Developing an Employee Background Screening Process
A company that is planning to start hiring must work out an effective screening process for potential employees. The background screening process should always include the same information for all employees applying for the same position. By ensuring the process is organized and developed before hiring, the risk of discrimination charges is eliminated. Development is the first step of ensuring the company has a set screening process in the future for employee background checks.
Determine Necessary Data
The information needed for a position within any company is variable. Variation often includes the business, the products or services sold by the company, the employees and the risks associated with the career. Employers should always determine the most important information based on the particular details of the job and work responsibilities.
Employers who hire different types of employees will need specific data based on the nature of work. For example, a position that requires a highly educated individual will want to consider adding education verification to the screening process while manual labor might not require this aspect in screening.
Organizing what the company needs, determining the potential risks associated with a job and finding out data that will help limit the potential problems. The background check is a vital part of any business that is seeking professional employees and a safe work environment.
Set a Goal for Screening
The background screening needs to have a set goal in mind before starting. While having the required information needed for the position in hand is a start, the goal helps focus on the best screening services.
Setting a goal is the foundation of ensuring that all the required elements and the preferred information is gathered to make an educated hiring decision. Employers are at risk of negligent hiring if a specific focus for the search is not determined.
Background screening for similar positions should always be the same. The background search should never have inconsistent practices and should always look up the same category of records. A company that is not consistent with the screening process will face the risk of discrimination charges.
While consistency between different types of jobs is not necessary, it is vital for employees in the same position. For example, a typical background screening might verify identity, ensure that potential employees are legal to work in the country, verify education and check for a criminal history. In some situations, employers might only check the basics of criminal history and personal identity.
Depending on the state laws, written consent might be a requirement to obtain specific records. For example, employers are not able to obtain student transcripts without written consent, though the schools will often verify that a student obtained a degree. In situations that require a verification of a specific grade point average, employers will need the permission from the potential employee to view the information.
Written consent is not needed for basic criminal background checks because the information is a matter of public record. A background check does not require employee consent, though many employers do explain that the screening is required before providing employment. While consent is not necessary, having a set standard of obtaining consent when looking at certain records helps speed up the process of finding out information and allows employees to deny consent for privacy issues in certain situations.
Developing an employee background screening process is about setting goals, determining the information that is most necessary for the job, maintaining a consistent process and obtaining any required consent if necessary. Employers should always set up the screening process before starting interviews to avoid the risk of discrimination accusations that might occur due to inconsistent background checks.