The COVID-19 pandemic may have changed the way we recruit, but the inherent risks of hiring are the same regardless of whether you’re hiring remotely or in-house.
Issues such as applicants lying on their resume, omitting criminal history, or leaving an employer on less than ideal terms are still present. And in some cases, these problems are exacerbated by remote hiring and the state of the job market.
Even though you may not be able to interview in person, there are some simple steps you can take to keep the process personal and keep your workforce safe.
Resume Falsehoods
Due to changes in the job market caused by COVID-19, applicants may be tempted to exaggerate or outright lie on their resume, now more than ever.
According to a recent 2020 study by ResumeLab, a substantial majority (93%) of people know a person who lied on their resume. The most common lies on a resume are about job experience (27%), skills (18%), and job duties (17%).
With an overwhelming majority of talent acquisition teams (84%) adapting their processes to work remotely, it’s essential to take the right steps to ensure the best possible hiring outcome.
Solution- Employment and Education Verifications & Character References
Employment and education verifications are the first step to finding out if your applicant has been truthful on their application. Do they have the skills required for the job? Did they put in all the time they said they did with their previous employer? Do they have the requisite degree qualifications?
In addition, character references are an excellent tool to get a more in-depth look at your applicant. This is especially helpful in remote hiring situations. Being able to get a full picture of your applicant’s ability to work with others and overall work ethic from a former supervisor is vital.
Employment Eligibility
Under normal circumstances, the Department of Homeland Security (DHS) requires that the I-9 form be filled out in person. Employers must physically examine one document from List A or a combination of one document from List B and one document from List C. Unfortunately, hiring remotely makes this part of the process difficult.
Solution- Remote I-9s & E-Verify
If you qualify for the relaxed restrictions on I-9 forms to enable remote hiring, this may be a great option.
According to the U.S. Immigration and Customs Enforcement (ICE) website, this policy only applies to employers and workplaces that are operating remotely. If there are employees physically present at a work location, no exceptions are being implemented at this time for in-person verification of identity and employment eligibility documentation for Form I-9, Employment Eligibility Verification.
However, if newly hired employees or existing employees are subject to COVID-19 quarantine or lockdown protocols, DHS will evaluate this on a case-by-case basis. Additionally, employers may designate an authorized representative to act on their behalf to complete Section 2. The employer is liable for any violations in connection with the form or the verification process.
For additional information on remote I-9’s and more, download our Remote Hiring Handbook.
E-Verify The E-Verify system is a great way to instantly verify whether your employee is authorized to work in the United States. While you may have some tentative non-confirmation results that need to be handled by the employee at their local social security office, most verifications will come back verified instantly.
Missing Criminal History
Due to Ban The Box, criminal history questions have been relegated until later in the hiring process, but that shouldn’t stop you from eventually getting that full picture of your applicant’s past. As long as you obtain a release, run criminal background checks consistently, apply the job requirements fairly, and follow proper applicant notification guidelines, criminal history can be legally obtained. For more information on Ban The Box, read our full article.
Solution- County Criminal Reports & National Database Searches
A thorough criminal history report will help keep your workplace safe for employees and customers. We always recommend starting at the county level, because this is the most accurate and up-to-date source for receiving criminal history. Our most popular report package will run a social security trace report. The system can then automatically run criminal county research in any counties your applicants may have lived. From there, we also recommend running a nationwide database search to find any potential hits across the U.S., in areas that your applicant may not have lived.
In these uncertain times, it pays to have a trusted partner who can provide the data you need and the customer support to answer all of your questions. Our unparalleled support, combined with our nationwide researcher network, makes SELECTiON.COM® a valuable background check partner.
Our five-star customer support team is not only industry experienced, but tenured in their time with our company. Our staff is available to you via phone, email, and chat, Monday through Friday, from 8 am to 8 pm.
SELECTiON.COM® offers employment and education verifications, character reference reports, criminal history reports and our Search America® database is the largest in the industry with other 1 billion records.
