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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.

Back to the Basics: Character References

Back to the Basics: Character References

Back to Basics, Blog, Resources

It’s the first day of Shelby’s new hire and he’s late. When Max shows up, he gives her no explanation and she notices he is wearing jeans after telling him to wear business casual. She’s already dreading his first week of training. This is not a good start.

Now it’s three months into Max’s position and he hasn’t accomplished anything. Shelby hasn’t seen an increase in sales/numbers and she is devoting all her time to assisting him. He isn’t receptive of Shelby’s help and seems to be doing the opposite of everything he’s asked. She is regretting hiring him and is not looking forward to his future with her company.

Shelby asks herself, “How did I get into this mess in the first place?” and, “What could I have done to prevent this?”

Shelby wonders about Max’s performance with his last company and regrets not contacting his previous supervisor to do a character reference.

The price of a bad hire is at least 30% of their first-year earnings. Have you ever found yourself in a situation similar to Shelby’s?

Character Reference

Character references are almost as important as running criminal history, along with education and employment verifications.

What is a Character Reference?

A character reference is additional information that can verify more about an applicant’s previous work experience.

You find out the dates of employment with an employment verification; however, with a character reference, you will may gain insights into their timeliness and attendance. Our customer service team will ask in-depth questions to get a better sense of their personality and work ethic.

Although a candidate’s resume should always be honest and up-to-date, it can’t say everything about the individual. Are they a timely person? Do they call off work constantly? What’s their personality?

These are all qualities that are essential to know before hiring someone for a position. When hiring, you want a reliable employee whose personality will allow them to get along with others.

Checking a candidate’s references is vital to gaining more in-depth information than what is provided on a typical employment verification.

When looking to hire a new employee, one must be sure that they are not only qualified for the job, but they also must be able to work well with your current employees.

SELECTiON.COM® can provide you with vital information that allows you to make a much more educated and insightful decision. Click here for a character reference check sample.

How can you find this information on an applicant?

By having a character reference done on a potential employee, you can find out answers to all these questions and more.

A character reference reports more in-depth information on the applicant, such as work ethic, ability to work with others, strengths, improvement areas and personality.

At SELECTiON.COM®, our customer service team contacts the applicant’s references and records their answers during the check.

What kind of questions are asked on a character reference?

You can customize your questions. We have included some example questions that clients have previously used:

  • What can you tell me about the applicant’s personality?
  • What can you tell me about the applicant’s work ethic?
  • If provided the opportunity, would you hire the applicant? Why or why not?
  • What can you tell me about the applicant’s reason for changing jobs?
  • What can you tell me about the applicant’s ability to get along with peers and supervisors?
  • How reliable is the applicant?
  • What are the applicant’s strengths?
  • What areas can the applicant improve upon?

Click here for a full description of the character reference report.

How long does a character reference take?

The average turnaround time for a character reference report is 1-3 days.

What industries benefit the most from character references?

What information do I need to provide?

Once you have an account with SELECTiON.COM®, we only need the reference’s name and phone number.

Additional information that may be provided are address, city, state and how long the reference has known the applicant.

Contact us today to add character references to your account or to see how SELECTiON.COM® can benefit your background screening program.

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