Steve Bushue, CEO. A division of Bushue Human Resources, Inc. 104 N. Second St., Suite B Effingham, IL

Transcription

1 Background Screening Myths & Reality Presented by: Steve Bushue, CEO Travis Bushue, President A division of Bushue Human Resources, Inc. 104 N. Second St., Suite B Effingham, IL

2 What is Background Screening? An inquiry into the history and behaviors of an individual under consideration for employment, credit, access to sensitive assets, and other reasons.

3 Background Screening -Myths There is one source or central repository for all criminal records One source is acceptable to use and reliable for employment Checking My space, other networking or free sites will get good data Any background screening company will work and all complete the same screen

4 Background Screening -Myths Employers can collect any data and use it as the basis for an employment decision If we get a hit, there is nothing else that must be done Legal paperwork is not necessary for the applicant or employer We don t have to tell the applicant about the hit and that it was the reason we did not hire them

5 Background Screening -Myths We should not do screening because it may prevent people from getting jobs Any screen will do, so that we can show we eaedo are doing gsomething

6 Background Screening - Reality Background screening is a necessity for every college and employer Multiple sources must be verified to determine the accuracy of data There are no central repositories statewide or nationally that check all criminal records Free checks and networking sites are not reliable sources or legally valid for employment purposes

7 Background Screening - Reality Good background screening companies are critical to ensure a comprehensive, accurate screen is completed You can t just rely on any company It is difficult to determine whether a background screening company is providing good results & meeting legal obligations

8 Background Screening Companies Your Key to Good Results NAPBS Members (National Association of Professional Background Screeners) Experience in Human Resources & Risk Management is important to developing & implementing good screening Experience in Background Screening including research and verification Knowledge about the legal requirements, establish proper agreements, authorization ti & disclosure along with good documentation FCRA (Fair Credit Reporting Act)

9 Background Screening Companies Your Key to Good Results Service Employer & Applicant Order Entry Systems Key contacts & researchers that are working for you to ensure quality screens are completed on a timely basis Reporting that is easy to access, use and interpret On-line Order Placement, Status Tracking & Billing Systems

10 Reasons for Screening Get the right person for the job 40% of resumes contain material lies or omissions about education, past employment, or qualifications Avoid violence in the workplace 10% of job applicants have a criminal record Reduce costs associated with bad hiring Lawsuits, theft, fraud, embezzlement Turnover, bad publicity, lost customers Reduce liability risk and insurance costs

11 Employment ment Screening Basic Employment Screens *SSN Verification & Trace * Sex Offender (Fed. & State) *Criminal Records Search * County * National *Employment Verification *Driving Records (MVR) *Drug Test Expanded Employment *Civil Records *Education Verification *Reference Check *Credit History Special Employment *International Criminal *Bankruptcy Records *Professional License *OIG, Nurse Abuse, Etc.

12 Contractor/Vendor t Screening Basic Contractor Screens *SSN Verification & Trace * Sex Offender (Fed. & State) *Criminal Records Search * County * National * Credit Reports - Business *Driving Records (MVR) Expanded Contractor Screens *Civil Records *Reference Check *Bankruptcy Records *Professional License

13 The Ideal Background Screen 1. Accurate 2. Comprehensive 3. Consistent 4. Timely 5. Legal

14 The Process 1. The college determines the level and method of background screen 2. Applicant completes FCRA release form, authorizing screening 3. Employer provides release form and subject data to screening agency 4. Screening Agency conducts investigation according to federal, state, local laws 5. Results provided to employer, usually within 72 hours 6. Employer shares results with subject and makes decision on employment.

15 The Advantages of Screening Discourage applicants with something to hide or a reason to falsify credentials Eliminate uncertainty in the hiring process by basing decisions on hard information Demonstrate Due Diligence in the hiring process, promoting safety in the workplace encourage open communication and honesty on the part of the Applicant Excellent return on a small investment

16 The History of Background Screening

17 In the Beginning The 1980 s Forward thinking Human Resource departments use Private Investigators to check on applicants No organized network of public record retrievers Long turn-around times, expensive research The early 1990 s Negligent Hiring lawsuits begin to impact the bottom line of major corporations Pre-employment screening becomes a specialty, and dedicated agencies begin to grow

18 The Legal Environment

19 FCRA Fair Credit Reporting Act The Gold Standard for protection of consumer rights Applicant must expressly authorize screen Applicant must be given notice before any negative information is used against them Screening agency must investigate applicant claims that report is inaccurate or incomplete Report may only be used for a permissible purpose (e.g., Employment or Tenant screen) Numerous state laws supersede the FCRA

20 Privacy and Identity Theft Screening may uncover cases of identity theft, providing a benefit to the applicant Screens are restricted to relevant data about the applicant s public life Strict precautions are taken to protect the confidentiality of all reports Protection of privacy and adherence to law is central to Bushue Background Screening Code of Conduct

21 Screening and the EEOC Screening agency works to help employers use data correctly, in accordance with Equal Employment Opportunity Laws & FCRA Laws Information used to determine eligibility for employment must be job related A criminal i record cannot be used to automatically disqualify an applicant, unless there is a business justification

22 The Future of the Industry

23 Trends in Screening Growing public awareness and acceptance due to terrorism concerns Expanding role of background screening Employment, contractors, tenants, coaches, volunteers, etc. More comprehensive screenings, requiring more thorough research Screening processes integrating with other Human Resource systems Even greater emphasis on legal compliance

24 Adi division i i of fbushue Human Resources, Inc. 104 N. Second Street, Suite B PO Box 89 Effingham, IL Phone: (217) Fax: (217)