PreemploymentDirectory.com has identified the following
practices of highly effective background screening firms. While every employer
has unique requirements these practices provide a solid set of criteria for
employer’s to use in selecting a qualified background screening firm. Les
Rosen, past president, National Association of Professional Background
Screeners states in an article in Occupational
Health & Safety, ‘Background Screening and Safe Hiring: An
Introduction:’ “An employer
should look for a professional partner, not just an information vendor selling
data at the lowest price. An employer should apply the same criteria that it
would use in selecting any other provider of critical professional services.
For example, if a employer were choosing a law firm for legal representation,
it would not select the cheapest-it would clearly want to know it is selecting
a firm that is competent, experienced, and knowledgeable, as well as reputable
and reasonably priced. The same criteria should also apply to critical HR
services.” A good background screening firm can keep you out of hot water,
while a poor one can get you into hot water.
To find a screening firm that meets your needs visit www.preemploymentdirectory.com
10 Practices of
Highly Effective Background Screening Firms
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1.
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Provides
‘Full Service’ background screening including the following:
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2.
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Certifies
that all information sent to clients will be in compliance with all
applicable federal, state and local privacy,
EEO, consumer reporting and other appropriate laws. |
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3.
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Certifies
that all permanent and temporary staff have criminal background checks
conducted on them and have acceptable histories. |
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4.
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Response
time meets their client’s hiring needs (turn around time to provide data for
a decision to be made) |
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5.
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A
written procedure exists that defines their firm’s process for protecting
applicant information, destroying necessary information and protecting the
privacy of sensitive data. |
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6.
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Has
certification in states that require Background Screening firms to be
certified. |
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7.
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Fully
explains limitations of National Databases to clients. |
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8.
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Has
the capability for their database(s) to interface and/or to be integrated
with the client’s HR and/or Employment information system(s). |
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9.
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Has
the capability to collect information from court houses in jurisdictions
appropriate to meet clients needs and provides reporting processes congruent
with client’s needs, e.g. web based reporting. Etc. |
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10.
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Has
specific procedures and processes in place to shield client from acquiring or
viewing ‘protected information’ or information that might expose the client
to legal liability. Documentation exist verifying that staff is properly
trained in appropriate information management. |
Source:
www.PreemploymentDirectory.com