Chances are you have a lot of hope for the future of your business, but far too many business owners are willing to jeopardize their success in the future by cutting corners. Don’t be one of them! One fundamental step that you can take to help ensure that your business has a future is to conduct employee background checks.
If you think you can skip these without risk, you may need to think again.
Catch false application information
Perhaps one of the biggest reasons that employers want to do background checks on their employees is so that they are able to find false application information. There are a lot of people out there that will lie about their employment history, qualifications, educational history and much more. If you have someone applying for a job and lying about their past experience, what else will they lie to you about?
Hiring employees can prove to be very expensive. Training new employees isn’t cheap, which is why most employers want to make sure that they hire the right person for the job right off the bat. By conducting employee background checks you are able to find out more about the job applicant, helping you to make a better hiring decision, and thus saving you money in the long run.
Cosider credit history
While credit history isn’t vital for all roles, it really is a vital part of the background verification if the employee will be a position of trust with finances. If you have a candidate for a job that will be dealing with money – from cashier to accountant – this is key.
To increase your chance for business success and protection, contact us today to handle all of your employee background checks. Don’t risk it all because you don’t want to invest in the future of your company.
U.S. Citizenship and Immigration Services (USCIS) Director Alejandro Mayorkas last week announced an enhancement to the E-Verify program that will help combat identity fraud by identifying and deterring fraudulent use of Social Security numbers (SSNs) for employment eligibility verification.
This enhancement provides a critical safeguard to the E-Verify system by detecting and preventing potential fraudulent use of SSNs to gain work authorization. An employer, for example, may enter information into E-Verify that appears valid – such as a matching name, date of birth, and SSN – but was in fact stolen, borrowed or purchased from another individual. This new safeguard now enables USCIS to lock a SSN that appears to have been misused, protecting it from further potential misuse in E-Verify.
“We are committed to strengthening E-Verify’s ability to combat identity fraud,” said Director Mayorkas. “This new enhancement provides yet another significant safeguard for E-Verify users and could assist employees who have had their Social Security numbers stolen or compromised.”
If an employee attempts to use a locked SSN, E-Verify will generate a “Tentative Nonconfirmation” (TNC). The employee receiving the TNC will have the opportunity to contest the finding at a local Social Security Administration (SSA) field office. If an SSA field officer confirms the employee’s identity correctly matches the SSN, the TNC will be converted to “Employment Authorized” status in E-Verify. Employees who successfully confirm their identities are encouraged to call USCIS so they can learn more about available resources on identity theft and fraud prevention.
You can read the full press release from USCIS.gov here.
You’re enchanted with an applicant whose sterling credentials appear to make him an exceptional find for your company. Personality fit for the department and corporate culture? Check. Work history ideally suited for the job opening? Check. And a former supervisor who sings the candidate’s praises? Check.
But ever-fretful HR professionals wonder: How do you know the applicant hasn’t pulled a fast one? Or even sneakier, that he hasn’t hired someone to camouflage his background? These days, the latter may present a mounting concern because of the emergence of so-called professional deception services.
These liar-for-hire enterprises front for candidates who sometimes put down fake past employers, fake jobs, fake salaries and fake supervisors. The ultimate prize: Fake out a potential employer so it will hire someone who often isn’t qualified for the position. Tim Green, owner of Forest Lake, Minn.-based Paladin Deception Services, claims his firm’s deceptions have never been unsheathed by a company or pre-employment screener — “that I’m aware of.” Even Fortune 500 firms?
“Yes, that’s happened a couple of times,” says Green, “but I won’t divulge who they are … . Just because a firm is big and successful doesn’t mean [it doesn't] have idiosyncrasies and lapses here and there” in the hiring process that can’t be exploited.
Full Story: Don’t Hire A Liar
Performing healthcare background checks is vital for those that work in the healthcare industry. After all, you want to make sure that the people that are working in your facility are reliable and trustworthy, especially if they will be working with patients. If you’re trying to put a background check policy in place, here are a few steps that will help you out.
#1 Learn more about the background check process
Start by learning about the process of running background checks for job applicants. There are rules and regulations set forth to protect job seekers when it comes to background checks, and you don’t want to get on the wrong side of the law. If you are unfamiliar with the process, it’s easy to make a mistake along the way.
#2 Find a reputable healthcare background check company
Running a background check on your own can be really difficult, which is why so many people turn to professional background check companies. It really does make the process a whole lot easier on you.
