Selective Hiring - Conducting Background Checks
companies use some degree of employee screening whenever prospective applicants
call or walk-in inquiring about job opportunities. These may include statements
such as “You must have two forms of identification,” or “Have you applied with
our service before?”
strengthen the screen and to specifically target predators, a staffing firm
must introduce risk management into the hiring process early. This is accomplished
by making statements regarding two particular conditions of employment that
must be addressed with applicants at the beginning of the employer/employee
relationship. The first condition is: “Our company has a substance abuse policy.
All employees are required to comply with this policy and must consent to drug
testing.” The second condition is: “All employees must give authorization for
background history inclusive of criminal records.”
firm may choose not to check the
criminal background of applicants. The condition of employment is not that a
staffing company will check criminal
backgrounds, rather that the applicant gives authorization to the staffing firm to check. This is a strong deterrent and predators recognize
its implications. A staffing service must establish a policy regarding reference,
background, and criminal records checks and communicate this to full-time staff
so it can be consistently applied with every applicant and employee.
success of this screening tool may not be apparent because the intent is to
eliminate any predator applicants through the use of telephone or walk-in screening.
Therefore, an individual may not apply in person at the staffing company after
hearing these conditions of employment over the phone and deciding they are
unwilling to comply. This screening tool reduces time that may be spent unnecessarily
with predatory applicants.
If an applicant
answers “no,” that they will not comply with the release of background information
inclusive of criminal records, they have then disqualified themselves from the
application process. It is necessary to explain to the applicant that these
are conditions of employment and are required of all employees. The application
process ends at phase one, the Applicant Questionnaire, if the applicant does
not agree to comply with conditions of employment. To make an exception to these
conditions of employment opens the door for complaints of discriminatory hiring
practices, and undermines the intent of this screening concept.
taken from the RCS Manual.