What Should My Employee Background Screening Include?

As an employer, manager, or supervisor, you probably take care during the interview process to determine if an applicant is the right fit for the job in terms of skills and personality. Chances are you wouldn’t let an applicant with no relevant experience or talents fill a position, nor hire someone with terrible work ethic or bad interpersonal skills.

Do you take the same care in completing an employee background screening on your applicants? You might think that interviews and references are enough to confirm someone’s credentials, but conducting a more extensive employee background screening will save you the headaches, potential financial losses, and legal repercussions that could result from a poor hiring decision.

What should your employee background screening include? Here are a few tips for employers in Elk Grove Village, IL and beyond.

What to Include in an Employee Background Screening

Depending on the state laws that govern your company, you may not be able to include certain portions of a standard background screening or background check in your process. Be sure to consult with a lawyer or an informed HR representative before you initiate employee background screening.

Credit Checks

What Should My Employee Background Screening Include?60% of employers use a credit check during the hiring process. Credit checks only reveal a person’s credit history, not a specific credit score, and employers use the history to determine the applicant’s fiscal responsibility. Credit checks are especially relevant to positions where the employee has access to financial data and personal customer or client information.

The use of credit checks in the background screening process is somewhat controversial, as many feel a credit history is not a good way to judge a person’s character, especially if they endured a period of economic difficulty. Hawaii and Washington state ban the use of credit checks in employee background screening, and organizations in several other states are aiming for similar legislation. Federal law (the Fair Credit Reporting Act) does allow credit checks in background screening, but only if the applicant gives the employer express permission via written consent. The Act also specifies that employers rejecting an applicant due to their credit history must let the applicant know the source used for the background screening credit check.

Pre-Employment Drug Tests

To avoid excessive medical costs, potential workplace injuries, lower employee productivity, interpersonal issues, employer liability, and more, pre-employment drug tests are a must for any employee background screening. Employee drug use can increase employer medical costs by 300%, which in turn impacts health insurance rates. You can eliminate these risks and costs by using drug testing in the employee background screening.

Past Employment & Education Record

It’s always a good idea to check up on an applicant’s past employment and education when conducting a background screening. This can be achieved through a more extensive, formal background check, or in an informal process of requesting college transcripts, requesting letters of references from previous employers, or calling an applicants’ references.

Criminal Background Check

As with credit checks, state laws regulate the use of criminal background checks in employee background screening. Some employers are allowed to ask about an applicants’ previous arrests or convictions, while others are only allowed to ask about pending charges or past convictions relevant to the position. Be sure that you fully understand the applicable law when it comes to including a criminal background check in your background screening. If you are permitted to do a background check, you can go through your local court or even through credit reporting agencies that include that check as a component of their background screening.

Driving Records

Driving records are an essential part of the background screening process for positions that require the employee to transport goods, themselves, or others. Accessing driving records prior to hiring will prevent potential insurance claims, liabilities, injuries, and financial losses down the line. Employers can order an official driving record through the state Department of Motor Vehicles, Secretary of State, Department of Revenue, Department of Public Safety, or Motor Vehicle Division.

Get Help With Employee Background Screening at ARCpoint Labs of Elk Grove Village

If your company is struggling with the employee background screening process,
ARCpoint Labs of Elk Grove Village can help. We provide quick, reliable pre-employment drug testing — call (847) 264-4677 to learn more about our employee background screening services.

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