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How A Solid Background Check Program Helps Prevent Workplace Violence

How A Solid Background Check Program Helps Prevent Workplace Violence

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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.

Important Update: California DOB Redaction

Important Update: California DOB Redaction

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SELECTiON.COM® is closely following a court decision adversely affecting consumers and employers.

On Wednesday, September 1, 2021 the California Supreme Court denied review in the matter of All of Us or None vs. Hamrick. The Professional Background Screening Association (PBSA), Consumer Data Industry Association (CDIA) and dozens of other organizations filed an amicus letter with the California Supreme Court on July 15, asking the Court to take up the Fourth Appellate District’s Hamrick opinion on the grounds that it misconstrued several rules of court as barring the use of identifiers such as DOB and driver’s license number as search filters for use in locating online criminal records.

This denial means that we will continue to see courts in California redacting date of birth from both their online and public access terminals. It is also very possible that court clerks will stop providing clerk assistance to verify full dates of birth – as we have recently seen in Los Angeles County. Criminal-records checks in California will continue to become more difficult, and in some cases impossible.

We will be keeping up with this issue and the PBSA’s Government Relations Date-of-Birth Redaction Task Force as they now begin execute two potential alternative paths to resolution.

1. Work with the California Judicial Council to modify the rule.  

2. Create a legislative campaign to introduce statutory changes that requires the Judicial Council to modify the rule.

However, even if successful, the outcome is not likely to happen for another year. We will notify you as soon as there is additional information available.

5 Essential Background Screening Tips

5 Essential Background Screening Tips

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Employers want peace of mind over a potential new hire. Performing background checks is an excellent way to make sure you are making the right hiring decision. There are many laws that companies need to follow, so it’s essential to have a background check plan and knowledgeable screening partner to avoid costly litigation. 

Below are the best practices for pre-employment background screening programs to help guarantee compliance with laws and give a well-rounded report of a candidate’s background. 

1. Develop a screening policy and have it written down 

A well-composed background screening policy can help an organization consistently enforce hiring standards and procedures. It can also help with alleviating legal and compliance risks. All employees involved in the hiring process should be trained in the procedures. Seek legal guidance when creating a written policy.  

2. Remain compliant

There are many federal, state, and local laws that affect the employment screening process.  The most crucial federal guideline that employers must follow is the Fair Credit Reporting Act (FCRA). It mandates procedures employers must follow when obtaining and using background screening reports. Employers must also comply with the Equal Employment Opportunity Commission (EEOC) which mandates criminal guidelines for background screening. Other laws that affect hiring are Americans with Disabilities Act (ADA) and state and local laws, which can include Ban the Box, Credit Reports, and E-Verify. Consulting with legal counsel is recommended for compliance with all laws and industry regulations. 

3. Use consistent screening methods for each candidate at the same job 

Although various jobs may not require the same background screening reports, all candidates applying for the same job position should undergo identical background checks. Employers should look at the job requirements and determine from there what type of background check to run. 

 4. Establish criteria to assess background check results 

Determine the background check standards that will either qualify or disqualify a candidate and stay consistent when analyzing reports to eliminate the risk of judgmental decisions. Look at each case on an individual basis. We recommend that employers consider many factors when interpreting information, such as the nature of the job, amount of time since offense occurred, and type of gravity or conduct of the offense. Laws vary from state to state as to how background check results can be used in the hiring process. More information on this can be found in our white paper on fair chance hiring. 

5. Conduct background screening program audits regularly 

With frequent changes in legislation and new laws going into effect that impact employment screening, organizations should consistently review their background screening program. By being proactive, monitoring legislation, and continuously updating screening policies, these help employers to be consistent and compliant with laws about the hiring process.  

 By implementing these basic background screening tips, employers can help ensure that they are remaining compliant with federal, state, and local laws. Partnering with a knowledgeable background check provider like SELECTiON.COM® can take a company’s hiring process to the next level.  

Contact us today! 

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.  

The Importance of Candidate Experience with Background Checks

The Importance of Candidate Experience with Background Checks

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The way you handle background checks is vital to a candidate’s experience within your organization. 

Candidate experience is essential in today’s tight job market, and an increasing number of companies are putting this first. A candidate’s journey is everything a job applicant goes through, from application to onboarding or rejection. A terrible applicant experience can lose you talent and harm your organization’s reputation. 

Below are four ways you can enhance your hiring process, and by taking these steps, keep your candidates happy. 

