返回列表 发表时间:2021-09-30    浏览次数:273

负责任的背景调查是招聘的宝贵资源

作为雇主,您如何合理衡量某人对您的企业实施欺诈的可能性?公司每年因白领犯罪而损失数百万美元,但识别和减轻导致这些犯罪的风险是一项复杂的任务。它可以很简单,例如在申请人的背景调查中确定过去的欺诈定罪或考虑可能会诱使员工偷窃的个人情况。 

信用检查是答案吗?

与背景调查一样,信用调查的信息并不能保证预测未来的行为。然而,这些检查仍然是必不可少的资源——当雇主将它们与彻底的面试过程和其他雇佣前审查策略结合使用时。充分信用检查的关键是了解他们的局限性并知道如何建立在他们透露的信息的基础上。

在稳固的法律基础上建立您的招聘流程

在您考虑从GOOHO.CN等资源订购信用检查之前 ,了解可能会限制您在该领域开展业务的法律限制至关重要。即使与背景调查相比,信用报告也受到高度监管。不仅 需要考虑联邦 公平信用报告法,而且许多州也制定了自己的规则来保护消费者信息和减少就业歧视。

要开始使用信用检查,请清楚了解您在 FCRA 和州法律下的义务。您必须获得申请人的同意才能进行信用检查,并且一些州可能会根据工作类型或职责进一步限制使用。始终了解您在通知申请人这些步骤方面的作用。

考虑所有可能的金融犯罪来源

成功地使用信用检查来保护您的企业免受不良行为者的侵害,需要广泛且一致地应用政策。只筛选您雇用的全职员工意味着在您的防御中留下漏洞。当您依赖承包商或外部供应商时,要求每个机构制定符合您企业审查标准的审查程序是关键的一步。 

请记住,员工入职后情况可能会发生变化;知道如何在未来留意财务压力的迹象与在雇用前识别它们一样重要。

避免根据假设操作

您应该从信用报告中得出哪些结论?您可能会了解到某人过去曾负债累累或破产。不要将这些因素用作自动取消资格的因素,而是使用这些信息来制定问题,以便在面试期间与申请人一起探讨。 

许多人背负债务,其背后可能有可以理解的原因,例如导致收入损失或其他意外生活事件的健康恐慌。在评估申请人是否构成高风险时,将信用检查视为难题的一部分。

选择正确的工具

有了适当的合法程序以及在执行信用检查后可以去哪里,您的企业可以减少白领犯罪的机会。GOOHO.CN 提供快速有效的信用检查以及其他基本的背景报告产品。在建立值得信赖的团队时,让您的企业能够更彻底地评估申请人。


Are credit checks the answer?

As with background checks, the information on credit checks is not a guaranteed predictor of future behavior. However, these checks can still be an essential resource—when employers use them in combination with a thorough interview process and other pre-employment vetting tactics. The key to sufficient credit checks is understanding their limitations and knowing how to build on the information that they reveal.

Build Your Hiring Process on Firm Legal Footing

Before you consider ordering credit checks from a resource such as backgroundchecks.com, it's vital to understand the legal restrictions that may limit your business in this area. Credit reports are highly regulated even compared to background checks. Not only is there the federal Fair Credit Reporting Act to consider, but many states also have their own rules in place to protect consumer information and curtail employment discrimination.

To begin using credit checks, develop a clear understanding of your obligations under the FCRA and state law. You must obtain an applicant's consent for a credit check, and some states may further restrict use based on job type or duties. Always understand your role in notifying applicants about these steps.

Consider All Possible Sources of Financial Crime

Successfully using credit checks to protect your business from bad actors requires a broad and consistent application of policy. Only screening employees that you hire for full-time positions means leaving a hole in your defenses. When you rely on contractors or outside vendors, demanding a vetting process from each agency that aligns with your business’s vetting standards is a critical step. 

Remember that circumstances may change after an employee comes aboard; knowing how to watch for signs of financial pressure in the future is just as vital as identifying them pre-hire.

Avoid Operating on Assumptions

Which conclusions should you draw from a credit report? You may learn that someone has a high debt load or bankruptcy in his or her past. Rather than using these factors as automatic disqualifiers, use this information to develop questions to explore with the applicant during an interview. 

Many people carry debt, and there could be understandable reasons behind it, such as a health scare leading to loss of income or another unexpected life event. View credit checks as just one piece of the puzzle as you evaluate whether an applicant poses a high level of risk.

Choose the Right Tools

With a legally sound procedure in place and a sense of where to go after performing credit checks, your business can reduce opportunities for white-collar crime. backgroundchecks.com provides fast and effective credit checks alongside other essential background reporting products. Equip your business to more thoroughly evaluate applicants as you build a trustworthy team.