| When it comes to employee background | | | | construct a strong background screening policy is |
| screening, too many employers choose to put | | | | to increase the likelihood your program will do |
| their wishbone where their backbone ought to be. | | | | what it's intended to do. After all, we're not |
| Taken from a quote by American journalist | | | | checking backgrounds for the sake of it. And we |
| Clementine Paddleford, this analogy is perfectly | | | | certainly don't want to see our money go down |
| suited to explain the relationship between a solid | | | | the tubes without a measurable return. A |
| background screening policy that delivers | | | | background screening policy helps to guide an |
| predictable and consistent results (backbone) and | | | | effective employment screening program toward |
| one that relies on the hope that it will all work out | | | | its intended results. Whether your goal is to |
| (wishbone). | | | | reduce turnover, increase employee productivity, |
| You see, when deciding to incorporate | | | | enhance the safety of your workforce, or any |
| employment screening into the employee hiring or | | | | number of other objectives - a well-built policy |
| retention process there has to be more to it than | | | | can ensure your goals are met. |
| just running a quick background check. A | | | | Reduce your operating costs. |
| consistent, compliant, and cost effective | | | | Having a background screening policy in place (and |
| employment screening program can only result | | | | of course, implementing the policy on a daily basis) |
| from a well-designed policy. The policy provides | | | | will naturally lead to greater consistency and |
| necessary guidance to all members of the | | | | efficiency in the hiring process, which will reduce |
| organization as to how the background checks | | | | the operating costs associated with these efforts. |
| should be performed. Without such guidance hiring | | | | Operating without a policy can feel like herding |
| managers and others may be left to their own | | | | cats. Whereas a program with a well defined |
| devices and inconsistencies will erupt. | | | | policy can run more like a well-oiled machine. |
| Why is a background screening policy so | | | | Clearly the later would be less expensive to |
| important? | | | | manage. |
| Reduce the threat of litigation. | | | | What's included in a background screening policy? |
| We all know that we live in a litigious society. | | | | An employment screening policy should be |
| When an employer decides to terminate or deny | | | | constructed with input from your own legal |
| employment to an individual on the basis of their | | | | counsel but can also benefit from the guidance |
| background check (or any other reason for that | | | | and experience of your background screening |
| matter), the individual is likely to feel disappointed | | | | provider. Essential components of a background |
| or worse, disgruntled. Given the opportunity to | | | | screening policy include: |
| find wrongful behavior on the part of the | | | | 1. Definition of the purpose and scope |
| employer, some will choose to pursue legal action. | | | | 2. Designated organizational responsibility and |
| This threat of being sued by an employee or | | | | authority |
| candidate is just one reason for a well-defined | | | | 3. Description of legal parameters and guidelines to |
| policy. Taking the time to create a meaningful | | | | be followed in the process |
| policy now will mean less time (and money) | | | | 4. Outline of the specific process that will be used |
| defending it later. And yes, having an established | | | | to perform the background checks |
| policy can improve your odds in the event of an | | | | Follow this link to view a recent article that |
| employment lawsuit. | | | | explains each of these 4 components of a |
| Increase the likelihood of success. | | | | background screening policy. |
| On many levels a more important reason to | | | | |