While it is obvious that companies and institutions need to screen their applicants thoroughly before hiring them, this is actually quite difficult to do in practice. In fact, many organizations don’t act upon some of the information they get directly from their prospective employees, according to Security Management. There is a greater call to use other sources, like social media, to find out more about an applicant, but this practice can be controversial.
Some firms, fortunately, like the Accu-Facts Company, can offer organizations the next best thing. By conducting a thorough public records search, they can gather useful information that can’t be obtained otherwise from preliminary tests and interviews. This type service also extends to individuals who wish to have themselves “professionally screened” for future employment and have a professionally documented personal background report made for them and whomever they authorize distribution.
Using public records and available documents provides proof and validation, both in terms of the processes involved and the legalities surrounding it, than only searching online databases for employee background information. There are about 36 states in the U.S. that have laws, or are working on laws, prohibiting employers to require their applicants to submit their social media information, in the hiring process. Using social media as a screening device is evolving on a daily basis.
By opting for a public records search, employers can gather definitive information that would serve as a basis for an effective employee screening framework, preferably one that’s made with better standards. Ideally, such a framework should be able to verify the information submitted by the applicant without directly quizzing him or her about it. For instance, personal information should be verified by independently checking available public records, police reports and criminal cases, along with property or tax information.
Unfortunately, there is no fool-proof method that would identify a potentially good employee from a bad one. Case in point, police reports don’t offer a complete guarantee that a person is clean because many offenders aren’t formally convicted of a crime. However, thorough employee screening can significantly reduce the chances of a “catastrophic hiring”, as described by one human resource expert.
This background screening job is arguably much simpler if it is outsourced to independent firms, like The Accu-Facts Company. This saves time and needed resources to devote toward other human resources responsibilities. Ultimately, it is the employer’s duty to use all means necessary to find the right and best people for a job vacancy, while at the same time meeting FCRA guidelines and other statutory compliance.
