7 Background Check Resolution to Make 2019 a Hiring Success
With a record low unemployment, identifying, recruiting, and retaining high performing employees in your organization will become challenging in 2019 than it was ever. But nevertheless it is still possible to be productive and successful in creating a talent pool all it will take is just planning and commitment.
Following are 7 smart resolutions that can be related to background check processes that must be essentially considered by the HR in 2019 and beyond.
1. You must not cut corners of hiring
Do you remember the last time when you had reviewed your background check process? Instant criminal searches though can be advantageous sometimes, but they should not be used as the only tool of your background screening policies. If you do so you can miss some convictions that might have played an essential role in making the best hiring decision. Searching the criminal database will provide you with information only on the criminal; aspect, but while conducting a criminal database research you might miss some other probable convictions on the lurking about with your potential hire. If any such thing happens you will not be able to protect your company legally and neither you will be able to save your employees and clients from any potential threats.
You can resolve it by thoroughly screening your job candidates by ordering the appropriate county, state, and national database searches. You can also try other verification methods of employment and education.
2. Try to be fair and relevant always
If you want to conduct database searches on multiple candidates, do not over stress yourself in running every background check available on every single potential hire. Hold your horses for a minute and then think about the requirements of the specific position which you are trying to fill. Recent EEOC guidance have mandated that the screening policies must be fair and relevant in accordance to the hiring position. For example, for hiring a stockroom clerk you need not pull a credit report, but on the contrary, if you are hiring a stock broker a credit check becomes mandatory.
Resolve such situation by practicing fair hiring and strategize your screening process by considering the requirements of each position.
3. Choose the right background screening service provider
If you cannot expect a flea market vendor to sell you a high-quality diamond, then how can you expect a fly-by-night uncertified background screening provider to deliver you the correct and accurate information? It can be too risky to trust just anyone to investigate about your job applicants. Missing a single criminal history or failing to recognize a fake degree can costly lawsuit on your company apart from that expensive client loss can also cause serious damage to your brand.
Resolve such situation by partnering with a reputed, PBSA-certified background screening provider who has proven years of experience, and who validated each piece information acquired. You can also ask them to provide you a rough idea of the measures they take to ensure the information they are providing are accurate.
4. Educate yourself on the state’s laws.
Always devote some time to analyze the hiring laws and legislation specific in your state. Certain US states have recently amended certain bills in the “Ban the Box” and certain laws about using credit reports in making hiring decisions.
Resolve such situation by making sure that your hiring managers and everyone else who is involved in the hiring process have a fair understanding of the requirements of the state you are hiring in, as well as any other additional states where you are hiring prospective candidates.
5. Do acknowledge that the “gig economy” employees also need to be screened
Hires of any nature be it part-time, contract, and temporary employees pose the equal amount of risk to your company as is done by full time or permanent staff. So most of the times these temporary workers slip through the cracks without being verified by a single background check.
Resolve this by performing a thorough background check on each person just before you hire any prospective candidate. This habit of yours will ensure that your hires are qualified and they hold minimal risk to the potential hires the safety of your employees, your customers, and would not taint your reputation. However, if you do not want to spend enough on background check of the temporary hires, then at least check the criminal history and the sex offender’s registry. You can also try additional background screening reports which help employers to find the best candidates after performing the relevant employment history verifications, assessment testing, and drug screening.
6. Keep an Eye on Compliance
Being compliant to all the state laws will continue to be important even in 2019. Employment laws will still be prevalent and prevalent, and employers must ensure themselves with all the required compliant processes that might held them up in court.
Try to resolve such solutions making sure that every single applicant signs a letter of authority to you allowing them to be a subject of background check. If your decision of not hiring a person is based on what you uncover in your report, you must mandatorily follow the adverse action protocol laid out by the Fair Credit Reporting Act (FCRA). You must also vigilantly pursue stringent and consistent compliance.
7. Initiate and lead proper hiring standards
No, this does not mean that you have to lead a party and set up son unsurpassable standards. All that you have to do is to take the required action so that as a hiring manager you remain compliant and thorough and make the relevant hiring a priority. Just one wrong person failing to follow the rules and your carefully laid background screening process will be off the rails into a ditch.
Resolve such situation by offering ongoing education to every employee who is a part of the hiring process and be available to answer the questions asked. You can also make certain rules by which they understand the importance of following the organization’s best outlined practices.