Critical Guidelines You Need To Know Before Hiring Anyone

Critical Guidelines You Need To Know Before Hiring Anyone



Critical Guidelines You Need to​ Know Before Hiring Anyone
We don’t like to​ think about people doing harm to​ ourselves or​ others.   The reality, however, is​ that we live in​ a​ country with one of​ the highest rates of​ financial crimes, including embezzlement, fraud, theft, etc.   And, that’s just the beginning.  
 
Let’s look at​ just a​ few statistics on what the FBI reports is​ the fastest growing crime in​ the US employee theft
·         US Chamber of​ Commerce reports that $50 billion dollars are lost annually due to​ employee theft and fraud and that 20% of​ all businesses fail due to​ the same reason.
·         According to​ an Ernst & Young Report, White Collar Crime  Loss Prevention through Internal Control companies lose 1% to​ 2% of​ its sales to​ crime most committed by, or​ in​ collusion with, employees.
Employee theft, negligent hiring, sexual harassment, and workers’ compensation fraud are just a​ few of​ the liabilities an employer has to​ face in​ today’s hiring environment.  
 
For example, an Arizona Fitness Club hired an unscreened applicant which resulted in​ the rape and murder of​ a​ female patron while she lounged in​ the sauna.
 
Is it​ any wonder that employment screening has become mandatory?  Not only do you want to​ avoid hiring criminals, don’t you want to​ hire the right candidate who is​ most qualified for the job?  All of​ this information can be ascertained through a​ proper background check from a​ company that knows what they are doing, and/or which can supplement an already existent screening program.
 
Critical Tips When Choosing an Employment Screening Company
When choosing an employment screening firm, look for longevity first with a​ track record that can be verified with numerous references from clients.   Also look for professional memberships in​ organizations such as​ ASIS, SHRM, PIHRA, NPRRA, NAPBS, to​ name just a​ few.  
 
Do you have a​ complete knowledge of​ employment law?  if​ not, your screener should know the laws involving the background screening process.   it​ helps, if​ the firm you hire has an acute knowledge of​ negligent hiring, much in​ the way that an Expert Witness might know, since it​ will be the expert witness who exposes the shortcomings of​ any hiring loophole which created the environment for the negligently hired employee to​ have come aboard in​ the first place! 
 
Intimate, thorough and longterm knowledge of​ the Fair and Accurate Credit Transactions Act FACTA, and the Fair Credit Reporting Act FCRA is​ necessary, as​ well as​ the ability to​ testify for you in​ a​ court of​ law if​ need be or​ even better, keep you out of​ court!
 
Does the prospective screener have knowledge and understanding of​ current HR Management systems?  How about corporate Due Diligence programs or​ Factual Employment Screening programs that train people to​ find fraudulent applications and false identities?
 
In short, can your vendor help keep you from unwanted litigation?  Unless you or​ someone in​ your company is​ an expert in​ employment law, you are putting your company at​ significant risk.   if​ you are using any of​ the multitudes of​ online databases that have become available recently, it’s not likely you are protected.  
 
Not only do these companies decrease your risk of​ exposure, they may even add to​ it.   For example, let’s say you are currently using an employment screener who does not require you to​ provide a​ signed release for each applicant.   Sounds relatively harmless, doesn’t it? 
 
The truth is​ what these companies have done is​ had you waive liability to​ them when you signed up for an account so they can avoid the time and effort it​ takes involved in​ this critical step.   in​ the case of​ an audit, your company is​ responsible for producing a​ signed application and therefore liable if​ you don’t have one on file.   a​ good employment screener provides signatures for these audits and you’ll never even know when they occur.   a​ typical lawsuit of​ this nature could cost your company six figures.    Can you think of​ any good reason to​ take this kind of​ risk?
 
Join us again in​ the next issue and we’ll expose several common myths about background checks and give you the real facts such as​ what you must have including a​ thorough candidate identification process, financial and driving history and handresearched criminal court records.   We’ll also show you how to​ use this information to​ make the best hiring decisions.




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