Both business owners and other employees can benefit from screening new employees. This helps to prevent workplace incidents that could harm customers or clients and other workers. Keep reading to find out about the best methods for screening potential hires.
1. Check Criminal Databases
Employers often run criminal checks, which will turn up any criminal record that has not been sealed from the public with the help of an Expungement attorney. This helps to mitigate risk by protecting business owners against negligent hiring claims and ensuring that employees and customers or clients are not exposed to bad actors. If a business owner fails to check a potential hire’s criminal background, then he or she causes harm while on the job, the business owner can be held liable, so it’s worth taking the time to run a background check.
2. Credit Checks
Employers can also run credit checks on potential hires. However, they should note that the Fair Credit Reporting Act (FCRA) regulates how employers can access and use consumer credit reports. It includes provisions for notifying job applicants that the employer will obtain a credit report and provides guidelines for disputing the findings. Failing to notify the applicant can lead to court actions, so make sure to follow FCRA guidelines.
3. Drug Screenings
Drug screenings are an easy way to ensure that job applicants are not using dangerous illicit substances. Most companies require a drug screening only after offering a job to a prospective employee. If the prospective employee tests positive, the employer can rescind the job offer. Most drug tests screen for cocaine, amphetamines, methamphetamines, opiates, PCP, and marijuana, although some employers also request screening for other drugs or even alcohol.
4. Social Media Checks
Almost everyone has at least one social media account these days, so employers aren’t limited to checking information listed on LinkedIn. They can also check potential employees’ public information on sites like Facebook, Twitter, and Instagram to make sure there are no serious red flags they should be taking into consideration.
Keep in mind, however, that there are strict regulations governing what information employers can use to motivate their decisions to hire a new employee or to pass on his or her application. Social media accounts often include protected class information such as race, religion, sex, age, evidence of disabilities, and other data that cannot be used to inform hiring decisions. Most hiring managers use third-party social media screening companies to conduct these kinds to ensure compliance with anti-discrimination laws.
5. Prior Employment Checks
Job applicants often exaggerate their experience levels, and some even list jobs they haven’t held on their resumes. It’s always wise to conduct a prior employment check before hiring a new employee instead of just believing everything he or she says at face value. Hiring managers at larger companies can enlist the help of HR workers to conduct employment verification, while small businesses typically hire third-party verification services.
The Bottom Line
The easiest way for employers or hiring managers to screen job applicants is to hire a firm that conducts professional background checks. Larger companies may have employees on staff who can perform this specialized work themselves, but most don’t have that luxury. Failing to find a way to verify a job applicant’s work history, criminal history, and credit history can lead to some serious problems in the workplace, including potential court actions, so businesses must do their due diligence in whatever way they see fit.
