4 Ways Your Candidate Could Fail a Background Check
In today’s gig economy, finding a qualified applicant is challenging. Let’s say after months of searching and expending generous overhead; you’ve discovered just the right specialist for the position.
All the interviews and skills assessments are completed, and the offer has been extended, pending an acceptable background check. You have submitted the information to a reputable, professional screening agency such as Data Screening. You know they follow standards you impose as well as all legalities of Federal and State mandates.
But uh oh, there’s a problem with the candidate’s background check. How do you handle the discrepancies?
- If there are inconsistencies between their resume and the background check, talk to the candidate. Can the errors be reconciled? Be aware if there are significant discrepancies, it may signal future problems.
- If there are issues such as judgments, liens, delinquencies or bankruptcies with the candidate’s credit score and financial records, ask the candidate to explain. Look for poor financial patterns over time. Everyone has a difficult time now and again. Perhaps the person has suffered a divorce, or a family member has had a catastrophic illness.
- If there is a criminal history, it is essential to know the circumstances and how much time has elapsed since the conduct in question. Note that an arrest and conviction are different. Arrest records are not proof of criminal behavior.
- If there are errors – yes, they do happen. Verify the information is correct. You don’t want to lose a good candidate because of a misunderstanding.
Using a reputable professional will put you in the best position to make sure you are hiring the right person.
About DataScreeening.com
Data Screening is a Certified Women’s Business Enterprise that has offered business-to-business employment and tenant screenings to human resource professionals and business owners, including staffing companies, for two decades. Among other organizations, they are members of the ASA (American Staffing Association), SHRM (Society for Human Resource Management) and the NAPBS (National Association of Professional Background Screeners).
6 Solutions for Great Property Management.
As a property management company, your focus is not just on providing what tenants will sign leases for, but also for doing so in a way that continues the best profitability because of best management practices. These 6 items will help you keep an eye toward this goal.
- Draft and execute accurate property management agreements at the inception of the relationship with the lessee. Set expectations and boundaries up front to make sure clarity of terms is established.
- Use clearcut language on a hold harmless provision. Include a broad indemnity provision that provides a clear means for termination upon noncompliance.
- Take time to visit and inspect the property before accepting responsibility for it. Moreover, ascertain the property manager is a named beneficiary on the property owner’s insurance policy. Use a respected data screening service for information and background checks, such as http://Data Screening.com
- Hire experienced people. Make sure the property management team has formal training and knowledge of property management laws such as fair housing regulations, the ADA, and security deposit accounting rules.
- Have a program in place for continuing education which includes participation in trade groups, seminar attendance, maintaining a close relationship with a law firm and continuing online education at sources like propertymanager.com
- Prevent losing good employees due to dissatisfaction with compensation. Attrition is costly. Well-trained people are worth paying for as they will save the firm money over time. Pay them competitively, especially when they are motivated to learn more to improve their performance.
About DataScreeening.com
Data Screening is a Certified Women’s Business Enterprise that has offered business-to-business employment and tenant screenings to human resource professionals and business owners, including staffing companies, for two decades. Among other organizations, they are members of the ASA (American Staffing Association), SHRM (Society for Human Resource Management) and the NAPBS (National Association of Professional Background Screeners).
Rescreen Employees?
Life happens. During even a short period of time, difficulty can strike an employee and cause him or her to push the limits. Consider Mr. B – who had an acceptable screen before hire, but then poor decision-making and money troubles led his wife to file for divorce. Mr. B began missing work as assistant manager of a drug store, and then certain inventory went missing, too.
While background checks are often performed before employment, it can also be helpful to re-screen employees on a periodic basis to keep a check on other things: workplace performance, safety, misconduct, and theft, to name a few. Rescreening provides an employer peace of mind that an employee is adhering to company policies and procedures.
3 Reasons to rescreen current employees
- Employers invest in hiring, onboarding and paying employees. They also represent you and your company when they interact with customers and vendors. If the misconduct occurred while on company time, the only way to know might be to rescreen the individual. An annual rescreening procedure should validate the importance and protect your investment.
- Promotions and new job responsibilities would require rescreening of employees. In fact, a new position may require screening for aspects that the former position did not.
- Mistakes can happen in which employees slip through the cracks. They may not have been properly vetted upon initial hiring or were hired under a different set of criteria. Whether hired by a manager who has since moved on, or for some other innocent reason, an employer can reduce risk by annual re-screenings of employees.
Be smart about rescreening and use a reputable professional agency such as Data Screening. A professional firm is not only familiar with the status of laws but also can offer you specific package requirements depending upon your screening needs.
About DataScreeening.com
Data Screening is a Certified Women’s Business Enterprise that has offered business-to-business employment and tenant screenings to human resource professionals and business owners, including staffing companies, for two decades. Among other organizations, they are members of the ASA(American Staffing Association), SHRM (Society for Human Resource Management) and the NAPBS (National Association of Professional Background Screeners). How may we help you today?
Discrimination in Employee Screening?
Would you be shocked to learn discrimination is sometimes allowed in employee screening? Anyone who regularly hires others would be familiar with Title VII or the Civil Rights Act of 1964 which has led to the statement on many applications that “prohibits discrimination based on race, color, religion, sex, or national origin.”
Similarly, the Age Discrimination in Employment Act of 1967 also forbids age discrimination of those 40 and older.
Additionally, the EEOC renders there should be no discrimination based on gender identity or sexual orientation.
So, how can discrimination be permitted with employee screening?
It’s all about Job Classification
Differences in employee screening processes can be based on job classifications. That is, as long as a company treats all individuals within the same job classification equally, the law permits said employer to vary screening procedures by job classification.
What is a job classification?
A job classification may be defined as hourly, exempt or non-exempt. For example, an employer may choose to perform a more in-depth screening on exempt employees, such as vetting information on education and criminal backgrounds.
Another example would be the addition of a motor vehicle report to the screening for those positions requiring driving a company-owned motor vehicle.
Perhaps rather than discrimination, we should term the procedure as differentiation. Employers still must comply with the federal, state and local laws.
A firm such as Data Screening.com can provide accurate and current information on any applicant’s employability.
About DataScreeening.com
Data Screening is a Certified Women’s Business Enterprise that has offered business-to-business employment and tenant screenings to human resource professionals and business owners, including staffing companies, for two decades. Among other organizations, they are members of the ASA(American Staffing Association), SHRM (Society for Human Resource Management) and the NAPBS (National Association of Professional Background Screeners). How may we help you today?