Policy Guide
To help ensure an effective and fair employment background investigation program, the following steps are recommended:
1. Develop and document detailed job descriptions for all positions.
2. Establish company policy requiring standardized and consistent employment screening and background verification of prospective employees applying for designated job descriptions.
3. Evaluate job classifications in terms of risk assessment. Consider the reasonable or "foreseeable" potential for problems. For instance, employee:
a. interacts with public
b. required to operate motor vehicles
c. enters customer's residence
d. will have after hour access to buildings and facilities—given alarm codes, keys etc.
e. given access to company funds, proprietary information or has fiduciary, supervisory or managerial responsibilities.
f. will have access to or handles dangerous materials i.e. explosives, firearms etc.
g. required to possess specific credentials or professional standing.
4. Identify job classifications based on your risk assessment, then determine the scope and extent of the investigation to be performed. (Your Employer's InfoSource representative can help you determine your service needs.)
5. Incorporate applicant background information authorization & release forms in application or pre-hire package. Post conditional job offer may be a good time to perform background check.
6. Establish criteria to evaluate information, i.e. what will constitute disqualifying information. This is typically untruthful information submitted on application or resume. material omissions etc.
7. Communicate company objectives to work force. Emphasize workplace safety, company security, reduced turnover & increased operational effectiveness.
8. Conduct periodic program review to ensure that all applicable policies are being adhered to.
Program Justification
Outline
There are several factors to consider when exploring the cost vs. benefits
of a comprehensive applicant background verification program. Here are some
of the more obvious considerations.
1. Demonstrate and document due diligence, which should insulate against negligent hiring claims and litigation.
2. Protect the tremendous investment in your most valuable asset; your employees.
3. Improve workplace safety by:
a. Identifying job applicants with a history of accidents, unacceptable driving performance and or drug/alcohol related problems.
b. Identifying job applicants with propensities for violence.
4. Avoid hiring mistakes which can:
a. increase liability risks
b. reduce organizational and operational effectiveness
c. lower worker morale, reducing productivity
5. Protect company assets and increase profitability by:
a. reducing losses due to employee theft
b. losses attributed to employee negligence or incompetence
6. Discover hidden profits by:
a. lowering redundant personnel costs, i.e. recruiting, hiring, training, benefits.
7. Protect your organization's image and credibility by:
a. screening out individuals who would attempt to pass false credentials or misrepresent their experience, qualifications and professional achievements.
b. Maintain strict standards of employee integrity and truthfulness.
Background
Solutions: Employment
History Verification | Criminal
Records Search | Motor
Vehicle Report
Consumer
Credit Report | Social
Security Trace Report / Name Verification | Education
Verification
Professional
License Verification | Federal
Criminal Record Search | Civil
Court Records
Department
of Health & Human Services, Office of Inspector General, List
of Excluded Individuals/Entities
Excluded
Parties List System | Professional
/ Personal Reference Interviews
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Employer's InfoSource, Benicia (San Francisco), CA * 1-800-367-2432 or 1-800-FOR-CHECK
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