一个叫 Scott Baker 的人被捕对你来说重要吗？如果他是你的雇员，这可能会令人担忧。贝克是一家家庭医疗保健公司的护理助理员工，他试图闯入他被分配到的住所，并刺伤了患者的妻子，杀死了她。他的雇主被判犯有疏忽雇用罪，陪审团判给受害者家属 4060 万美元。
在当今具有安全意识的商业环境中，超过 85% 的大公司和 50% 的中小型公司正在将背景调查作为招聘流程的一部分。这对不进行背景调查的公司意味着什么？他们是通常所说的“逆向选择”的受害者，而贝克就是一个典型的例子，说明这些公司所冒的风险可能比他们意识到的要多。
The Impact of Adverse Selection
In today's safety- and security-conscious business environment, more than 85 percent of large companies and 50 percent of small & medium-sized firms are conducting background checks as part of the hiring process. What does that mean for the companies that aren't background checking? They are victims of what is commonly termed "adverse selection" and Baker is a prime example that these firms may be risking more than they realize.
Adverse selection occurs when applicants who are likely to not "pass" employment screening or drug testing at companies that screen, apply to the companies that do not screen. Because applicants with tarnished backgrounds often gain employment through adverse selection, the employers involved tend to unknowingly have a higher percentage of employees with criminal records, drug addiction and lies related to their experience, education or credentials. Being on the wrong end of adverse selection can bring about dangerous situations and potential legal liabilities when it leads to an unsafe workplace environment.
One mid-sized company learned of adverse selection the hard way. After the HR manager received a violent threat following a layoff, the company began conducting background screening on all new and existing employees. Through this process, the company discovered that the employee, who made the threat, as well as several others, had records with violent criminal convictions.
Adverse selection can also have a positive effect on companies that do screen applicants and employees. Through self-selection, just by telling applicants about the background screening process up-front, companies can often get candidates with something to hide to weed themselves out of consideration.
For example, a major hospitality company is able to eliminate potentially problematic applicants before much time is invested, by advising applicants during the initial interview that the company does an immediate, on-site drug test. Following this advisement, it has proven that many candidates will suddenly "need to get something from their car" to never return.
Benefiting From Adverse Selection
As background screening has become standard in the majority of companies in America, the remaining organizations that do not conduct these searches may be unknowingly hiring applicants who could put their firms at risk. If you are not already, use adverse selection to your advantage by starting pre-employment background screening today. This will encourage self-selection, save you time and resources, help you attract higher caliber candidates, and reduce overall employment risk.