Contact us today to develop a fast and accurate background check program to get you through this unpredictable time.
NOTE: This article gives a general overview of the legal matters. However, it is your responsibility to ensure compliance with all the relevant federal, state, and local laws governing this area. SELECTiON.COM® does not provide legal advice, and we always suggest consulting your own legal counsel for all applicant approval matters.
Workplace violence is a serious problem that can have devastating consequences for both employees and employers. In 2019, there were over 2 million cases of workplace violence in the United States, resulting in over 2 million lost workdays and $17 billion in lost productivity.
According to the Occupational Safety and Health Administration (OSHA), workplace violence is any act or threat of physical violence, harassment, intimidation, or other threatening behavior that occurs in the workplace. Workplace violence can lead to serious injuries, fatalities, and long-lasting psychological trauma.
In this article, we’ll explore some of the workplace violence statistics and how it can be prevented with background checks. While there is no surefire way to prevent workplace violence, there are steps that employers can take to reduce the risk. One of the most effective tools is background checks.
Workplace Violence Statistics
According to the National Safety Council (NSC), more than 18,000 workers in the United States experienced nonfatal workplace violence injuries in 2019. Additionally, the Bureau of Labor Statistics (BLS) reports that in 2020, there were 774 workplace homicides, accounting for 9% of all fatal workplace injuries. The BLS also notes that healthcare and social assistance workers are at the greatest risk of workplace violence, accounting for nearly 73% of all nonfatal workplace violence incidents.
How Background Checks Can Help Prevent Workplace Violence
Background checks are a vital tool in preventing workplace violence. By conducting thorough background checks on potential employees, employers can identify any red flags or warning signs of violent behavior. Here are some ways in which background checks can help prevent workplace violence:
Background checks can help employers identify potential risks by screening for criminal history, driving records, and other relevant information. This information can be used to make informed decisions about hiring and placement.
For example, an employer may choose not to hire an applicant with a history of violent crime or drug abuse. Or, an employer may choose to place an employee in a different position if they have a history of driving under the influence.
Criminal History Checks: Employers can conduct criminal history checks on potential employees to identify any past incidents of violent behavior. This can include convictions for assault, battery, or domestic violence.
Employment Verification: Employers can verify a potential employee’s previous employment history to ensure that they have not been dismissed for violent or threatening behavior.
Reference Checks: Employers can conduct reference checks on potential employees to obtain insights into their personality, work habits, and behavior. References can provide valuable information about an individual’s temperament and propensity for violence.
Here are some additional tips for using background checks to prevent workplace violence:
Use a reputable background check company. Not all background check companies are created equal. Make sure to choose a company that is accredited by the Professional Background Screening Association (PBSA).
Be aware of the laws in your state. There are some restrictions on what information can be used to determine an applicant’s eligibility for a job position in a background check. Be sure to check the laws in your state before you conduct a background check.
Be prepared to take action. Once you have conducted a background check and identified a potential risk, be prepared to take action. This may mean not hiring an applicant or placing them in a different position.
By following these tips, you can use background checks to help prevent workplace violence and create a safer workplace for everyone.
Hiring practices are constantly evolving, but in the 30+ years SELECTiON.COM® has been in business, background check usage by companies has been and continues to be on the rise. Background checks are still the most effective way of taking reasonable precautions to create a safe work environment for your employees and minimize costly turnovers. In addition, new reporting methods continue to make background checks more effective and reliable year after year.
Contact us today to see how SELECTiON.COM® can improve your background check process.
This article gives a general overview of legal matters. However, it is your responsibility to ensure compliance with all the relevant federal, state, and local laws governing this area. SELECTiON.COM® does not provide legal advice, and we always suggest consulting your legal counsel for all applicant approval matters.
This article is provided for information purposes only, and the contents hereof are subject to change without notice. This article is not warranted to be error-free nor subject to any other warranties or conditions, whether expressed orally or implied in law, including implied warranties and conditions of merchantability or fitness for a particular purpose.
