Personnel Screening for Non-Profit Organizations

The nature of non-profit organizations in serving the less fortunate and more vulnerable areas of society lends itself to be scrutinized at a different standard and level of trust than other industries. The reliance on volunteers in many cases to meet many of the on-the-ground, day-to-day needs of non-profit organizations only adds to the unique nature of this sector of industry. With this in mind, personnel screening for nonprofit organizations can:

• Ensure all staff, including volunteers, are reviewed thoroughly – the public tends not to differentiate between a volunteer and a regular employee.
• Meet expectations of extra vigilance in selection of those working with the infirm, elderly or young, or those with access to residences or living quarters.
• Promote a drug-free workplace.
• Minimize absenteeism and discipline problems.
• Build a more qualified staff.
• Minimize negligent hiring risks. Negative publicity can severely damage a reputation amongst funding providers, the public and constituents.

How to Design a Personnel Screening Program for Non-Profit Organizations

Designing a successful background screening program to meet the needs of the non-profit sector is fundamentally no different than any other. The essential components of a successful program involve these steps:

1. Clarity in the background screening policy and procedures
2. Consistency in how the process is implemented across the applicant population
3. Consultation and services from an experienced screening provider
4. In depth knowledge and compliance with federal, state, and local rules and regulations regarding the use of background screening in the employee selection process

An experienced screening provider working with a non-profit organization will be especially aware of potential budgetary constraints and will advise on an appropriate background search being performed for the position and risk level.

The Right Check for the Job

Non-profit organizations must balance the need for “reasonable care” in the selection process with privacy rights and fair employment laws; there is a need to balance the risk of the position with the need to remain job-related.

Due to the possible nature of a non-profit organization’s work with the public, is not uncommon for these organizations to go beyond what some might consider an “acceptable” screening standard. This can be especially pertinent when working with what are considered vulnerable areas of society.

Proforma’s Personnel Screening for Non-Profit Organizations

Proforma works specifically with non-profit organizations to implement comprehensive background screening solutions that are relevant to your goals and risk tolerance. Our knowledge and experience enables us to understand the industry-specific challenges and issues surrounding your selection process such that we can design and implement a pre employment background screening program that brings the right people in, the first time.

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