Program Management

Employee Risk Managment with Risk Match

Failing to manage your hiring risk can result in an unsafe workforce, risk to your brand, legal troubles, and many other not-so-pleasant issues. Employee risk management involves:

Understanding the overall risk tolerance of your organization.
Understanding the risk profile of the position you’re seeking to fill.
Establishing clear criteria for rejecting applicants on the basis of the applicant’s background.
Applying your criteria consistently and equitably across your applicant population.

An employee risk assessment and Risk Match can help get your rejection criteria in order so you know which applicants to let through and which to hold back based on their background screening results. It allows customization of decision making criteria in order to speed the review process and reduce inconsistencies.

With clearly defined rejection criteria, you are able to apply those criteria equitably and consistently across your applicant population to both manage your risk and enhance your legal compliance.

Taking steps upfront to establish sound rejection criteria will pay dividends in the form of a safer and more productive workforce, greater productivity, and increased profits.

Description of Service:

Risk Match pairs relevant risk with appropriate rejection criteria to create a consistent and equitable process to use background screening results in the hiring process. We perform an employee risk assessment by looking at a number of factors including:

The level of supervision associated with the position
The access to people and/or property associated with the position
The brand damage that could result from a catastrophic event involving the employee
The role of human capital in your organization

We then use your hiring criteria to score criminal, MVR, education, and other screening criteria to deliver a red (do not hire), yellow (needs further review), or green (hire) determination. Background reports can then be routed to the appropriate manager or supervisor for a hiring determination.

Limitations of Risk Match:

There is only so much you can do to prevent risks from becoming reality. Your ability to “screen out” those who pose the greatest risk is dependent on your ability to accurately foresee the risks and mitigate those risks throughout your hiring process. Budget can be a further limiting factor since the deeper you go into screening your candidates, the more expensive it typically gets. Finding the right balance is important.

Best Practices of Employee Risk Management with Risk Match:

Use Risk Match to create clear markers (red, yellow, and green) for your rejection criteria. Apply those markers consistently across all applicants. Also, be sure your decisions meet the EEOC criteria. According to the EEOC, there are four criteria you should use to determine whether it’s appropriate to reject applicants on the basis of their background screening results:

Is the applicant likely to have committed the alleged conduct?
Is the nature and gravity of the offense severe enough to warrant a rejection of the applicant?
Has enough time passed since the offense occurred such that the applicant is likely to have changed their behavior?
Is the offense related to the nature of the job?

Proforma can help you answer these questions and create a comprehensive background screening program that effectively manages your risk and improves your hiring decisions. Request a meeting to learn more.