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背景调查多久会发现潜在的负面信息?

就业背景审查是小型企业的第一道防线,可帮助降低招聘风险,例如招聘质量差、潜在的就业索赔和合规风险。虽然这些风险可能会损害较大的企业,但它们可能会有效地危及较小企业的整个未来。

通过适当的就业背景筛选计划,小型组织可以帮助自己抵御这些招聘风险。为了更好地了解小型企业如何利用背景筛查来降低这些风险,HireRight 开发了小型企业聚焦报告,对 600 多家小型企业进行了调查,以揭示他们的常见筛查做法。

下面,我们将分享小型企业聚焦报告中的一些发现,包括小型企业应该问自己的关于他们自己的背景筛选计划的前四个问题。

1. 小企业目前正在采取哪些措施来降低就业风险?

88% 的受访者表示,他们在雇用申请人之前会进行某种类型的背景调查

在进行背景调查的组织中:

  • 88% 的人进行犯罪记录检查

  • 59% 确认身份

  • 47%搜索机动车记录

  • 46%核实工作经历

  • 31%验证教育历史

这些类型的背景调查有助于识别虚假信息的发生率,并消除有过失或犯罪行为历史的申请人。

2. 背景调查多久会发现潜在的负面信息?

确认背景调查的重要性后,45% 的受访者表示他们在招聘过程中发现了虚假或歪曲的信息。55% 的受访者还表示,背景调查使他们避免了潜在的不良雇用。

五分之一的受访者表示,他们曾经历过本可以通过背景筛查或认识的人避免的负面事件。在目前使用药物和酒精筛查的受访者中,49% 的人检测出禁用物质呈阳性。

3. 小型企业计划在 2012 年进行哪些背景审查变更?

许多小企业计划在 2012 年评估和改进他们的背景筛查实践。18% 的受访者将实施背景调查计划,44% 将在一年内审查其现有的背景筛查标准。

29% 的受访者表示他们将为背景调查制定书面政策。另有 19% 的小企业回应称,他们计划在明年制定药物和酒精或健康检查政策,13% 计划实施药物、酒精或健康检查计划。最后,15% 的小企业表示他们将审查他们对临时工的背景筛选标准。

4. 哪些最佳实践可以帮助小企业更好地降低招聘风险?
  • 制定政策
    每一个成功的背景筛查计划背后都有一个经过深思熟虑的就业背景筛查政策书面的背景审查政策有助于企业制定和满足某些标准。政策还提供保护,防止未来对企业提出歧视索赔的风险。如果企业能够证明其遵循一致的就业审查政策,这有助于提供在可能代价高昂的歧视索赔期间进行辩护。

 

  • 自动化和全面的就业背景调查
    越来越多的小企业转向按需就业背景调查解决方案,这使他们能够节省时间并进行更广泛的背景调查。按需背景调查程序包括犯罪记录历史、性犯罪者结果、机动车辆记录历史、教育验证和信用历史(如果适用)可以帮助小企业更好地降低可能导致盗窃、欺诈、安全、合规或法律风险的疏忽雇佣风险。

 

  • 定期重新评估
    组织应考虑至少每年对其背景筛查计划进行一次自我审核。使用您的背景筛查政策作为路线图来评估您完成筛查目标的情况。与您的背景筛查解决方案提供商合作,建立背景调查和法规遵从性,以最好地保护您的组织向前发展。


  •  is a small business’ first line of defense to help mitigate hiring risks such as poor quality of hires, potential employment claims and compliance hazards. While these risks might hurt a larger business, they could effectively jeopardize the smaller business’ entire future.

  • With the right employment background screening program in place, a small organization can help to defend itself against these hiring risks. To better understand how small businesses are leveraging background screening to reduce these risks, HireRight developed the Small Business Spotlight Report, a survey of more than 600 small businesses, to uncover their common screening practices.

  • Below, we’ll share some of the findings from the Small Business Spotlight report, including the top four questions small businesses should ask themselves about their own background screening program.

  • 1. What are small businesses currently doing to reduce employment risk?
  • Eighty-eight percent of respondents said they use some type of background check prior to hiring an applicant.

  • Of those organizations that conduct background checks:

  • 88 percent conduct criminal record checks

  • 59 percent confirm identity

  • 47 percent search motor vehicle records

  • 46 percent verify employment history

  • 31 percent verify education history

  • These types of background checks can help to identify incidences of falsified information and eliminate applicants with a history of negligent or criminal behavior.

  • 2. How often does a background check uncover potentially negative information?
  • Confirming the importance of background checks, 45 percent of respondents stated that they discovered false or misrepresented information during the hiring process. Fifty five percent of the respondents also said that background checks have saved them from making a potentially bad hire.

  • One in five respondents say they have experienced a negative incident that could have been prevented by background screening or know someone who has. Of the respondents currently using drug and alcohol screening, 49 percent have had a person test positive for banned substances.

  • 3. Which background screening changes are small businesses planning to make in 2012?
  • Many small businesses have plans to evaluate and improve their background screening practices in 2012. Eighteen percent of respondents will implement a background checking program and 44 percent will review their existing background screening standards within a year.

  • Twenty-nine percent of respondents said they will create a written policy for background checking. Another 19 percent of small businesses responded that they plan to create a drug and alcohol or health screening policy by next year and 13 percent plan to implement a drug, alcohol or health screening program. Finally, 15 percent of small businesses stated that they are going to review their background screening standards for contingent workers.

  • 4. What best practices can help small businesses better mitigate hiring risks?
  • Create a Policy
    Behind every successful background screening program is a well thought-out employment background screening policy. A written background screening policy helps a business to set and fulfill certain standards.A policy also provides protection against the risk of future discrimination claims against the business.If the business can show that it follows a consistent employment screening policy, this can help provide a defense during potentially costly discrimination claims.

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  • Automation and Comprehensive Employment Background Checks
    More small businesses are turning towards on-demand employment background screening solutions, which allow them to save time and conduct more extensive background checks.An on-demand background checking program that includes criminal record history, sex offender results, motor vehicle records history, educational verification and credit history when applicable, can help small businesses to better mitigate the risks of negligent hires which may result in theft, fraud, safety, compliance or legal risks.

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  • Regularly Re-Asses
    Organizations should consider self-auditing their background screening programs no less than annually. Use your background screening policy as a roadmap to evaluate how well you’ve accomplished your screening goals. Work with your background screening solution provider to build in the background checks and regulatory compliance that will best protect your organization going forward.

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