Employers with hiring experience know the time and energy pre-employment reference checks can require. Those who have completed this part of the hiring process have undoubtedly suffered through countless phone calls, often involving disconnected phone numbers and supervisors who have long since parted ways with the listed companies.

Even so, checking references as a part of a comprehensive employment background check is critical to the hiring process. More and more applicants are falsifying their employment backgrounds or listing questionable/unattainable references. At the very least, employers need to know if the applicant actually performed all of the functions that they claimed to have in their previous positions.

The most efficient and diligent way for small businesses to handle reference checks is to contract them it out to a seasoned employee screening company. These companies have years of experience and have seen firsthand the lengths some fraudulent applicants will go to create the picture of a stellar career.

The process is simple. Hire an employee screening company to complete an employment background check on potential new hires. The screening company will then take care of reference checks as a part of their comprehensive report. Here are examples of the information that will typically be obtained by a screening company:

 -Dates of Employment-Leadership Abilities-Management Skills-Disciplinary History-Termination Reason-Eligibility for Rehire -Reliability-Trustworthiness - Job Performance-Attitude-Work Skills-Record of Attendance

Thorough reference checking takes time and experience. Protect your business and leave the job in the hands of a professional employee screening company.

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Employee fraud is a major issue in the United States. The term ‘fraud,’ in this case, stands for anything from property theft to misrepresentation to complicated legal schemes. The Association of Certified Fraud Examiners released a report in 2006 entitled, “The Report to the Nation on Occupational Fraud and Abuse.” This report is a reminder of the value of comprehensive employee screening.

A few key numbers from the ACFE’ 2006 report:

-  The median loss caused my occupational fraud was $159,000.

-  It was estimated that occupational fraud could account for up to $652 billion in losses for US organizations in the year 2006.

-  Small businesses of 100 employees or less suffered disproportionate losses in fraud schemes, with an average of $190,000.

-  Of all the types of occupational fraud that were reported, 91.5% were asset misappropriation frauds.

There are no guarantees when it comes to occupational fraud. Even with an employment background check system in place, it may be possible for your company to become the victim of fraud. However, employee screening is still very important in reducing the likelihood of becoming a victim.

Employee screening will also help insulate a company from liability for large negligent hiring lawsuits that are often filed against employers when employee fraud occurs. In many of these cases the company has no knowledge of any wrongdoing, but failed to be diligent during the hiring process. Therefore, the company is held liable for the actions of their employee(s) who were involved in the fraud.

Contact Employer’s Reference Source Northwest today for information on how to improve your employee screening process and help protect your company from fraud.

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As it has been said, nothing in the world is free. A lot of buzz has been circling lately about new websites that allow the public to check criminal records nationally. These sites claim that they perform a complete criminal check. 

Read the fine print. These free sponsored criminal background checks are not meant to replace a professional criminal background check. Furthermore, using services like these in the employee screening process of any company is not recommended. In fact, the disclaimer at the bottom of each of these services states that they are not meant to be used for actually determining a person’s eligibility for employment. What if the person gave a fake name? A free service won’t be able to reveal an alias and cannot be trusted when their search results come up perfectly clean.  

There are no complete national criminal databases. Many counties and states don’t have their records online. It is impossible to cover all areas in a criminal background search with just a simple click. That is why employment background check providers spend time researching records from a variety of local, county, state and federal authorities when compiling complete criminal record for a potential employee.

So while it might be fun to input your own name into a free criminal search, free criminal record searches should never be used in the employee screening process. Always consult a professional employment background check company for all employee screening needs.

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A PEER report is the term used for a Pre-Employment Credit Check. These reports are procured from the major credit reporting agencies and offer insight into the financial history of a potential employee. 

When a PEER report is included in an employment background check, the candidate must agree to have their credit history released to the employer. What the employer receives is a report on the candidate that details their credit history, payment history and outstanding loans of various natures.

Employee credit checks can give a large view of the employee’s financial responsibility, but are not necessary for every employer to implement. Due to the personal- and often irrelevant - nature of the information obtained, accessing this information without reasonable cause could be seen as an unnecessary invasion of privacy on the part of the employer.

However, there are certain positions and industries that benefit from running credit checks as part of their employee screening process. Executive positions and positions that deal with company finances are more likely to require an employment background check with a credit screening component. For example: when cash-handling is part of a job’s duties, it is wise to know of any large outstanding debts the candidate may owe. If a candidate turns out to have debt that exceeds their potential earnings, that candidate’s background could be taken into account as a potential risk.

For more information about comprehensive employee screening and employee credit checks, contact Employer’s Reference Source. See how your hiring process could benefit from customized and comprehensive screening.

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The Necessity of Ongoing Employee Screening for Current Employees

Contrary to popular belief, employee screening does not always end with the hiring of a new employee. Numerous industries are already utilizing post-hire screening with many more on the way. Post-hire screening is recurrent screening that periodically checks certain aspects of an employee’s background to make sure there have been no significant changes since their hiring. Recurrent drug tests, criminal checks and periodic relicensing are examples of recurrent post-hire screening.

