5 Pitfalls To Avoid When Screening Applicants’ Backgrounds
March 2015
A
good
background
screening
policy
should
be
implemented
into
every
organization's
hiring
process,
as
this
can
help
reduce
the
risk
of
a
bad
or
unsafe
hire.
There
are
some
pitfalls
in
screening
applicants'
backgrounds
that
employers
must
be
aware
of
and
avoid
in
order
for
the
process
to
be
effective
and
compliant.
1:
Not
getting
authorization
to
perform
the
search.
This
mistake
can
result
in
a
lawsuit!
One
of
the
key
responsibilities
of
the
employer
is
to
disclose
any
screening
process
to
the
applicant.
Employer
must
disclose
in
writing
to
applicant
that
they
will
be
the
subject
of
a
background
report
as
part
of
the
employment
selection
process.
This
document
needs
to
stand
alone,
it
does
not
need
to
be
part
of
the
employee
handbook
or
the
application.
2.
Using
information
that
is
not
relevant
to
the
job
position.
A
person
who
is
applying
as
a
heavy
machinery
driver
may
not
need
a
credit
check,
but
he
would
need
a
Motor
Vehicle
Records
check
and
a
drug
test.
Establish
relevant
screening
for
each
position
in
your
company.
This
will
go
a
long
way
toward
maintaining
practices
that
are
not
discriminatory
and
protecting
the
workplace.
3.
Assuming
that
all
background
screening
companies
are
the
same.
Background
screening
companies
vary
widely
in
the
quality
and
accuracy
of
their
practices
and
reports.
Choose
a
company
that
has
been
in
business
a
long
time,
that
is
accredited
by
the
National
Association
of
Professional
Background
Screeners
(NAPBS),
and
that
has
private
investigators
on
staff.
4.
Screening
in
an
unorganized
manner
Companies
that
do
not
have
a
consistent
pre-‐employment
screening
policy
set
up
as
part
of
their
hiring
best
practices
are
making
a
big
mistake.
A
hiring
manager
cannot
choose
to
run
checks
on
some
applicants
and
ignore
checking
others,
because
of
EEOC
guidelines,
and
overall
good
sense.
Screen
everyone
in
the
same
manner,
and
have
a
list
of
the
type
of
screening
that
is
performed
for
each
job
function.
For
example,
do
not
just
screen
for
criminal
history
if
you
have
a
‘feeling
in
your
gut’.
That
can
cost
you
BIG!
5.Omitting
adverse
action
procedures.
When
deciding
not
to
hire
a
person
based
in
whole
or
part
on
information
obtained
from
their
background
screen,
make
certain
you
are
sending
a
pre-‐adverse
action
letter,
followed
by
an
adverse
action
letter.
Do
this
every
time.
These
simple
actions
will
maintain
your
compliance
and
can
protect
you
from
litigation
down
the
road.
Don't
fall
victim
to
these
background
screening
pitfalls!
Take
some
time
up
front
to
create
a
good
background
screening
process
for
screening
applicants'
backgrounds.
The
results
will
be
worth
the
time,
and
you
will
reap
the
reward
of
honest
employees
and
a
safe
workplace!