Tip #1: Make your existing background screening program work harder for you
This should be easy to implement as practically every business, regardless of size, performs some type of background screening of job applicants. More and more, it’s thought of as an essential tool – checking a person’s history can unearth a tremendous amount of useful information.
To be truly effective, however, a screening program must be thorough – and that means nationwide searches, not just by local jurisdiction. Otherwise, the check may fail to reveal things like felony convictions, if, for example, the employer only checked records in the cities that were listed on the job seeker’s resume instead of the entire country.
Likewise, businesses may find lasting value in periodic follow-up background screenings. The stakes are, unfortunately, too high to consider any longtime employee above reproach. Perhaps the employee’s financial or social situation has changed over time. There have been many high profile cases in the news over the past few years where a valued and trusted employee defrauded the company by embezzling funds and committing identity theft.
Anyone who is authorized to conduct business, make payments, or open accounts on behalf of the company, holds tremendous power. Performing a thorough background check initially, and perhaps one at significant tenure marks or promotions, helps you keep that power in safer hands.