The stories presented in the “Hiring Nightmares” series are entirely fictional and created for illustrative purposes. Any similarities to actual companies, individuals, or events are purely coincidental and unintentional. These scenarios are designed to highlight the importance of thorough background checks and the potential risks of inadequate screening. Readers should not interpret these stories as real-life events or representations of specific businesses.
The Warehouse Manager Who Stole More Than Just Time
It was supposed to be a routine hire. The growing manufacturing company had expanded rapidly and needed a dependable manager to oversee their bustling warehouse. The position had been vacant for a few months, so when Tom, a seasoned warehouse manager, applied for the role, it seemed like the perfect match. With over 15 years of experience and glowing references, Sarah, the company’s HR Manager, was eager to get him on board quickly.
The Operations Director, Mark, felt confident in the hire and was impressed with Tom’s background in logistics and team management. In their rush to fill the position, they skipped a full background check, relying on Tom’s impressive resume and charming interview presence.
Within the first few months, Tom quickly made his mark. He reorganized the warehouse, streamlined inventory processes, and implemented new systems that seemed to reduce errors and delays. The team loved him—he was firm but fair, and always had a solution when things got hectic. The Warehouse Supervisor, Greg, praised Tom’s leadership, saying that productivity had improved under his direction. The management team was thrilled. It looked like they had found the perfect person for the job.
But soon after, the inventory reports started showing inconsistencies. At first, it was small discrepancies—minor items missing from shipments that could be chalked up to human error or misreporting. The finance department, led by Laura, noticed that the missing items weren’t random but seemed to always involve higher-value goods. But with such a busy warehouse and a high volume of daily shipments, these inconsistencies didn’t immediately raise alarms.
As the weeks went on, the missing items began to add up, and the losses became significant. Sarah, still confident in Tom, attributed the errors to the warehouse’s rapid growth and assured the team they would sort it out. But Greg grew suspicious. He’d noticed that Tom frequently stayed late, often working alone after the rest of the staff had left. What seemed like dedication at first now seemed unusual, especially considering the mounting losses.
Greg quietly reviewed security footage from after-hours shifts, and what he found was shocking. The footage revealed Tom sneaking high-value products out of the warehouse and loading them into his own vehicle. He had been orchestrating an elaborate scheme, using his access as warehouse manager to siphon inventory out under the radar. With control over the inventory system, he manipulated records to hide his theft for months.
The revelation sent shockwaves through the company. In total, Tom had stolen thousands of dollars in goods—everything from electronics to machinery parts. A simple criminal background check would have revealed that Tom had a prior conviction for theft at a previous employer. But with the hiring process rushed, the company had skipped this critical step and paid the price.
In the short term, the company faced immediate financial losses and had to spend significant resources investigating how far the theft went. They lost inventory, time, and trust within the warehouse team. Employees, once loyal to Tom, felt betrayed, and morale plummeted. In the long term, the company had to overhaul its inventory management system, invest in new security measures, and rebuild a team that had been shaken by the ordeal.
Tom was, of course, fired and faced criminal charges. But the damage had already been done. The company spent months picking up the pieces—both in terms of physical inventory and the trust of their employees.
Conclusion:
A simple criminal background check could have prevented this disaster. Don’t leave your business vulnerable to theft or dishonesty. SELECTiON.COM® offers comprehensive background screening services, including criminal history checks, to ensure you hire trustworthy employees. Protect your company before it’s too late—partner with SELECTiON.COM®for all your background check needs.
Hiring Nightmares Part 2: The IT Saboteur – A Tech Industry Horror Story
The stories presented in the “Hiring Nightmares” series are entirely fictional and created for illustrative purposes. Any similarities to actual companies, individuals, or events are purely coincidental and unintentional. These scenarios are designed to highlight the importance of thorough background checks and the potential risks of inadequate screening. Readers should not interpret these stories as real-life events or representations of specific businesses.
