Do the People Running Your Background Screening Program Know Enough?

background screening training(Or Just Enough to be Dangerous?)

Knowing “enough to be dangerous” is cute in some situations. Gardening, for example, where the worst that can happen is a few wilted plants is a fine activity for trial and error. In hiring employees? Not so cute.  It’s simply not as easy as telling your new HR or recruiting manager to “order a background check on that guy.”

Could the recent $2M settlement by a federal contractor accused of discriminatory background screening practices have been avoided with proper compliance training for the people who establish and implement the background screening program?  We can’t say for sure but in our experience, far too many companies turn their background checks over to untrained managers or administrators.

If you have ever felt that pit in your stomach when you found that the candidate you thought was perfect turns out to have a dangerous criminal past, or that your highly qualified candidate has misrepresented a degree or credential, you know why background screening is important.  The question is, do your people know how to deal with results like these?

In Employment Background Screening, Training Matters.

People managing and implementing your program don’t need to be experts (that’s why you hire a qualified employment screening company) but they do need to know enough NOT to be dangerous.

Your training should cover the essential topics your people need to know as they work with a background screening services provider and interface with candidates and employees during the screening process.

Your training syllabus should include:

  • Background Screening “101” – How background checks are performed, overview of FCRA and its impact on the process, and how the information from a background check is used.
  • How background screening fits into YOUR COMPANY’S process – Depending on your company, background screening may have a place in hiring, retention, and promotion decisions. Your training should cover where screening fits.
  • Risk- and role-related screening methodology – Training should include how background checks relate back to the risks of each position in your organization.  Managers should understand the types of background checks that are needed for each role.
  • Application of rejection criterion – Managers should be trained in how to individually assess and evaluate the results of a background check and how to apply rejection criterion consistently across similarly situated candidates.
  • FCRA “102” – Training should include a summary of the rights of the applicant and dispute resolution process.

Managers and recruiters trained in the basics of employment screening can save a lot of headaches and trouble down the road. Consider it a small investment in risk mitigation.

If you need help developing or implementing a training program for your HR managers or recruiters, ask us!

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About MichaelGaul

Michael is a results-oriented marketing executive with over two decades of experience in employment screening, physical security, and business process management. Michael has deep experience in human capital risk management and a passion for educating business leaders and HR professionals on strategies that tangibly protect their interests. Michael serves on the Board of the Secure Cash and Transport Association (SCTA) and is a member of the Professional Background Screening Association (PBSA), and the American Society of Industrial Security (ASIS).
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