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Trending Discussions in Employment Screening Webinar

Employers conducting employment background screening will need to keep compliance top of mind in 2017. Regulatory oversight, the growing number of class-action lawsuits, and the threat of data breaches all make it a good time to touch base on the trending topics impacting screening programs and practices. With this in mind, Peopletrail released a webinar entitled, Trending Discussions in Employment Screening.

Here are six topics we covered:

1.   The Most Important Background Checks an Employer Can Conduct

Many employers rely on simple criminal background checks when hiring. In many instances, employers ignore the most telling information by only conducting a criminal background check. A simple criminal check does not verify an employee’s most important information.

An estimated 45% of all resumes contain at least one major fabrication. Lies from an employee can potentially mean danger. Employers can’t find danger from an employee’s criminal past alone. In our webinar, we’ll discuss the range and depth of background checks.

2.   The Rise of Post-Hire Screening

Threats such as embezzlement, theft, fraud, and even active workplace violence can spring from employees at all levels. If an employee commits a crime, their employer might not know until it is too late—unless they perform a post-hire screen.

In our webinar, we’ll discuss how post-hire screening helps secure a workplace and reinforces screening policies.

3.   The Limitations of Screening Employees for Prescription Drugs

The fastest growing drug problem in the U.S comes from the abuse of prescription drugs. Prescription drugs often negatively impact workplace safety. Yet the law limits an employer’s ability to question an employee’s medication use. In many cases, the government protects users of prescription medications under the American’s with Disabilities Act and Health Privacy Laws.

Furthermore, the laws around prescription drugs may obscure the results of a simple drug test because the presence of a substance does not constitute an offense. Learn more how employers can still keep the workplace safe from prescription drug abuse in our webinar.

4.   Common Flaws in Employer Drug Testing Programs

Weak drug testing programs can fail to detect illegal drug abuse, and that puts your company at risk. Companies must check their drug screening policies and the programs they use. Not only will this keep your company compliant, it will also strengthen your drug screening process.

A strong drug screening process means that employers need to understand the regulations that could affect a drug screening program. Learn more about how to avoid the pitfalls of drug testing programs in the webinar.

5.   The Most Common 1-9 Compliance Mistakes

The rules of filling out an I-9 form are enough to warrant a how-to manual and training course. In addition to figuring out the details of 1-9, the responsibility lies with employers to collect and maintain correct information. Employers that fail to complete or maintain correct documentation also meet harsh financial penalties.

In our webinar, we’ll discuss how to simplify 1-9 compliance and learn to avoid common mistakes.

6.   The Risks of Using Social Media to Screen Candidates

Nearly one-third of employers have ruled out an applicant based on information they found on social media. Viewing public profiles can provide employers with a lot of relevant insight on candidates. However, this practice puts you at risk for workplace discrimination in certain cases. Some states have even banned employers from requesting access to applicant and employee social media.

When deciding how to use social media screening, the risks versus rewards may cause some confusion. The webinar provides more guidance on social media screening.

To view the webinar, click here

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Post-Hire Screening: Answers to A Safer Workplace

One out of every one-thousand employees are arrested each month, but only a quarter of their employers will know about it. Employers may try to skip post-hire screening, but the potential risks leave your workplace dangerously exposed.

Throughout 2016, the Endera Insider Risk Survey analyzed hundreds of businesses to learn how they use data to respond to internal threats. The most serious blind spot—the absence of monitoring an employee’s behavior after hire.

In fact, less than 25 percent of employers proactively screen employees after hiring. In many instances, employers only conduct post-hire screenings upon discovering a problem. By then it may already be too late.

When to Screen Post-Hire?

It is unlikely that employers will know the instant that an employee becomes a risk without proper attention. This awareness post-hire is especially important because post-hire is when an employee is able to do the most damage.

Many industries expect continuous, post-hire screening to become the new normal in the workforce.

Ultimately, deciding when to conduct post-hire screens depends on an individual business’s needs, resources, and industry regulations. However, most industries choose to screen annually or whenever considering an employee for promotion.

Why Screen Post-Hire?

In addition to ensuring workplace safety, post-hire checks can identify concerns that employers may have missed initially. Often, rescreening employees post-hire can help to uncover possible fabrications in a resume.

Retaining employees who become involved in criminal activity after hiring poses a threat to your company and staff. An employee’s criminal activity can also make a business liable for negligent retention. Even if your employee’s background checks are squeaky-clean, post-hire screening is still a best practice for workplace safety and productivity.

How to Screen Post-Hire?

Remember that employers must always obtain compliant post-hire consent in order to run post-hire checks. Individual business and industry requirements and regulations may direct the specifics of your post-hire screening plan. This means that your business needs to partner with a consumer reporting agency that understands your particular circumstances.

Make sure that the screening service you choose can be customized to ensure compliance and lower the potential risk in the workplace.




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3 Tips for Navigating the Sensitivities of Executive Level Screening

It costs you one-third of a new hire’s salary to replace them, according to the Department of Labor. Those costs only increase the higher up in the organization the turnover occurs. In some cases, it can total in millions of dollars if that person is the CEO. Combine that with the need for increased levels of credibility, reputation, and integrity with C-level executives, it is clear that companies need to be implementing executive level employment screening.

When we see stories like Scott Thompson, Former CEO of Yahoo, caught exaggerating his resume and using a fake computer science degree, and coach Steve Masiello being placed on leave by Manhattan College while his degree status at the University of Kentucky is reviewed, it’s clear to see the importance of an executive onboarding process. The liability to a company’s reputation and the risk to the bottom line are significant, so why don’t all companies take the time to perform a thorough executive level background check?

The answer is simple… C-level executives are often a different breed of animal to recruit and hire. Many executives are “networked-in,” placing the HR team in a sometimes precarious position to potentially alienate new leaders by requesting “onboarding formalities”.

While an experienced candidate often understands the importance of a background check, they may be put off by the request to visit websites and enter personal information or to speak with third-party verifiers. Companies can make this process less precarious for the HR team, and more comfortable for executives by implementing the following tips.

1. Make It Policy

The first step to eliminating any awkwardness from the request is to formalize the procedure for screening executives and board members. Most companies develop an employment background screening program for employees, but many will not have developed a process for screening executives. Create a separate policy specifically for executives that outlines the onboarding and the ongoing screening requirements that the company expects from its executives. A written policy can potentially protect a company’s reputation and its bottom-line.

2. Keep It Professional

Transparency goes a long way to keep the entire process professional. Be sure to clearly communicate the company policy for screening executives and board members. Make sure your candidates always know what to expect from the information they will be asked to provide. Advising executive candidates that the company will be working with an accredited consumer reporting agency that provides highly professional interactions, sensitivity to the executive’s time, and a white glove approach to the handling of sensitive, personal information will help the candidate understand and embrace the process. In addition, let the candidate know they will be screened in areas that might not be on their radar, such as public relations experience and social media persona.

3. Stress Confidentiality

Given the public nature of many executive-level positions, these candidates may be more sensitive to privacy and confidentiality. Make sure your candidate knows their information is in good hands by limiting the staff who can access the results. Ensure this by partnering with an accredited, trusted, and knowledgeable screening provider who can guarantee confidentiality,

In summary, creating a specialized executive level screening program that sets the policies and communication practices related to positions of authority within the organization, can help your organization navigate the sensitivities and ensure that the company’s credibility, reputation, and integrity are maintained.

For more information on implementing an executive level background screening program at your organization, please call us at 866.223.8822, or request a complimentary consultation today.