#3 Get permission to run the background check
Before running a background check, it’s really important for you to get written authorization from the individual you’re performing the check on. This is mandated by law, and you must have an authorized form for your applicants to complete. Don’t just accept verbal consent, as this isn’t following regulation.
#4 Get the background check report
Once you have permission, if you’ve chosen a background service provider to work with, it’s time to request the healthcare background checks and wait for it to come straight to you. It doesn’t usually take too long, but not taking the time for a background check can be detrimental to your healthcare facility. Patience is key for a thorough and informative report.
#5 Make an informed hiring decision
After you receive the background report, you will be able to make a more informed hiring decision. Hiring in this way saves you money, time and effort within your healthcare facility. This is perhaps one of the most important reasons that HR representatives in the healthcare industry turn to healthcare background checks.
If you’re ready to get started with healthcare background checks, we can help. Contact us today for information about the pre-employment screening services that we have to offer.
Two Verisk Analytics Inc. units agreed to pay $18 million to settle three proposed class action lawsuits that allege the company violated the Fair Credit Reporting Act (FCRA) by failing to take reasonable measures to ensure the accuracy of background check reports provided to prospective employers.
The putative class action lawsuits targeted two Verisk units: Intellicorp Records Inc. and Insurance Information Exchange LLC. These companies provide consumer reports including background checks. In their class action lawsuits, the plaintiffs accuse the companies of violating the FCRA by providing incorrect, outdated or incomplete information to potential employers. Specifically, they argue that the defendants failed to provide certain consumers with copies of their consumer reports before delivering them to prospective employers and that the companies failed to take reasonable steps to ensure the accuracy of the reports.
The class action lawsuits alleged a number of issues with the background checks that were sent to prospective employers. Plaintiff Jane Roe (a pseudonym) indicated that a prospective employer received a copy of her background check that omitted material information that was available in public records, claiming that Intellicorp relied on out-of-date information when creating the report.
Full Story: Background Check Firms Agree to $18M Class Action Settlement
Hiring a new nanny for your child is not an easy feat. It’s obviously of vital importance that you find a responsible adult that will care for your child properly, and the question is with who can you place your trust? Possibly the best way to find an answer, and have faith in your decision, is by performing a nanny background check on applicants.
Interviews or gut feeling alone might not be enough – after all, how can you really tell if the applicants are being completely honest about themselves? So here are some key steps to keep in mind:
Ask for references
Start out by asking for professional references. This is only the first step, but it is sometimes the most critical. By requesting references from the applicant, you will be able to see how they interacted with other families in the past. Just beware, because sometimes they will give you false information, which is why getting references isn’t enough.
Request permission to run a background check
Once you have gotten a few references, ask them if they would consent to a background check. This is a legal requirement, and you may need to get written authorization in order to perform the check. Once you have done this, you will be able to gain access to their criminal history, employment history, and other important background information.
Get professional screening assistance
There are a lot of legal pitfalls to avoid in this kind of process, and the best way to do that is to get professional help. Avoid anyone claiming “free” or “instant” checks – this type of information is neither free nor instantly available, and so those claiming to be able to provide it in that manner will certainly be cutting corners.
You can never be too careful when it comes to who is around your child, which is why you will find a nanny background check to be one of the most important tools when you are looking to hire a new nanny. Contact us today for more information on how to get started.
As the holiday shopping season kicks into full gear, the National Association of Professional Background Screeners (NAPBS) reminds employers that properly screening job applicants is more important than ever in their latest press release.
“Seasonal workers are an absolute necessity to handle the increased volume of customer transactions during the holidays, but employers need to make sure they’re not compromising their hiring process in the rush to find workers to meet the increased demand,” said Judy Gootkind, NAPBS Chair. “Consumers willingly share their personal information in increasingly crowded stores and restaurants, and it’s an employer’s responsibility to make sure their workers are both skilled and trustworthy. Now is not the time to cut corners when faced with time sensitive hiring decisions.”
“For our part, NAPBS has developed educational programs and training aimed at helping our members to better serve their clients and to maintain the highest standards of professional excellence, accuracy and legal compliance, including a comprehensive company accreditation program as well as individual certification programs,” said Gootkind.
NAPBS offers some Do’s and Don’ts for conducting effective background checks during the heavy holiday hiring period:
- Don’t try the do-it-yourself approach to background screening – Conducting a Google search or checking social media is not adequate or appropriate for vetting potential employees and could leave you open to legal issues.
- Do hire a professional background screening service - Partnering with a professional will ensure you obtain the most comprehensive and accurate data to help make informed hiring decisions.
