7 Actionable Background Screening Best Practices

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Background screening best practices

Whether you are developing a new background screening program or need to review an existing one, employers can take immediate steps to help ensure an effective screening program with these seven best practices.

1. Get Buy-In
To gain support for background screening internally, educate key decision makers and stakeholders about the benefits of screening such as the ability to make intelligent and informed hiring decisions, safer workplaces and a more productive workforce.

By gaining support, you will be more likely to obtain resources to build an effective employment background screening program.

2. Put It In Writing
A written background screening policy can help an employer to enforce its screening standards across departments and with outside vendors. A policy can also help protect an employer from potential claims of discrimination.

3. Beyond Criminal Searches
Consider the benefits of additional types of background checks beyond criminal background checks. For example, performing drug testing may help ensure a more productive workforce, while verifying past employment and education history helps ensure the accuracy of information an applicant provided on a resume or job application.

4. Tailor Your Program
With recent guidance provided by the Equal Employment Opportunity Commission (EEOC), employers should review their background screening program to ensure that their policy uses a “targeted screen.”

As of the 2011 HireRight Benchmarking Report, 52 percent of employers use similar background checks for every worker. This could expose employers to potential claims of discrimination. When assessing background screening criteria, the EEOC recommends that employers consider the nature of the crime, the nature of the job, the amount of time since the reported offense, possible exposure to harm and other criteria when creating the policy.

5. Create a Social Media Policy
While the use of social media for recruiting is widely considered a valuable tool, its use as a source of information for background screening poses risks. More than 20 percent of respondents to the Benchmarking Report use or plan to use social media for background screening.

To help prevent potential discrimination claims and other risks from using social media for screening, employers should create a policy that considers recent court decisions and legislation, as well as potential benefits and pitfalls of using social media for background screening.

6. Comply With Legal Responsibilities
Each state may have different requirements for how employers can conduct employment background checks, especially criminal background checks and credit checks.

To mitigate legal and compliance risks, get your legal team involved in developing a hiring policy. Know your legal and regulatory footprint for every location and type of screening, and put systems in place to help maintain compliance.

7. Reassess Regularly
With rapidly changing laws, regulations and technologies it is recommend that employers assess their programs through regular self-audits. To maintain compliant and effective background screening practices, involve your human resources, legal and executive teams in regular self-audits.

By reviewing these seven best practices, individuals involved with managing background screening programs will be able to quickly assess opportunities to create or enhance an employment screening program.

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HireRight is a leading provider of on-demand employment background checks, drug and health screening, and electronic Form I-9 and E-Verify solutions that help employers automate, manage and control background screening and related programs.

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The HireRight Blog is provided for informational purposes only. It is not intended to be comprehensive, and is not a substitute for and should not be construed as legal advice. HireRight does not warrant any statements in the HireRight Blog. Any statutes or laws cited herein should be read in their entirety. You should direct to your own experienced legal counsel questions involving your organization’s compliance with or interpretation or application of laws or regulations and any additional legal requirements that may apply.