A Background Screening Policy is the Backbone of an Effective Screening Program

When it comes to employee background screening, too many employers choose to put their wishbone where their backbone ought to be. Taken from a quote by American journalist Clementine Paddleford, this analogy is perfectly suited to explain the relationship between a solid background screening policy that delivers predictable and consistent results (backbone) and one that relies on the hope that it will all work out (wishbone).Background-Screening Rules Keep Employers on Their Toes

You see, when deciding Background check near me to incorporate employment screening into the employee hiring or retention process there has to be more to it than just running a quick background check. A consistent, compliant, and cost effective employment screening program can only result from a well-designed policy. The policy provides necessary guidance to all members of the organization as to how the background checks should be performed. Without such guidance hiring managers and others may be left to their own devices and inconsistencies will erupt.

We all know that we live in a litigious society. When an employer decides to terminate or deny employment to an individual on the basis of their background check (or any other reason for that matter), the individual is likely to feel disappointed or worse, disgruntled. Given the opportunity to find wrongful behavior on the part of the employer, some will choose to pursue legal action. This threat of being sued by an employee or candidate is just one reason for a well-defined policy. Taking the time to create a meaningful policy now will mean less time (and money) defending it later. And yes, having an established policy can improve your odds in the event of an employment lawsuit.

On many levels a more important reason to construct a strong background screening policy is to increase the likelihood your program will do what it’s intended to do. After all, we’re not checking backgrounds for the sake of it. And we certainly don’t want to see our money go down the tubes without a measurable return. A background screening policy helps to guide an effective employment screening program toward its intended results. Whether your goal is to reduce turnover, increase employee productivity, enhance the safety of your workforce, or any number of other objectives – a well-built policy can ensure your goals are met.

Having a background screening policy in place (and of course, implementing the policy on a daily basis) will naturally lead to greater consistency and efficiency in the hiring process, which will reduce the operating costs associated with these efforts. Operating without a policy can feel like herding cats. Whereas a program with a well defined policy can run more like a well-oiled machine. Clearly the later would be less expensive to manage.

Background screening is the first step in exposing unsuitable applicants in the recruitment process. Doing a search on Google is a good place to start the process of finding a background screening company. But you need to do your homework and select the best partner for your organisation. This can be an overwhelming with all of the background screening firms on the internet. Before choosing a company to help you with background checks, research and make sure it is the best service for your company’s needs. Companies that do background checks come in all varieties and are often customised to service different types of customers. Here are five questions to ask a potential a background screening company so you feel sure you are dealing with the right partner.

Does the company have a good reputation? Many companies will offer employment screening services for a fee. Companies like these will perform checks and ensure compliance throughout the process. It is important to be selective about which pre-employment screening agency you use. A legitimate company will explain the process to you.

Some background screening firms automate this process which makes finding an answer to your questions frustrating. Make sure the company assigns a client Services Representative or Account Manager to you. Client services are usually responsible for processing your reports, answering questions and ensuring your reports are processed within the turnaround time.

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