Most companies understand having an effective background screening program is a pivotal component in ensuring a safe and productive workplace. However, due to some common misconceptions, many employers overlook or minimize the value when it comes to screening potential new employees or monitoring their existing workforce.
Let’s separate fact from fiction when it comes to three common background screening misconceptions.
FICTION: Web Searches are the Same as Background Checks
FACT: We all know the web is full of information – some reliable, some not. However, using information found on the internet is a dangerous practice that could result in legal problems if the data is used to make hiring decisions. Partnering with a Consumer Reporting Agency (CRA) to provide your background screening can help minimize your risks. The Fair Credit Reporting Act (FCRA) is legislation that promotes the accuracy, fairness, and privacy of consumer information contained in the files of CRAs.
FICTION: One Background Screening Program Fits Every Company
FACT: There are many different background screening searches that can help in the hiring process ranging from basic criminal history searches and drug tests to more specialized searches that provide motor vehicle records, professional licensing, or social media insights. The list of available searches is a long one and selecting which products to utilize for any given position can be a complex task. For most positions, it’s common to run three or four different searches to capture the critical components of the particular job. But that number can change dramatically based on the risk profile of the position and the hiring company. For example, the screening done for an applicant that will be performing home nursing duties for the elderly will likely be more intensive than the screening done for an applicant working in a fast food restaurant.
FICTION: Professional Background Check Will Find Everything
FACT: While background checks can be a critical component in your hiring process, it’s important to remember the information provided can be limited and should always be considered with all information gathered in your hiring process. However, for a relatively small cost, an effective screening program can supplement your recruiting efforts by uncovering important data and improve both the speed and quality of your new hires.
Utilizing a CRA to is a good way to bring streamlined processes and compliance to your recruiting efforts. At ESS, we help tailor specific screening programs based on the unique risk profiles of our clients. Listening to and understating your needs is what we do best. To have one of our experts assist with your background or drug testing programs, please email Solutions@es2.com.
