Employees are the lifeblood of business. Without talented, competent, trustworthy staff, day to day operations lack efficiency and companies cannot grow and thrive. Productive employment screening is a crucial component of finding and hiring the very best personnel in every area. There are pitfalls if thorough, productive employment screening isn’t used.

The following are eight of the most significant ways that not having a productive employment screening program and not screening applicants can cost businesses:

1. Lost Productivity

References and background checks offer insights into the character, habits and work ethic of potential new hires. Not screening in key areas can result in hiring someone that lacks focus and motivation. This can reduce business productivity and results.

2. Reduced Worker Morale

A bad hire can have ripple effects throughout the organization, dragging down morale. Conversely, productive employment screening and good hiring decisions can have a positive effect, helping to elevate productivity and bring out the best in everyone on staff.

3. Unsafe Work Environment

In addition to reducing morale, a negligent hire who isn’t properly screened can actually make the workplace a more dangerous place. Productive employment screening that includes a criminal history can determine if a candidate has a history of violence in the workplace so that companies can avoid hiring these individuals.

4. Unqualified Workers

Without productive employment screening, work history, education and potential criminal history cannot be verified. Taking the time to vet each applicant allows you to hire workers with the right skills, training and work experience to succeed and thrive on the job. Surveys have shown that as much as 56 percent of applicants admit to lying or bending the truth on their resumes, so checking the information listed should not be optional.

5. Financial Losses

Productive employment screening is especially important in roles that require handling finances and sensitive data. A credit check can yield insights into how a candidate handles their finances. A poor credit score and delinquent accounts would indicate they are likely not ideal or trustworthy for these areas of your business.

6. Theft, Fraud and Risks to Intellectual Property

A candidate who demonstrates a pattern of negligence, poor decision-making or has a criminal background could pose a risk in numerous areas. In addition to theft of supplies, business data could be compromised or stolen, resulting in untold damage to the company’s value and future prospects. Employee identities could also be stolen and used fraudulently or even sold to others.

7. Negligent Hiring Litigation

Poor hiring decisions can impact productivity, staff morale and even reduce safety. However, in addition to all of these areas and the associated financial impact, negligent hiring can also result in costly lawsuits from both staff and clients. This should be a strong motivation to screen new hires thoroughly at the outset.

8. Damage to Brand and Reputation

Lastly, a bad hiring decision can ultimately hurt the company brand and public perception. It is hard to quantify and put a price on this type of damage. Better to avoid the risk by performing productive employment screening at the outset so that poor hiring decisions can be avoided.

With so many potential risks, productive employment screening really isn’t optional. Productive employment screening can make all the difference to a company’s present and future.

Source: https://www.nolo.com/legal-encyclopedia/employer-liability-employees-bad-acts-29638.html

Disclaimer Statement: All information presented is for information purposes only and is not intended to provide professional or legal advice regarding actions to take in any situation.

In a competitive job market, some job applicants resort to lying to increase their chances of being hired. Close to 60 percent of all job applicants admit to having fabricated or at least exaggerating some aspect of their history when applying for a job, according to CareerBuilder.com.

Employment screening can offer a measure of protection and ensure employers know who they are hiring. The following are five of the most common lies told by job applicants on their resumes and/or during interviews:

1. Exaggerating Employment Dates

Most job applicants are aware that their employment record weighs heavily into how they are considered for a new position. This motivates some of them to conceal gaps in employment by stretching or fudging the start or end dates of a particular job. Employment tenure exaggeration is the most common lie on fraudulent resumes. Employers can identify this lie by always calling employers to verify dates.

2. Concealing a Job Applicant’s Criminal Record

Job applicants know that a criminal past will rule them out for most jobs. This can motivate them to lie about it and do all they can to cover it up. Employers should conduct a criminal background check to find out if an applicant has a criminal past. A professional screening company can check for felonies, violent crime and if they are a sexual predator. Employers can also run a credit check, for certain job positions, to help ensure the job applicant is honest and in good standing in terms of their finances.

3. Falsifying Their Educational Credentials

Some job applicants also lie about their educational history. From embellishing their records to adding a degree (or two), making their schooling history look better than it is becomes a temptation. Calling the educational institution or outsourcing the education verification to a professional screening firm is key to weeding out any fraud.

4. Inflating Job Role and/or Salary Amount

Some job applicants also lie about past positions held and how much they were paid. They feel this increases their chances of being hired and also being paid more as a starting salary. Again, calling past employers or outsourcing the employment verification to a professional screening firm will quickly help to determine the truth on job history and income.

5. Hiding a Substance Abuse Habit

While many people enjoy an adult beverage from time to time, some have a problem with alcohol or other drugs. Few are likely to admit this in a job interview, even if it has resulted in legal issues or trouble with the law. Professional background screening along with drug testing can help to determine if a job applicant has problems in these areas. Awareness of this issue can help employers to avoid numerous related problems down the road.

In an ideal world, job applicants would be honest and forthcoming about who they are and where they’ve been. While there seems to be an evolution toward more transparency, employers can add an extra layer of protection and peace of mind to their screening process.

Professional background checks can verify the information of job applicants and determine if anything important has been omitted. This can make all the difference in hiring the best job applicants for the company. It can also help with ensuring compliance and avoiding negligent hiring lawsuits down the road.

Disclaimer Statement: All information presented is for information purposes only and is not intended to provide professional or legal advice regarding actions to take in any situation.

Source: www.businessinsider.com/here-are-the-most-common-lies-people-tell-on-their-resumes-2013-3

There are a number of trends that are contributing to the rise of ex-offender applicants within the hiring pool, and businesses should be aware of this as they hire in the coming months.