A rapidly growing software firm had everything going for it. With a client base expanding faster than their servers could handle, they needed someone who could take control of their IT infrastructure and help scale the business. When the resume of Frank, a seasoned IT director with glowing recommendations, landed on their desk, it seemed like the answer to their prayers.
Frank had years of experience with several prestigious tech companies, claiming to have led successful IT transformations across multiple industries. With no red flags in sight and his technical skills seemingly unmatched, the company’s CEO, Lisa, and COO, Paul, made the decision to hire him quickly, without performing a thorough background check. They were eager to move forward, believing they had found the right person to handle their growing infrastructure needs.
At first, everything was perfect. Frank delivered results immediately. He improved their cloud systems, fortified cybersecurity protocols, and ensured that their data storage was more efficient than ever. He even gained the trust of the finance team by tightening up their financial systems, making processes smoother and seemingly more secure. CFO Helen praised him for his attention to detail, and the board of directors began to see Frank as one of the company’s key assets.
But after a few months, the honeymoon phase ended. Helen’s finance team started noticing anomalies in the financial reports. Small amounts of money—initially just a few thousand dollars—seemed to disappear without explanation. There were discrepancies in the transactions, but they were subtle enough to fly under the radar. With such rapid growth, the finance team chalked it up to simple reporting errors.
However, the discrepancies began to snowball. As the amounts missing grew larger, Helen’s team decided to launch an internal investigation. While the financial systems seemed perfectly intact on the surface, deeper probing revealed something chilling—Frankhad been using his administrative access to hide unauthorized transfers. Slowly but surely, he had been diverting company funds into offshore bank accounts under his control.
The nightmare truly began when the company’s entire accounting system suddenly crashed. At that moment, it became clear that this was no simple glitch—Frank had sabotaged the system, trying to cover his tracks as the investigation closed in. The IT director they had trusted with their most sensitive systems was now their biggest liability.
Panicked, CEO Lisa immediately called an emergency board meeting. What came out of the meeting shocked everyone: a basic criminal background check—the one they had skipped—would have revealed that Frank had been convicted of cybercrimes and embezzlement just a few years prior. He had pulled off a similar scheme at his previous company, but because they were in such a rush to fill the position, they never checked his past.
The fallout was swift and devastating. In the short term, the company lost millions of dollars—funds they weren’t sure they’d ever fully recover. The company’s financial systems had to be rebuilt from the ground up, delaying projects and causing client contracts to fall through. Clients lost trust in the firm’s ability to protect sensitive data, and several large accounts canceled contracts out of fear that their own information was at risk.
In the long term, the company had to launch a public relations campaign to rebuild their reputation. They invested heavily in cybersecurity, hiring a dedicated team to monitor their systems and ensure this would never happen again. The legal battle to recover the stolen funds dragged on for years, draining resources that could have been used for growth. Meanwhile, competitors capitalized on the chaos, taking advantage of their damaged reputation to lure away clients.
The company had been riding high, thinking they had found the perfect IT leader in Frank Cross. But that dream quickly turned into a nightmare, one that could have been easily prevented with a simple background check.
Conclusion: If the company had conducted a proper criminal background check, they would have discovered Frank’s criminal history and saved themselves millions in losses, as well as years of damage control. Don’t take shortcuts when it comes to your hiring process, especially for positions with access to sensitive data and financial systems. SELECTiON.COM® offers comprehensive background checks that give you the full picture of who you’re hiring. Protect your company from potential disasters—partner with SELECTiON.COM® to ensure you’re making the right hire every time.
Hiring Nightmares Part 1: The CFO Who Cooked The Books – A Finance Industry Horror Story
The stories presented in the “Hiring Nightmares” series are entirely fictional and created for illustrative purposes. Any similarities to actual companies, individuals, or events are purely coincidental and unintentional. These scenarios are designed to highlight the importance of thorough background checks and the potential risks of inadequate screening. Readers should not interpret these stories as real-life events or representations of specific businesses.
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