the case for pre employment background checks
DESCRIPTION
When hiring people to represent your organization, you want to feel confident that you can trust these individuals to represent the best interests of your organization. For some employers, it’s enough to simply conduct an interview, check a few references, and hire away. But for the more than 90% of corporate America that relies on pre-employment background checks, ‘gut feel’ and cursory reference checks just aren’t enough. Our latest Slideshare infographic presents the case for pre-employment background checks and illustrates why, in the process of evaluating a new hire, objective data from a background check proves vital to reducing hiring risks and enhancing the quality of your workforce. Check it out, leave a comment, and if you like it, please share it with others.TRANSCRIPT
• The Case for Pre-Employment Background Checks
What is a Pre-Employment Background Check?It’s the process of gathering information about a prospective new hire to objectively evaluate a candidate’s qualifications, character, fitness, and to identify potential hiring risks for safety and security reasons. It is also commonly used to verify the accuracy of an applicant’s claims. (Source: Wikipedia)
“Nothing matters more in winning than getting the right people on the field.” –Jack Welch
By the numbers…• 53% of all job applications contain inaccurate
information1
• 10% of all background checks have at least one serious flag2 • Workplace violence accounts for 18% of all violent
crime3 • 16% of executive resumes contain false academic
claims or omissions4
• The average costs of a bad hire may equal 30% of the first year’s potential earnings5
• 30% of IT sabotage cases are caused by employees with criminal records6
• Employers have lost more than 79% of negligent hiring cases.7
• 30% of all business failures are caused by employee theft.8
Respondeat SuperiorUnder this legal doctrine, an employer is legally responsible for the actions of its employees.
Negligent Hiring: A Definition Negligent hiring may be found where the employee (the tortfeasor) had a reputation or record that showed his propensity to misuse the kind of authority given by the employer, and this record would have been easily discoverable by the employer, had the employer exercised 'due diligence'.9
Why Do 90% of American Corporations Perform Background Checks?And why should your company do the same?• Create a safer workplace• Find the right candidates• Build a culture of trust and safety• Lower risk of negligent hiring lawsuits• Protect your people, brand, and profits
“Get the right people on the bus, the wrong people off the bus, and the right people in the right seats.” -- Jim Collins, Good to Great
How It’s Done:Working with a background screening company, a typical pre-employment screening process goes like this: 1. Order Services2. Obtain Consent3. Run Background Check4. Receive Results5. Make Your Decision
Compliance, Compliance, Compliance Background checks must adhere to…• Fair Credit Reporting Act (FCRA)• EEOC Guidelines• Americans with Disabilities Act• Title VII of the Civil Rights Act• And others Your background screening company can help!
Choosing the Right Background Screening Provider: A Checklist• Member of NAPBS• Member of Concerned CRAs• No Offshoring of Personally Identifiable Information• Responsible Use of Databases• Secure Online Ordering System• Compliance Support• Data Security• Affordable PricingGet a complete checklist at bit.ly/choose-screening-company
Get Started Today. Make Better Hiring Decisions Tomorrow.Proforma Screening SolutionsOpen an Account: www.proformascreening.comOr call (866) 276-6161
SOURCES: 1 Society of Human Resources Management; 2 Proforma Screening Solutions data; 3 Bureau of Justice Statistics; 4 Business Week; 5 U.S. Department of Commerce; 6
HRTechNews.com; 7 Fortune; 8 American Management Association and US Chamber of Commerce; 9 Wikipedia.org