Always screen

As applicants become more skilled at deception, those charged with hiring must become more skilled at detection. By Kristina Taylor, Chief Operating Officer, American Tenant Screen, Inc.

What stories are prominent in today’s newspaper? Chances are that many of them describe fraud, theft, violence, drug and alcohol abuse. A common theme of this criminal activity is that it takes place on the job.

Could some of these incidents be prevented with appropriate and thorough applicant screening? My experience tells me that the answer is clearly: “yes!” Yet, too often, companies check for criminal background, but fail to check further.

For example, recently Radio Shack's CEO stepped down because it was uncovered that he had falsified information about college degrees on his resume. As a result, Radio Shack now says that it check applicants’ credentials - something they did not do when the CEO was hired. A similar situation occurred in 2002, when it was discovered that the CEO of Bausch & Lomb, Inc. did not have an MBA as he had claimed. Both of these incidents caused public relations problems that were serious enough to hurt company stocks.

Increasingly, more people are lying on their resume. Diploma mills are on the rise. As applicants become more skilled at deception, those charged with hiring must become more skilled at detection. The first line of defense is simply to check. Recent statistics show that only about 15% of all resumes are checked for valid diplomas.

Institutions also can be hurt by not properly screening a candidate. Take, for example, a former Police Department records clerk in Rogers, AR who was charged with felony theft of a bag containing $23,245.75. Investigation showed that she had a gambling problem, a history of drug use, theft, fraud and financial problems. The problem is the investigation took place after the fact.

In this situation, the department knew of one incident of theft and drug use, which was revealed through a criminal background check and verified during the polygraph test. Yet despite this information, they hired her. Applicants may explain away violations, or the hiring manager may see them as not so severe. This is far less likely to happen if the full range of an applicant’s previous history is uncovered.

What’s the solution? Hiring managers must learn to look objectively at an applicant and investigate multiple parts of the applicant’s background. If the applicant is not denied based on a single uncovered transgression such as criminal history, then further investigation is usually appropriate. A next step would be to run a credit check on the applicant to ensure there is not a history of poor financial management. A check of references - especially former employers - would also be a good measure.

Many hiring mangers feel that a “Former Employment Verification” is useless because often the former employer will only give position, dates of employment and possibly salary. Nevertheless, many hiring mangers have learned that even limited or basic information will help identify applicants who misrepresent themselves.

Also, many former employers now know that they are protected from liability if the information they provide is factual. These employers are likely to share information with a fellow employer, especially if the applicant completes a consent form which will protect the former employer from liability.

Former employers have also learned that they can be sued for not disclosing information that may have prevented a problem. An example would be if a mailroom clerk is fired for striking a coworker. Often, in cases like this, no charges are filed. Yet the employer who fired the clerk should disclose this violent tendency to the next employer. However, if the next employer fails to inquirer, there is no way to discover the infraction.

Many employers wonder what to do if an applicant does not have an adequate work history. An example is a company in Reading, PA that offers elder care and sends nurses aides to clients’ homes. Although this field is growing rapidly, the people filling these positions usually have little experience. The solution is professional references that are not from family members, but from a teacher, a neighbor or someone who has known the applicant for at least three years and can vouch for their character. Often this step is overlooked or the HR department is too overworked to make this extra effort that can save its company from costly consequences.

Another area which is gaining attention is the use of a Motor Vehicle Report (MVR) from the Department of Motor Vehicles (DMV). Once reserved only for the truck driving industry, more companies use this report on anyone with a company car or who regularly drives during the course of their job. One HR manager of a bank recently realized that the company had executives driving between their multiple branches, and none of their driving records had been checked. Had any of them been in an accident with a suspended license, it might have been a PR nightmare. The firm has since started doing these checks, thereby closing a gap and thwarting a potential problem.

Identity theft is the fastest growing crime in America today. From an HR perspective, the biggest risk is hiring illegal immigrants who have a false or stolen social security number. For a fee, illegal immigrants can purchase social security cards, which can pass scrutiny in many places. Some people have had their stolen social security numbers used over thirty times by illegal immigrants to get employment.

Congressman David Dreier, Chairman of the House Rules Committee, in testimony recently submitted to a joint hearing of the House Ways and Means and Social Security and Oversight subcommittees advocated reform of the Social Security system, which would specifically relate to employment verification. He sights examples of illegal immigrants and is actively seeking a solution. In the mean time a Social Security Search will identify multiple names attached to a social security number, which may shed light on deception before it is too late in the process.

The bottom line is that applicants should always be screened, and an effective screening is one that is unique to the position that the applicant is applying for. There are many pitfalls in hiring, and a simple criminal background check can leave holes which can be exploited. A thorough screening process with a reputable screening company ensures the safety and security of your company and the qualifications of your workforce.

Kristina Taylor
Chief Operating Officer
ATS, Inc.
www.alwaysscreen.com