Starting a background screening program can be overwhelming. Deciding what checks to do on each position is no small part of that, but it’s one of the two most important decisions you’ll make when setting up the program.
GIS is here to help guide you through the process.
When deciding on what background screening package to run on a given position, the EEOC’s guidelines on the use of background screening in employment are among your most important considerations. Things to consider include:
- What are the risks inherent to the position, and how are those risks mitigated? In other words, what are you concerned about happening, how likely is it to happen, and what policies and oversight do you have built in to reduce that risk?
- Has the federal government identified any barriers to employment, like required licenses or disqualifying crimes?
- Has your state/local government identified any barriers to employment that are both job-related and consistent with business necessity? (FYI, if they’ve identified barriers that are not job-related and consistent with business necessity, you need to consult a lawyer to figure out your next move.)
For more information on how the EEOC impacts hiring policies, download GIS’ whitepaper on Seven Steps to Guide Employers on the EEOC’s Guidance on Pre-Employment Background Checks. It provides details on why you need to consider these things, details on why federal government restrictions are weighed differently than state/local restrictions, and a handy Risk Scorecard example to help you determine what risks are inherent and how they’re mitigated, and therefore what kind of checks you need to run.
Once you’ve considered all of these factors, you’ll know what your firm barriers to employment are on a position, which you can then use to determine what checks to run. If, for example, you’ve decided that the job requires a specific license, you’d want to run a Professional License and Certification Verification. If you’ve decided that the job prohibits hiring someone with felony (or equivalent) convictions for the past 5 years, you’ll want to run one or more of our criminal history checks.
Another thing to take into consideration is industry standard. While you shouldn’t just copy a competitor’s program without doing your own due diligence, it may be a good starting point to see what kinds of searches they’re running on what kinds of positions. GIS offers background screening benchmarking reports for the higher education and retail industries, as well as a non-industry-specific report. (While these reports are all helpful, the data that you get when you participate in the survey is miles ahead. Let us know if you’d like to participate in these reports in the future – it takes approximately 15 minutes and the data is much more specific.)