1. Ease of Use 

 Many vendors require candidates to fill out multiple forms on paper and send them in, which lengthens the process even more. Your background screening provider should allow applicants to enter information online. At SELECTiON.COM®, we offer electronic disclosure and consent forms that are FCRA compliant. Our Fastrax® system also gives you a record of consent that is available within the candidate’s electronic file. Through our free service, Applicant Entry, the applicant can easily fill in their Social Security Number, Date of Birth, and any past employment or education information, depending on the reports run. 

2. Consider an Applicant Tracking System 

Applicant tracking systems are a great way to improve the candidate experience. An applicant tracking system is a software program that provides recruiting and hiring tools for companies for everything from receiving job applications to hiring employees. SELECTiON.COM® is integrated with the top applicant tracking systems on the market. Also, our in-house IT staff is well equipped to integrate with whichever applicant tracking system you’d like to use. 

3. Candidate Support 

Ensure your background screening provider offers and invests in customer support that is open to both you and your candidate. At SELECTiON.COM®, our 5-star customer support team is available to everyone, Monday through Friday, from 8 am to 8 pm. A candidate can quickly contact SELECTiON.COM® via phone, email, or LIVE chat to find out the status of their background check. 

4. Save Time 

Job candidates will get discouraged if their background check is held up, and they can’t start working. They may even choose to take another offer. Make a point to select a vendor that returns reports accurately and promptly. The best background screening company is one that can give the candidate an accurate ETA ahead of time regarding the completion of their background check. SELECTiON.COM® does this by logging status updates. This allows the employer to know the applicant’s status at any given time.

To learn more, check out our Candidate Experience Checklist.

Contact us today to see how SELECTiON.COM® can take your candidate’s experience with background checks to the next level.    

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.    

Background Check Best Practices

Background Check Best Practices

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When searching the pool of job candidates, finding the right person is not always an easy task. One essential piece of the hiring process is running a background check. Ninety-six percent of employers run background checks on candidates, according to a PBSA national survey. 

It is a critical part of recruitment and onboarding. When searching for a candidate, you want to make sure they are the right fit, and there isn’t anything in their background that could be a risk to your organization. 

Here are some simple tips to keep in mind when running background checks. 

Include candidates in the process 

The candidate must understand why they are consenting to a background check. Transparency is essential when you’re running a background check. This allows you to continue establishing a relationship with the candidate while remaining compliant with the law. The Fair Credit Reporting Act (FCRA) requires employers to obtain the applicant’s consent before running a background check. The release form for the background check must stand-alone and be separate from the employment application. 

Know what you want out of a background check 

You should know beforehand what background check you are running. Also, understand why the background check is needed. Look at your industry and the job requirements to determine what type of background check should be run. There are numerous types to choose from, but make sure you are only running reports that are vital for the job.  

For example, if you are hiring someone who will be driving a company car, then you should run a Motor Vehicle report. We recommend that you apply the same standards to everyone, based on the job description. It’s illegal to check the background of applicants when that decision is based on a person’s race, natural origin, color, sex, religion, disability, genetic information, or age. Blanket hiring practices often lead to unintentional disparate impact. Disparate impact refers to employment policies that have an unintended and adverse effect on members of a protected class, even if the policy’s language seems neutral. Have a conversation with your legal team about your hiring process and see how background checks best fit. 

Use a third-party background screening provider 

Contact a third-party background screening provider to run the background checks for your company. Don’t rely on a Google search or look up a candidate on Facebook. These searches are not enough and do not show the whole picture of the candidate. Although this will require a budget, your company will receive quality background check reports.  

Don’t automatically reject candidates with a record 

Make sure that you are giving all candidates an equal chance. Best practice is to not immediately disqualify a candidate from a job because of a hit on their record. You could be missing out on a dedicated, hard-working employee, because of a criminal record that is unrelated to the job. Work with your legal counsel to define what types of criminal records will disqualify an applicant for each position. Use the information on the background check to make an informed, thoughtful decision. 

Be open with communication 

Whatever you find on the background check report, be open with your candidate. If a question arises, ask them. Keep the conversation going. There are many reasons why an issue can occur, so be comfortable speaking about the process with the candidate. If you choose not to hire the applicant, based on any reason in whole or part of the background check, then you must send a Pre-Adverse Letter, copy of their background check and consumer rights. Wait five business days to mail an Adverse Action letter to allow the applicant time to dispute the claim. You don’t want to miss out on a fantastic employee in the future because you didn’t ask the candidate about something in their background check. 

Contact us today to see how SELECTiON.COM® can take your employment background check process to the next level.  

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.  

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