Secure screening

By Isaac Butler

Statistics indicate your business is probably conducting pre-employment screening. Statistics also show you probably chose your vendor based on turn-around times and price, a fact that may be putting your company at risk.

In the early years of pre-employment screening, running background checks was an option. Only the most diligent companies with obvious exposure screened applicants. Not so today. Increased litigation prompts most businesses to conduct background checks. This increased need, along with the advent of technology making data access easier than ever, has produced an explosion in the growth of the pre-employment screening industry. However, with this growth, a disturbing trend has emerged.

As the industry looks to technology to provide cheaper and faster access to information, some vendors are employing questionable screening practices. They are compromising integrity and diligence to provide rock-bottom pricing and instant searches. Companies who offer so-called "complete" background checks at bargain prices are creating a false sense of security for unsuspecting businesses that are trying to protect the bottom line and may not understand the value of a proper search.

Two of the most misunderstood aspects of screening are Fair Credit Reporting Act (FCRA) compliance and acquisition of criminal records. These also are the two areas in which most companies will face litigation should their processes fall short.

Many business owners believe all consumer reporting agencies provide FCRA-compliant information, which couldn't be further from the truth. Hundreds of companies offer raw, unfiltered data that does not meet FCRA requirements.

The acquisition of criminal records is the aspect of pre-employment screening that presents the greatest risk of litigation. In-person document retrieval is the most reliable method to obtain criminal records. It provides accurate, real-time information directly from the point of origin: the courthouse responsible for maintaining those records. But it is often costly and always is more time-consuming than database research and screen-scraping technologies.

Even the name of another popular tool, the "National Criminal Index" search, is misleading. There is no true national search available for pre-employment screening purposes. The very best of these databases are 65 to 80 percent complete at any given time. Some states do not report any information to them, and others do so only on a periodic basis. A National Criminal Index search should be used only on a cursory or supplemental basis, and screeners should verify any reportable records at the source and check target jurisdictions.

Employers are spending hundreds, if not thousands, of dollars to secure new talent and train new employees. Unfortunately, pre-employment screening is often an afterthought. When businesses don't implement a quality screening program through a reputable vendor, they are putting their reputation, work force and clientele at risk.

Meanwhile, the pre-employment screening industry has not done an adequate job of educating businesses on the liability associated with screening. If your company is looking to protect itself from litigation and obtain accurate information on applicants, you must understand what searches your vendor is conducting and what limitations the vendor's research tools may have.

Take time to speak with your current or prospective vendor to ascertain the exact scope of the information it provides. The vendor should be able to give you intelligent, clear insight into its processes and procedures, as well as consult with you on best practices that will help minimize your exposure. If the vendor can't answer your questions to your satisfaction, find one that can.

If your goal is to protect your business, you may need to invest more time and money into the process. Even one dollar is too much to spend on a process that doesn't limit your liability. As with all services, you get what you pay for. Don't jeopardize your business or the quality of your services by implementing substandard pre-employment screening.

Biography

Isaac Butler IV has been with TruDiligence since 1999. Butler has a strong background in business administration and helped to build the TruDiligence Customers Service and Retention programs. He currently acts as Director of Operations and works closely with the marketing, administration and data processing departments.