Employers today have many tools at their disposal to use when interviewing and hiring candidates that help them ensure they’re selecting the most-qualified people for the job. When employers don’t regularly revisit their screening policies and procedures, they limit the effectiveness of these tools, according to a recent article posted by Resource Nation.
“As small businesses increasingly leverage employment screening to help ensure a safe workplace and improve their quality of hire, many may be overlooking common gaps in their screening program that could be unknowingly exposing themselves to risk,” according to the site.
Resource Nation shared these four best practices small businesses should implement in their background screening programs.
1. Put the policy in writing. “In the policy, the organization should describe the employment background checks that they are going to run and how the screening results will be used to make hiring decisions,” the site recommended. “To help protect against discrimination suits down the road, it is best to tailor the screening criteria to each specific position that will be subject to background screening.”
2. Strengthen your criminal checks. “Employers can help mitigate negligent hiring risks by increasing the depth and geography of criminal background checks,” Resource Nation recommended. “For example, by expanding criminal checks to include county, state and federal criminal and sex offender searches in all jurisdictions in which the applicant has lived or worked in the past 10 years, the employer can cast a wider net and gain better protection.”
3. Check more than just criminal history. “Without verifying a candidate’s employment and education history and motor vehicle records, as relevant, employers may be missing crucial red flags or information that could dramatically impact a hiring decision,” according to the site. “By working with an on-demand background screening provider, employers can implement multiple types of background checks into one seamless process that provides better insight into the candidate.”
4. Reassess your program. “It is a best practice for small businesses to self-audit their employment screening program at least once per year,” Resource Nation recommended. “Employers should also monitor legislative changes that may impact their hiring process such as those addressing the use of medical marijuana and the requirements for worker eligibility.”
To read the complete Resource Nation article, click here.