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You already know the importance of background checks, not only for executive candidates, but all positions throughout your organization. However, once the candidate is hired, should the concept of background checking be forgotten? Not according to one of the newest trends in the pre-employment screening industry – infinity screening. More and more organizations are beginning to put in place strategies for infinity screening, or continuous, post-hire employee screening.
Some organizations may already be doing this for a selective number of employees without realizing it. Company drivers, for example, are likely screened each year for their annual driving report. But do your other positions receive the same ongoing scrutiny? Are your accountants still credentialed and licensed? Are your nurses still actively licensed? Are there new criminal records on file for any of your employees?
Given the fact that employees account for nearly 60% of a company’s losses due to fraud, information and property thefts (according to the National Institute for the Prevention of Workplace Violence), it’s likely prudent to begin an infinity screening program. This really should be part of an organization’s overall risk management program, and one which includes a proactive stance towards negligent retention. This is a legal doctrine meaning that if an employer knew – or should have known – some fact about an employee, that company can then be held liable for the actions of that employee.
Keep in mind that you cannot perform infinity screening unless your release authorization indicates that you reserve the right to continue with background checks on a candidate throughout his or her employment with your organization.
Interested in learning more or setting up your infinity screening program? Contact me to arrange your personal consultation.
Sincerely,
Jeff Rackler, CEO
KRESS Employment Screening
jrackler@kressinc.com |
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Googling your Job Candidates - Safe Practice or Not?
With the incredible growth of social networking sites (Facebook, MySpace, etc.), it may be more likely than not for your future job candidates to have a plethora of personal information posted on the Internet. So does it make sense for employers to do some of their own digging?
Many of them are, according to a survey conducted by CareerBuilder – and the results do not favor the applicants. Twenty-six percent of hiring managers have used Internet search engines to research applicants (12% have used social networking sites). Fifty-one percent of these did not hire the applicant based on this search engine information according to the survey (63% didn’t hire based on information from social networking sites).
Employers should keep potential legal issues in mind before becoming too ingrained in this practice. As Entrepreuner.com points out, unless employers can utilize this practice fairly and objectively across the board, they could be exposing themselves to charges of discriminatory hiring practices.
Read More: Entreprenuer.com article
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KRESS Introduces Infobroker
In the spring of 2008, everything changes.
At KRESS, we feel that success follows experience. That’s why after almost 20 years of experience, KRESS is in the process of developing Infobroker. This operating platform will provide employers with research based strategic information. We know that this component of the hiring process must be delivered with an efficient and appropriate use of today’s ever-changing technology. And that’s why Infobroker will offer a completely new way of ordering, processing and receiving applicant information.
This system can integrate easily into any HRIS and will help HR professionals track and develop the statistical modeling information that will drive the types of background checks that are being processed and in turn the employees that will be hired. With this system, managers can gather statistical information on the background checks ordered for their organization, assess their effectiveness and develop a quality assurance program that will drive a more robust hiring decision process. Our new system will provide tools to sort data by date, service or hiring location along with numerous other features tailored to each client’s unique operational requirements. From that point, the information can be used to drive the internal decision process to increase efficiency and profit for the employer.
Stay tuned; we'll be updating you again soon on this important new service.
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