Below we present the most widely read content from our blog this year. Leading the way are some articles on the latest background check protocols and drug screening issues. This makes sense as screening at hiring and screening to identify the highest (or lowest) performing staff are two keys to managing your human capital risk. Enjoy the quick link access to this helpful information and subscribe for regular updates to stay well informed all year long about how to keep your risks low. Have a safe and happy holiday season!
1. So, You’re Getting Background Checked? What You Need to Know [Infographic]
Our clients, the employers who rely on us to perform background checks on their job candidates, often also ask us for advice on how best to convey and explain the process to their prospective employees. We’ve taken the opportunity to create an infographic for this exact purpose.
And here’s what we have to say to employees or applicants who are at the point of submitting to a background check:
2. Hiring a College Grad? What to Look for in a Background Check
The future of many companies depends greatly on the quality of the new college grads they hire. Unfortunately, these young people often have very little relevant job experience, compounding the usual problems with verifying claims on resumes or checking references. Given the importance of these new hires to your company, it’s more important than ever to go beyond the resume and do the background checks to make the best possible selections.
3. 15 Dos and Don’ts for Effective and Compliant Employment Screening
A substantial percentage of employers routinely use background screening to assist them in finding the best employees. According to the U.S. Small Business Administration, every dollar invested in employment screening can result in a $5 – $16 return on investment, stemming from higher productivity, lower absenteeism, a decrease in turnover, and less risk of employer liability.
Our own study found that a mid-sized company with 10,000 employees and 500 annual hires can reduce their liability from $3,110 to just $300 per hire with a mere $50 investment in background screening.
Here are some of our top dos and don’ts for employers today:
4. Update on Ban the Box Laws: A Growing Movement
If it seems to you like Ban the Box laws are everywhere, you are not far off. The National Employment Law Project (NELP) estimates that up to 185 million U.S. citizens are living in a ban-the-box jurisdiction, taking states and local governments into account. That’s more than half the country’s current population.
5. 10 Resume Red Flags Employers Should Investigate
As an employer, one of the first pieces of background research you have at your disposal is contained in the job application materials submitted by hopeful applicants. Most notably, the resume. This important summary of a person’s employment history and qualifications can contain important clues to help you identify if the applicant is worthy of becoming a serious candidate for the job.
You want to find employees who are skilled, experienced, motivated, of high character, and set for the long term. This is a high bar! According to Forbes.com, some of the most common resume lies revolve around education, employment dates, job titles, and technical skills.
6. How the Legalization of Marijuana Affects Your Drug Screening Policy
Here’s another puzzle for employers. Your employee tests positive for marijuana (cannabis) in your latest random drug screen. But marijuana is now legal in your state, and the drug test results may only reflect the fact that the employee used it yesterday at home. What should you do?
7. Can a Background Check Predict the Future?
Do people with otherwise clean criminal backgrounds suddenly perform criminal acts? Should companies be able to predict this behavior and take actions to protect their customers, workforce, and public at large? Where does employer liability end and individual liability begin?
Questions about the predictive value of background checks and in particular, criminal background checks, have hit the news recently and this news can bring up many questions in the minds of employers.
8. Employee Drug Testing: What to Know When You Need to Know
Some employers are torn about whether to pursue drug testing for prospective or current employees. While a drug-free workplace is ideal, many employers worry about the legal considerations, the impact on employee privacy, and the cost and complexity of running such a program.
9. How Long Should a Background Check Really Take?
Once you get to the point in the interview process where you execute the background check, you want answers quickly. The applicant has passed a lot of hurdles on the way to the new job, and may be juggling a decision between several offers. You as the employer are eager to get going on training and orientation—you have an empty position that should be turned into a productive job.
10. NAPBS Accredited Background Screening Agency: Why It Matters
It’s no coincidence that this blog post is being published on the day we announce our successful completion of the National Association of Professional Background Screeners (NAPBS) accreditation program. Governed by the Background Screening Agency Accreditation Program (BSAAP), the program has become a widely-recognized seal of approval that confirms an organization’s commitment to excellence, accountability, high professional standards, and continued institutional improvement.
We hope you enjoyed the 2016 top blogs recap. Come back in 2017 for more great tips and information from the Proforma Screening Solutions Employment Screening Blog.