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Critical Guidelines You Need to Know Before Hiring Anyone
We don't like to think about people doing harm to ourselves or
others. The reality, however, is that we live in a country with
one of the highest rates of financial crimes, including
embezzlement, fraud, theft, etc. And, that's just the
beginning. Let's look at just a few statistics on what the
FBI reports is the fastest growing crime in the US - employee
theft:
· US Chamber of Commerce reports that $50 billion
dollars are lost annually due to employee theft and fraud and
that 20% of all businesses fail due to the same reason.
· According to an Ernst & Young Report, "White Collar
Crime: Loss Prevention through Internal Control" companies lose
1% to 2% of its sales to crime -- most committed by, or in
collusion with, employees.
Employee theft, negligent hiring, sexual harassment, and
workers' compensation fraud are just a few of the liabilities an
employer has to face in today's hiring environment.
For example, an Arizona Fitness Club hired an unscreened
applicant which resulted in the rape and murder of a female
patron while she lounged in the sauna.
Is it any wonder that employment screening has become
mandatory? Not only do you want to avoid hiring criminals,
don't you want to hire the right candidate who is most qualified
for the job? All of this information can be ascertained through
a proper background check from a company that knows what they
are doing, and/or which can supplement an already existent
screening program.
Critical Tips When Choosing an Employment Screening Company
When choosing an employment screening firm, look for longevity
first with a track record that can be verified with numerous
references from clients. Also look for professional memberships
in organizations such as ASIS, SHRM, PIHRA, NPRRA, NAPBS, to
name just a few.
Do you have a complete knowledge of employment law? If not,
your screener should know the laws involving the background
screening process. It helps, if the firm you hire has an acute
knowledge of "negligent hiring," much in the way that an Expert
Witness might know, since it will be the expert witness who
exposes the shortcomings of any hiring loophole which created
the environment for the negligently hired employee to have come
aboard in the first place!
Intimate, thorough and long-term knowledge of the Fair and
Accurate Credit Transactions
Act (FACTA), and the Fair Credit
Reporting Act (FCRA) is necessary, as well as the ability to
testify for you in a court of law if need be - or even better,
keep you out of court!
Does the prospective screener have knowledge and understanding
of current HR Management systems? How about corporate Due
Diligence programs or Factual Employment Screening programs that
train people to find fraudulent applications and false
identities?
In short, can your vendor help keep you from unwanted
litigation? Unless you or someone in your company is an expert
in employment law, you are putting your company at significant
risk. If you are using any of the multitudes of online
databases that have become available recently, it's not likely
you are protected.
Not only do these companies decrease your risk of exposure,
they may even add to it. For example, let's say you are
currently using an employment screener who does not require you
to provide a signed release for each applicant. Sounds
relatively harmless, doesn't it?
The truth is what these companies have done is had you waive
liability to them when you signed up for an account so they can
avoid the time and effort it takes involved in this critical
step. In the case of an audit, your company is responsible for
producing a signed application and therefore liable if you don't
have one on file. A good employment screener provides
signatures for these audits and you'll never even know when they
occur. A typical lawsuit of this nature could cost your company
six figures. Can you think of any good reason to take this
kind of risk?
Join us again in the next issue and we'll expose several
common myths about background checks and give you the real facts
such as what you must have including: a thorough candidate
identification process, financial and driving history and
hand-researched criminal court records. We'll also show you how
to use this information to make the best hiring decisions.
About the author:
Cathy Taylor is a marketing consultant with over 25 years
experience. She specializes in internet marketing, strategy and
plan development, as well as management of communications and
public relations programs for small business sectors. She can be
reached at Creative Communications: creative-com@cox.net or by
visiting http://www.apscreen.com or
www.internet-marketing-small-business.com
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