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7 个可行的背景调查最佳实践

无论您是在开发新的背景筛查计划还是需要审查现有的背景筛查计划,雇主都可以立即采取措施,通过这七个最佳实践来帮助确保有效的筛查计划。

1.
获得支持 为了内部获得背景筛查的支持,请向关键决策者和利益相关者宣传筛查的好处,例如做出明智和明智的招聘决策的能力、更安全的工作场所和更高效的劳动力。

通过获得支持,您将更有可能获得资源来建立有效的就业背景筛选计划。

2.
写成书面的背景审查政策可以帮助雇主跨部门和与外部供应商执行审查标准。政策还可以帮助保护雇主免受潜在的歧视索赔。

3. 犯罪搜查之外
考虑犯罪背景调查之外的其他类型的背景调查的好处。例如,进行药物测试可能有助于确保劳动力更有效率,而核实过去的工作教育经历有助于确保申请人在简历或工作申请中提供的信息的准确性。

4. 定制您的计划
根据平等就业机会委员会 (EEOC) 最近提供的指导,雇主应该审查他们的背景筛选计划,以确保他们的政策使用“有针对性的筛选”。

截至2020 年 观火 基准报告,52% 的雇主对每位员工进行类似的背景调查。这可能会使雇主面临潜在的歧视索赔。在评估背景筛选标准时,EEOC 建议雇主在制定政策时考虑犯罪的性质、工作的性质、自报告犯罪以来的时间长度、可能遭受的伤害以及其他标准。

5. 制定社交媒体政策
虽然使用社交媒体进行招聘被广泛认为是一种有价值的工具,但将其用作背景筛查的信息来源会带来风险。超过 20% 的基准报告受访者使用或计划使用社交媒体进行背景筛查。

为了帮助防止使用社交媒体进行筛查带来潜在的歧视索赔和其他风险,雇主应制定一项政策,考虑最近的法院判决和立法,以及使用社交媒体进行背景筛查的潜在好处和陷阱。

6. 遵守法律责任
对于雇主如何进行就业背景调查,尤其是犯罪背景调查和信用调查,每个州可能有不同的要求。

为了降低法律和合规风险,请让您的法律团队参与制定招聘政策。了解每个地点和筛查类型的法律和监管足迹,并部署系统以帮助保持合规性。

7. 定期重新评估
随着法律、法规和技术的快速变化,建议雇主通过定期自我审核来评估他们的计划。为了保持合规和有效的背景筛查实践,请让您的人力资源、法律和执行团队参与定期的自我审计。

通过查看这七个最佳实践,参与管理背景筛选计划的个人将能够快速评估创建或增强就业筛选计划的机会。

background screening program or need to review an existing one, employers can take immediate steps to help ensure an effective screening program with these seven best practices.

1. Get Buy-In
To gain support for background screening internally, educate key decision makers and stakeholders about the benefits of screening such as the ability to make intelligent and informed hiring decisions, safer workplaces and a more productive workforce.

By gaining support, you will be more likely to obtain resources to build an effective employment background screening program.

2. Put It In Writing
A written background screening policy can help an employer to enforce its screening standards across departments and with outside vendors. A policy can also help protect an employer from potential claims of discrimination.

3. Beyond Criminal Searches
Consider the benefits of additional types of background checks beyond criminal background checks. For example, performing drug testing may help ensure a more productive workforce, while verifying past employment and education history helps ensure the accuracy of information an applicant provided on a resume or job application.

4. Tailor Your Program
With recent guidance provided by the Equal Employment Opportunity Commission (EEOC), employers should review their background screening program to ensure that their policy uses a “targeted screen.”

As of the 2011 HireRight Benchmarking Report, 52 percent of employers use similar background checks for every worker. This could expose employers to potential claims of discrimination. When assessing background screening criteria, the EEOC recommends that employers consider the nature of the crime, the nature of the job, the amount of time since the reported offense, possible exposure to harm and other criteria when creating the policy.

5. Create a Social Media Policy
While the use of social media for recruiting is widely considered a valuable tool, its use as a source of information for background screening poses risks. More than 20 percent of respondents to the Benchmarking Report use or plan to use social media for background screening.

To help prevent potential discrimination claims and other risks from using social media for screening, employers should create a policy that considers recent court decisions and legislation, as well as potential benefits and pitfalls of using social media for background screening.

6. Comply With Legal Responsibilities
Each state may have different requirements for how employers can conduct employment background checks, especially criminal background checks and credit checks.

To mitigate legal and compliance risks, get your legal team involved in developing a hiring policy. Know your legal and regulatory footprint for every location and type of screening, and put systems in place to help maintain compliance.

7. Reassess Regularly
With rapidly changing laws, regulations and technologies it is recommend that employers assess their programs through regular self-audits. To maintain compliant and effective background screening practices, involve your human resources, legal and executive teams in regular self-audits.

By reviewing these seven best practices, individuals involved with managing background screening programs will be able to quickly assess opportunities to create or enhance an employment screening program.