional Background Screeners (NAPBS), and that has private investigators on staff.
An effective pre-employment screening policy is an integral part of a safe and successful hiring process. It’s important to have a set standard in place, and revisit the policy periodically to maintain its positive impact on the workplace. Having a set background screening policy in place is a strong stepping stone toward a safe and secure workplace. And THAT is something to be thankful for!
~~Susan McCullah is the Marketing Project Manager/ Background Screening Division for Data Facts, Inc, a 24 year old Memphis based company. Data Facts Inc -an NAPBS accredited company- is a leading provider of employment screening solutions. Check out our website for a complete explanation of our services.