就业背景筛查已成为人力资源职能的延伸。事实上，美国超过 80% 的大公司现在对所有新员工进行犯罪背景调查，大多数公司正在扩大工作范围，包括检查工作经历、教育证明、信用记录检查、驾驶记录和更多的工作背景审查。服务。背景调查是企业主流的一部分，现在已集成到电子招聘软件中，以便 HR 专业人员可以在几秒钟内启动检查。这种集成可以节省时间并显着降低出错或欺诈的可能性。
错误 1. 未能建立标准的背景筛查政策
错误 2. 未能验证就业和教育
有时，希望快速找到一个看似不错的候选人可能会导致公司接受简历数据的表面价值。这可能是一个很大的错误。大约三分之一的简历在工作经历、教育或经验方面包含某种形式的虚假陈述。此外，“文凭工厂”已经成长为一个价值 2 亿美元的产业，并且还在继续扩张。即使对于教育或经验对成功并不重要的工作，有目的的歪曲也可能表明潜在雇员的性格问题。
错误 3. 没有检查供应商、承包商和临时雇员
一家大型跨国公司的一位董事评论说，他必须进行背景调查和护送才能见到他的 CEO 是不合逻辑的，但照顾办公室植物的人可以在任何时候不受限制和无人护送的情况下走进 CEO 的办公室。当今公司最大的弱点之一是大量未经检查的供应商和临时员工。可悲的事实是，背景可疑的人最终会被吸引到很少对员工进行背景调查的行业。对临时工、合同工和供应商雇佣的工人进行背景审查应该成为每家公司政策的一部分。
错误 4. 没有在需要时进行国际检查
错误 5. 未能防止疏忽留用
如果员工在工作场所造成损害或伤害，并且雇主可能在工作场所事故发生之前发现了近期的犯罪活动、驾驶违规或吸毒行为，则雇主可能会被认定负责疏忽的招聘和保留。如今，因疏忽招聘和留任而导致的平均诉讼超过 100 万美元。在上班前对所有新员工进行检查是必不可少的。还要记住，在新员工上任后的几年里可能会发生很多事情。组织应考虑通过定期的雇佣后犯罪检查和药物测试来保护自己。
错误 6. 依赖人工内部流程
虽然背景筛查越来越以技术为基础，但重要的是要注意，有效的背景筛查需要筛查提供者一侧的人工干预和直觉（例如，刑事检查通常需要人工检查法庭记录和档案） . 警惕提供即时检查的全自动系统。寻找结合最佳自动化和人工调查的解决方案可提供最佳投资回报。
criminal background checks on all new hires and most companies are expanding their efforts to include checks of employment history, education verification, credit history check, driving histories and more employment background screening services. Background checking is so much a part of the corporate mainstream that it is now integrated into e-recruiting software so that HR pros can initiate checks in seconds. Such integration saves time and significantly reduces the chance of error or fraud.
Despite the growing popularity of employment background screening and the technology that has made it an accessible tool, organizations may still make a lot of mistakes in their screening procedures and practices. These errors can leave companies vulnerable to the things they are doing background screening to avoid – negligent hiring, violence, and the presence of sex offenders, terrorists, substance abusers or other types of criminal behavior in the workplace. Here are some of the common mistakes to avoid:
Error 1. Failing to establish a standard background screening policy
Just because a company conducts some form of background check doesn’t mean that its recruiters or HR professionals are performing the checks consistently or using the data appropriately. Having a standard written policy for every job title assures that the same types of checks are always performed on like individuals and that data is used in compliance with all company, industry, state and federal regulations. It also avoids any appearance of discrimination.
Error 2. Failing to verify employment and education
Sometimes the desire to quickly secure a seemingly good candidate can lead a company to accept résumé data at face value. This can be a big mistake. Roughly one-third of all résumés contain some kind of misrepresentation in terms of employment history, education or experience. In addition, “diploma mills” have grown to a $200 million industry and continue to expand. Even for jobs where education or experience is not critical to success, a purposeful misrepresentation can signal problems of character in a potential hire.
Error 3. Failing to check vendors, contractors and temporary employees
One director of a large multi-national company commented that it was illogical that he had to have a background check and an escort to see his CEO but the man who cared for the office plants could walk into the CEO’s office any time unchecked and unescorted. One of the greatest vulnerabilities of companies today is among the large number of unchecked suppliers and temporary employees. The sad fact is that people with questionable backgrounds will eventually gravitate to industries where background checks are seldom performed on employees. Making background screening for temporary, contract and vendor-employed workers a standard should be part of every company’s policy.
Error 4. Failing to conduct international checks when required
Today’s talent pool is global. Even candidates who are U.S. citizens may have some portion of their education or experience that has occurred outside the country. It is just as important to verify international backgrounds as that which occurred locally. International background checking, however, is more complex and governed by many different local statutes, policies and procedures. HR professionals should seek out a reputable partner that’s competent in international background screening to leverage their country-specific knowledge and expertise and to ensure a quality, compliant process.
Error 5. Failing to protect against negligent retention
If an employee causes damage or harm in the workplace, and recent criminal activity, driving infringements or drug abuse could have been discovered by the employer prior to the workplace incident, the employer may be found liable for negligent hiring and retention. The average suit for negligent hiring and retention today exceeds $1 million. Conducting checks on all new hires, prior to duty, is essential. Keep in mind, also, that a lot can happen in the years after a new hire comes aboard. Organizations should consider protecting themselves with periodic post-hire criminal checks and drug testing.
Error 6. Relying on manual internal processes
The more times a candidate’s background information is hand-entered into different forms or systems, the greater the chance for human error. In addition, unscrupulous candidates may put different information on their résumé, employment application and background checking form, relying on the fact that the company won’t notice the discrepancy among the pile of papers. Today’s companies can overcome these problems by seeking out a background screening process that is integrated into their e-recruiting software. Data from the employee application can automatically populate the background screening request form of your screening provider and checks can be ordered seamlessly, with no need for faxing or duplicate data entry.
While background screening becomes more and more technology-based, it is important to note that effective background screening requires human intervention and intuition on the screening provider’s side of the fence (criminal checks, for example, often require manual checks of court records and files). Be wary of fully automated systems that provide instant checks. Finding solutions that combine the best of automation and human investigation gives optimum return on investment.
Performing effective background checks while simultaneously respecting the rights and privacy of all individuals concerned is a balancing act for HR professionals. Avoiding these common errors can help standardize policies, reduce the risk of litigation and assure a safe, productive, honest workforce.