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What should employers do who are increasingly concerned about the backgrounds of their applicants and employees? A few ideas are discussed below. Remember however, that significant federal and state law exists regarding reference and background checks. Contact your attorney for the specific requirements in your area.
- Review your basic hiring practices and procedures. "Wrongful hiring" may be a bigger problem than wrongful termination.
- Determine if your interview process is thorough and effective. Are managers adequately prepared and trained to conduct quality interviews? If you currently conduct a short, one time interview, consider implementing a more extensive process, perhaps with an initial phone interview and perhaps two in-person interviews. Consider having more than one interviewer present.
- Check references. Many organizations believe reference checking is either too much work or not productive because some ex-employers refuse to provide information. However, studies have indicated that as many as 1/3 of applicants seriously lie on applications or resumes. While references may be less complete than we'd hope, overall they are an effective information gathering tools and strongly recommended. If nothing else, a well-documented reference checking process provides evidence of your good faith effort to determine an applicant's background, which can be important should you later find yourself involved in a negligent hiring case.
- Develop a reputation as an employer that utilizes thorough hiring procedures. Let applicants know that you can and do check references. Inform them of your policies at the time of interview and have them sign the appropriate releases. Such a reputation may keep potentially problem employees from your door.
- If you decide to conduct background checks, do your homework. Familiarize yourself with the Fair Credit Reporting Act, as it imposes significant requirements as to how a legal background check must be conducted. Many states also impose their own requirements. While such checks sound great in theory, determine how you will manage the process. For example, how will you handle negative findings? The answer is obvious if the check reveals something extremely serious. However, what if it's not "really" serious or occurred some time ago? How will you ensure that you will handle background check results in a nondiscriminatory manner?
- Thoroughly research background checking firms. Most organizations do not possess the time or expertise to run their own background checks and typically outsource this function.
- Decide what you want to know. Comprehensive background checks often include a criminal history record check covering all jurisdictions in which an applicant has lived for the past 5-7 years, a credit check, a check of prior employers, and education verification.
- Ensure that any temporary employees have been properly screened by the employment agencies that you are using.
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