Employment Background Screening Policy Development

The first step in any well-developed employment background screening strategy is policy development. Your policy is the plan of action that influences and determines the decisions you make and actions you take related to your employment background screening program.

Our employment background screening policy development service helps ensure your compliance with applicable laws and regulations, but it also enables the members of your organization to be “on the same page” when it comes to the important role of background screening. Furthermore, sound policy improves your ability to gain the competitive advantages that result from having a safer, more qualified workforce while experiencing less loss and liability.

Best Practices of Employment Background Screening Policies:

Your background screening policy should address:

• The strategic business goals and risk tolerance of the organization (How important is a safe workforce to your business? How much are you willing to gamble on the merit of your employees?)
• The types of background checks to be performed at various levels within the organization (After all, you’ll probably perform a different background check on your CEO than on your sales reps.)
• The underlying methodology of the background check (Can you pass the “duty of care” test?)
• Standards for how the company will handle the resulting reports (Consistency is key.)
• Finally, your policy should conspicuously state that the company applies its standards fairly and in keeping with applicable local, state, and federal laws.

If you lack the internal capacity to develop a suitable background screening policy for your organization, it is best to hire a consultant with the experience and background necessary to swiftly and capably put one in place. We can help. Request a meeting with our background screening policy experts.

Limitations of Employment Background Screening Policy Development:

While our experienced compliance team can add significant value to your background screening policy development efforts, we are not able to legally represent your interests. In other words, our policy development services do not take the place of competent legal counsel familiar with your business and the specific factors you may face.

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