The following are some realities employers should factor in when it comes to hiring this year:

A Decriminalization of Nonviolent Crimes

An increased emphasis on rehabilitation for drug users as well as the decriminalization of nonviolent crimes could lead to more ex-offenders applying for jobs. The United States has the highest prison population of any developed country worldwide, with over 1.5 million total inmates as of 2013 according to The Bureau of Justice Statistics (BJS). The U.S. has just five percent of the world’s population but 25 percent of its total prisoners. At this time, there is bipartisan support to address the overcrowded prison system in our country.

The Workforce Is Shrinking

Data released by the Bureau of Labor Statistics (BLS) shows that civilian labor force participation has been declining over the past 16 years, falling markedly in 2007 with the recession. Factors include an aging baby boomer generation retiring in larger numbers, people giving up their search for work, and more persons collecting disability payments. The net effect is a smaller viable workforce.

New Liability Protections for Employers That Hire Ex-Offender Applicants

Many states are also offering a liability limitation for employers who are willing to give ex-offender applicants a chance. In some cases rehabilitated offenders will receive a “certificate of employability” to assist with getting a job. However, some states will simply offer protections for businesses that hire ex-offender applicants with records.

The “Ban the Box” Movement Continues

The growing “Ban the Box” movement is removing the criminal history question from applications as well as delaying inquiries into criminal past. It is expected to spread to even more cities and states this year, assisting ex-offender applicants in their quest to reintegrate into society. It will be important for employers to comply with EEOC Criminal Record Guidance in their screening processes and background checks.

The United States is known as a country of opportunity and second chances. However, businesses and their staff also deserve a safe and smoothly functioning workplace. The trends discussed here highlight the value of using professional background screening to strike an ideal balance.

Disclaimer Statement: All information presented is for information purposes only and is not intended to provide professional or legal advice regarding actions to take in any situation.

On the early evening of February 21, 2016, an Uber driver went on a shooting spree in between picking up and dropping off passengers. Reports indicate that Uber driver Jason Dalton fired indiscriminately on six different locations in Kalamazoo, Michigan. His victims include a 14-year old girl, and eight others. His passengers had no indication that they were riding around in the back of a vehicle driven by a serial killer in the middle of a killing crime wave.

This is the kind of activity that really asserts the need for employee background screening for all companies. This suspect, Jason Dalton, has caused damage to Uber’s reputation. It’s probably going to cost Uber hundreds of thousands of dollars in terms of legal representation if the passengers sue Uber for placing their lives in jeopardy. It’s also going to lead to lost revenue from passengers who will choose one of Uber’s competitors.

Employers need to protect their wallets and their reputation by conducting background screening of their employees and contractors. This can be done by hiring an objective, third-party employment screening solution to ensure that no record or negative history is left unturned.

The Cost of Complacence

Companies that do not conduct background screening and hire employees based on gut instinct or good vibes can cost themselves and their customers with a host of potential negative repercussions, including:

• Theft
• Violence
• Corporate Espionage
• Vandalism

Most of these things may be avoided by investing in a background screening service that includes a criminal records search. Employees who are hired on a handshake alone can end up costing the company hundreds of thousands of dollars.

Uber and the Importance of Reputation Management

Every good executive realizes that employees are basically representatives of the company. If an employee goes out into the world, especially while on duty, and commits a heinous crime, it will reflect very negatively on the company for years. This would lead to lost income and the expense of trying to mend a broken reputation.

Contact Screening Intelligence today to make sure your potential employees are thoroughly background checked before you hire them.

Disclaimer Statement: All information presented is for information purposes only and is not intended to provide professional or legal advice regarding actions to take in any situation.

In a rapidly changing job market, it can be challenging to find quality employees that will be effective and loyal assets. This makes a company’s recruitment and hiring process essential to ongoing success and a thriving workforce.

The following five hiring checklist tips can assist with finding and retaining ideal hires:

Hiring Checklist Tip 1 – A Desirable Culture

Besides pay and benefits, a company’s culture is one of the main reasons people stay at a job over time. Taking steps to ensure that a company’s environment is positive and appealing sets the foundation for workers to become long-term assets. Positive core values should be established and built into both the workplace culture and the recruitment process.

Hiring Checklist Tip 2 – Career Page or Site That Reflects the Brand

Drawing in employees who are a fit is assisted by proper employer branding on the company website, career pages, social media portals and recruiting materials. Once the stage is set, it’s crucial to get the word out. Business culture and personnel needs should be clearly reflected in the design and content of all related media so that the right workers will be naturally drawn to apply.

Hiring Checklist Tip 3 – Clear Communication

Clear expression of what is expected of employees is another pillar of finding and retaining top talent. Good communication while on the job among managers and staff is also important to worker satisfaction and loyalty.

Hiring Checklist Tip 4 – An Ideal Employee Template

A business cannot find what (or who) it is looking for without knowing a sense of its ideal. Creating a profile or template of its optimal worker can make it easier to attract that individual – or numerous individuals who fit the bill. Taking note of qualities and attributes of existing successful workers can assist in creating this profile.

Hiring Checklist Tip 5 – Consistent Procedures

Employers should take care to use the same screening procedures and parameters with each applicant. The screening process should be honed and refined over time to maximize what works and draw in ideal candidates. A professional employment screening process can assist with performing criminal background searches and credit checks thoroughly, properly and in compliance with the law. Assessment testing and interview scripts can also help with consistency.

Keeping morale high and screening for ideal hires is foundational to a high-quality talent pool. Employers can use these five hiring checklist tips to find and retain the best workers for their businesses.

Disclaimer Statement: All information presented is for information purposes only and is not intended to provide professional or legal advice regarding actions to take in any situation.