- Do treat all employees the same during the background screening process. Whether full-time, part-time or seasonal, they are still your employees and will most likely be interacting with your customers every day.
- Do make sure you’re aware of your responsibilities as an employer under the law – Background checks are subject to state and federal laws intended to protect those being screened, so obtain an understanding of what you are required to do by law to avoid penalties.
- Don’t fail to communicate with the job applicant – Notify the applicant prior to conducting a background check and allow enough time for the individual to resolve any disputes related to information on the background check.
For more information on how to implement a thorough and effective employment screening at your business – or if you have any questions - get in touch today
With drug use higher than it has been in years past, drug screening for jobs is definitely an important step in the hiring process. There are some employers out there that don’t take part in drug testing because they’re wary of using resources for it’s implementation, but that’s most certainly a mistake.
There are a variety of reasons that employers should never forego this vital step in the process, and here are a few key ones to keep in mind:
Safety in the workplace
Using drugs can alter your ability to do certain tasks safely. Did you know that more than 50% of work related injuries are drug related?
Since using drugs can cause you to be less cautious with the activities that you do, it makes sense that employers would want to keep drug users out of their workplace. Drug screening prior to employment is the best way to do this.
Many times, people that use drugs struggle with productivity. When you have a drug free workplace, you’ll promote higher productivity, more professionalism, and an overall better atmosphere. It also goes back to the safety issues, because fewer accidents in the workplace leads to more productivity.
Finally, consider the average drug user. Most people would agree that drug users are impulsive, and if they are addicted then it can be that much worse. For employers, this holds particular significance to absenteeism.
Absenteeism costs the company money, productivity and potentially clients.
When you’re ready to begin drug screening for jobs in your company, contact us. We can help you from start to finish, and we can also answer any questions that you may have about why drug testing is so necessary.
The unemployment rate increased to 7.3 percent and the number of unemployed persons remained mostly unchanged at 11.3 million, according to ‘The Employment Situation – October 2013‘, released by the U.S. Department of Labor’s Bureau of Labor Statistics.
In October 2013, job gains occurred in leisure and hospitality, retail trade, professional and technical services, manufacturing, and health care. Over the past 12 months, employment growth has averaged 190,000 jobs per month.
Among specific industries, the October 2013 Employment Situation found:
- Leisure and hospitality employment rose by 53,000 jobs in October 2013, with employment in food services and drinking places increasing by 29,000 jobs.
- Retail trade employment increased by 44,000 jobs in October 2013, compared with an average monthly gain of 31,000 over the prior 12 months.
- Professional and technical services employment rose by 21,000 jobs in October 2013 and has grown by 213,000 jobs over the past 12 months.
- Manufacturing employment added 19,000 jobs in October 2013, with job growth occurring most in motor vehicles and parts with 6,000 jobs added.
- Health care employment increased by 15,000 jobs in October 2013, and growth in the industry has averaged 17,000 jobs per month thus far this year.
The Bureau of Labor Statistics (BLS) delayed the publication of this release by 1 week due to the government shutdown.
Whether you’re looking to hire a new nanny, someone to run the register at your store or any other job role that involves a high level of trust, it’s important to learn about performing a criminal reference check. The truth is, quite a number of businesses don’t do this, and many of them have found that this is something they came to regret down the road.
There are a plethora of different roles that require this type of background check, while others may not deem it necessary. Different state laws dictate just how important a role it may play in your hiring strategy, so make sure you’ve done your research.
If you do think a criminal reference check is something you’d like to explore, we’ve put together some basic steps to keep in mind:
Find a reputable service
First and foremost, you will want to find a reputable service that will allow you to run these checks easily and hassle free. Before hiring someone to conduct your criminal history checks, it’s really important for you to make sure that they’re legitimate.
Avoid anyone claiming “free” or “instant” checks – this type of information is neither free nor instantly available, and so those claiming to be able to provide it in that manner will certainly be cutting corners.
Be consistent with your checks
Consistency is especially important if you are in charge of the hiring for a business. After all, if you only run the checks on particular job candidates, you could find yourself in a situation where you are accused of discrimination – which is not something any employer wants to go through. So, make it company policy to be consistent and check everyone prior to hiring them.
Get proper authorization or consent
One of the biggest mistakes that employers make when it comes to doing a criminal reference check is not getting the proper consent to run the check. This is actually law, and so there is no getting around it. The authorization must be in writing, so be sure to keep your paper trail to protect yourself.
If you’re ready to perform a criminal reference check on potential job candidates, contact us today. We can answer any questions that you may have about the process and how it works.
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