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Credit InformationCritical Guidelines You Need to Cognize Before Hiring Anyone
by:
Cathy Taylor
We don’t like to think simply about folk doing harm to ourselves or others. The reality, however, is that we live in a country with one of the highest rates of business crimes, including embezzlement, fraud, theft, etc. And, that’s simply the beginning.
Let’s look at simply a few statistics on what the FBI reports is the quickest
growing crime in the US - worker
theft:
· US Chamber of Commerce reports that $50 billion dollars are lost annually due to worker
felony and fraud and that 20% of all businesses fail due to the same reason.
· According to an Painter
& Young Report, "White Collar Crime: Loss Hindrance through Internal Control" companies lose 1% to 2% of its sales to crime -- most committed by, or in collusion with, employees.
Employee theft, negligent hiring, sexual harassment, and workers’ compensation fraud are simply a few of the liabilities an leader
has to face in today’s hiring environment.
For example, an Arizona Fitness Club hired an unscreened human which resulted in the rape and murder of a female patron patch she lounged in the sauna.
Is it any wonder that employment screening has become mandatory? Not only do you want to avoid hiring criminals, don’t you want to hire the right candidate who is most qualified for the job? All of this information can be determined through a proper background check from a institution that knows what they are doing, and/or which can supplement an already existent screening program.
Critical Tips Once
Choosing an Employment Screening Institution
When choosing an employment screening firm, look for longevity 1st with a track record that can be verified with many
references from clients. As well look for professional memberships in organizations such as ASIS, SHRM, PIHRA, NPRRA, NAPBS, to name simply a few.
Do you have a complete noesis of employment law? If not, your guard
should cognize the laws involving the background screening process. It helps, if the firm you hire has an acute noesis of “negligent hiring,” more in the way that an Expert Witness power know, since it wish be the expert witness who exposes the shortcomings of any hiring loophole which created the environment for the negligently hired worker
to have move aboard in the 1st place!
Intimate, thorough and long-term noesis of the Fair and Accurate Credit Transactions Act (FACTA), and the Fair Credit News Act (FCRA) is necessary, as well as the ability to testify for you in a court of law if need be – or even as better, support you out of court!
Does the prospective guard
have noesis and understanding of current HR Management systems? How simply about corporate Due Diligence programs or Factual Employment Screening programs that train folk to find dishonest applications and false identities?
In short, can your marketer help support you from unwanted litigation? Unless you or being in your institution is an expert in employment law, you are golf shot your institution at significant risk. If you are mistreatment any of the multitudes of online databases that have become accessible recently, it’s not likely you are protected.
Not only do these companies decrease your risk of exposure, they may even as add to it. For example, let’s say you are presently
mistreatment an employment guard
who makes not require you to provide a signed release for each applicant. Sounds comparatively
harmless, doesn’t it?
The truth is what these companies have done is had you waive liability to them once
you signed up for an account so they can avoid the time and effort it takes involved in this critical step. In the case of an audit, your institution is responsible for producing a signed application and therefore liable if you don’t have one on file. A nice employment guard
provides signatures for these audits and you’ll ne'er
even as cognize once
they occur. A typical case of this nature could cost your institution six figures. Can you think of any nice reason to take this kind of risk?
Join us once more in the next issue and we’ll expose some common myths simply about background checks and give you the real facts such as what you must have including: a thorough candidate identification process, business and drive history and hand-researched criminal court records. We’ll as well show you how to use this information to do the better hiring decisions.
Just simply about the author:
Cathy writes on employment screening and background checks and more of her activity can be found at http://www.apscreen.com
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