 There are many industries that could benefit from ongoing employee screening. Those businesses that operate with a great deal of liability for their employee’s need to continually reaffirm that employee is clean, sober and staying out of trouble. A company who has hired a driver would certainly want to know if that driver had been amassing speeding tickets in the year since their hire. Post-hire employee screening is the way to go about this. Running a comprehensive employment background check is necessary to protect the company from risk while building trust with the employee. Post-hire checks are necessary to reduce legal liability on the part of the employer, while further building trust with the employee.These post-hire checks are also a necessity when a current employee is moving over to a different position or department within the same company. Whenever this happens, different aspects of the employee’s background may become more relevant than others and may not have been adequately checked during their initial screening. A qualified employment background check provider such as Employer’s Reference Source will be able to develop correct and legal ongoing background checks for any business. Contact them today for more information.

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Blog #1: The BBC Reports on Embellishing Students & Employee Screening

The BBC recently reported on a matter very interesting to the employee screening industry. It was concerning a study done by the UK employee screening agency Powerchex.  It involved verification of nearly 4,000 students’ application materials for financial service positions. The study found embellishments on the part of a significant percentage of students. More interesting was the correlation they discovered between the ranking of each University and the percentage of students who embellished.

During the employee screening process, it was discovered that more students from the lower ranking Universities, around 43%, stretched the truth or lied on their applications. Of the students who graduated from more prestigious Universities, the percentage of those who lied dropped down to 14%.

The BBC did not go into depth regarding the analyzing of the figures, but the staggering difference in the percentages did indicate a few possibilities.  It could very well be that the large percentage of lower ranked University students who embellished on their applications did so to be considered as qualified as the top University students. It follows than that the top University students would not feel as inclined to falsify their resumes because they would be more confident in their achievements and credentials.

While this study is not meant to show that only top University graduates can be trusted when applying for positions, it is a reminder that employee screening is necessary to weed out those whose resumes outshine their own past.

More on the figures from the article on the BBC website at: http://news.bbc.co.uk/2/hi/uk_news/education/7517918.stm.

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Comprehensive employee screening is to discount background checks as fine dining is to fast food. Proper employee screening is not as easy as selecting something off a drive thru menu and picking it up at the window.  Like fine dining, it is a multistage process that in the end, provides for a much more satisfying experience.

Employee screening starts before any potential employees walk through the door. A qualified employment background check provider will start with the employer’s hiring documents and application materials. It is important that these materials ask the correct questions while being careful not to ask anything that would infringe on the privacy rights of the applicant.

The next step is a thorough background check for an applicant who has moved past the initial hiring stages. It is at this point that a customized background check takes place, one tailored specifically for the hiring company. Depending on the nature of the position and the industry in which the company operates, different aspects of the applicant’s background may be more relevant than others.

Finally, it is a commitment to thorough and comprehensive employee screening that separates a quality background check from the ‘fast food,’ offerings in the business. Employer’s Reference Source NW is a quality leader in the background check industry. Contact us today to discuss how this process can be made to fit your company and make sure your applicants are exactly who they say they are.

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It’s a hard lesson to learn that potential employees can’t be taken at face value. Regrettably, every seasoned business owner learns that some applicants are less than they present themselves as. This is why professional and comprehensive employee screening is a necessity.

There is more than one part to the employee screening process. A complete employment background check will include:

-           Criminal Background Check: For a complete history, criminal records need to be checked on the local, state and federal level.

-           Reference Checking & Employment Verification: Do the applicant’s references check out? Have they worked were they claim to have worked? This is often one of the easiest areas for an applicant to exaggerate or falsify.

-           Education Verification: This confirms the date of graduation, degree obtained and the accreditation of the institute. 

-           Licenses and Certifications: It is important to know if an applicant has the necessary licenses and certifications they claim to have. The results of hiring someone who has is lying about their professional credentials could be disastrous.

-           Sex Offender Registry Check: Discover if an employee has a history of sexual offenses. Do you want a sex offender working for you?

-           Industry Specific Background Checks: Some industries have lists of excluded individuals that are no longer allowed to retain employment. Find out if an employee has a questionable past specific to your industry.

To find out more information about employee screening and due diligence, contact Employer’s Reference Source NW for truly complete background checks. Keep your company protected from fraudulent applicants and reduce your legal exposure.

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The National Myth of Employee ScreeningNo matter what anyone advertises, when it comes to pre-employment screening, there is no such thing as one stop shopping. Many employee screening companies will advertise a so-called ‘National,’ employee background check at a bargain price. While the term ‘national,’ may seem all-inclusive, this term is actually very misleading to the potential employer.The fact is there is no such thing as a quick and easy national employee background check. To understand this, you must first understand that there is no single national information database to pull records from. At best, supposed national databases only contain information from approximately 60% of the thousands of counties in the United States.  The actual process of thorough pre-employment screening involves consulting with both federal and county agencies in each of the areas that the potential employee has lived, worked or attended school. Beyond that, depending on the nature of the position applied for, many other aspects of the potential employees history may need to be reviewed. In some cases school records, credit histories, employment references and driving records may need to be checked.

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