BEST PRACTICES BY WALLY DAVIS, PEOPLETRAIL Considering Background
Screening? Discover Best Practices and Revenue Opportunities
related issues, thereby eliminating them from the hiring process and preventing any potential future liabilities to the company. Addictive drug use is just one factor that a company should consider when hiring a quality candidate. But there are many other indicators that define if a candidate is worth hiring. Do they have a criminal history? Are they being honest on their application? If required, are they currently licensed to perform their job? All these and many other items that a company would like to know can be discovered through a background check. Since you are already providing a service with drug screening, would it be a good fit for you to also provide background screening to your clients? For many, the answer may be yes. And it’s important for you to know best practices in the industry and what it would take to become a provider of background checks and screening. Tere are a number of reasons pre-employment background checks make sense, and here are 6 great ones.1
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Boost Productivity, Lower Turnover Rates, Reduce Training Cost: Background checks lead to higher productivity through lower turnover. High turnover means a loss in profits, time spent rehiring and more resources wasted but it can easily be avoided by using a litle extra caution. Background screening can tell employers a lot about candidates: Do their references check out? Did they really get that bachelor’s degree in engineering? Were they honest with you? Or
s a provider of drug screening services you’ve recognized the value you bring to organizations by identifying individuals who may have drug addiction or other drug
is the perfect résumé not so perfect. Knowing these things will ensure that the person is right for the position—which will reduce voluntary and involuntary turnover and increase time spent on productivity.
Reduce Employee Theft, Reduce Negligent Hiring Liability & Reduce Workplace Violence: The Staggering Cost of Violence in the Workplace According to a survey conducted by the U.S. Department of Justice (DOJ), 1.75 million days of work are lost each year by victims of workplace violence.2
Te cost in lost wages account for about
$55 million per year. When less direct, but further-reaching costs are considered, such as lost productivity, legal expenses, and diminished public image, the annual cost of workplace violence could measure in the billions.
An Employer’s Imperative Employers have a moral and legal obligation to provide a safe work environment. Terefore, knowing whether a potential employee has been involved in criminal activity (such as drug or other substance abuse, reckless behavior, dishonesty, theſt, or dangerous and violent behaviors) allows the employer to determine if an applicant is appropriate for the job and work environment. It also helps the employer determine if the applicant poses a potential threat to other employees. Consider these numbers as well that point to why a company should be conducting background checks on all their employees.3,4,5 But not all background checks are alike. Screening companies
must be aware of the multiple reporting sources and ensure a thorough screening is done for their clients. Tere are also a number of trends that are shaping best practices in the background screening industry.
Employment Laws Are Becoming More Fragmented Employment laws in the United States will become more fragmented as cities and states continue to pass their own laws on hiring in 2015. Tese new laws will cover a wide variety of areas within the employment screening process including “Ban the Box” laws regarding job applications, criminal records, privacy on social media, and credit checks. Te trend toward localization—particularly on
12 datia focus Spring 2016
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