Marc Zboch Shares 4 Reasons Every Employer Should Run Background Check
While background checks are common for employees who work with children or have similar positions of responsibility, widespread background checks are one way in which companies can enhance the value of their workforce. Background checks can give a window into a person’s life, letting the potential employer know about any difficulties they may have faced outside work.
In some cases, this information could be highly damaging to the employee, resulting in the rejection of their candidacy. Other situations are not as clear-cut. Marc Zboch, a hiring expert, explains the 4 reasons why every employer should run background checks and explains the process.
When you make a hire without checking your employee’s background, you are trusting blindly. This person could very likely wind up with office keys, credit cards, passwords and access to your customer list. If you don’t run a background check, you have no way of knowing whether the employee’s credentials or experience are accurate.
Many resumes include misleading or incorrect information. This could be a problem when it comes to education details, inaccurate job titles, and employment dates.
If you hire someone with false credentials, you could negatively impact your workforce as a whole. Their coworkers will find that they cannot properly do their jobs. Managing a bad hire can take up a great deal of a supervisor’s time.
2. Workplace Theft
Many business owners are concerned that employees may steal cash or inventory. Businesses do lose a proportion of their revenues to employee fraud, up to 5 percent. Smaller companies have a more serious fraud problem than larger companies.
Today, employee theft is not limited to cash or inventory. Many employers fail to consider the impact of possible theft through cybercrime. Since small businesses do not have the resources to put security protocols in place, they are particularly vulnerable. Employees with access to the most sensitive data have stolen and, in some cases, sold it.
3. Negligent Hiring
Negligent hiring means that an employer is liable for an incident caused by a worker when the employer knew, or should have known, that the employee could pose a risk.
For example, a pizza restaurant hiring a delivery driver could be at risk if one of its drivers causes an accident. One of the first questions the victim’s attorney is likely to ask is whether the employer ran a background check before hiring the driver. If the company did run a background check including motor vehicle information, they will be in a much better place in terms of the law.
If the company were negligent, they could be at risk of financial and reputational harm.
4. Creating a Safe Workplace
Employees trust that their employers will create a safe workplace. However, more than one-third of workplaces reported violent incidents. These situations can result in physical or emotional harm as well as damaging company operations and resources.
Background checks can help to weed out employees with a history of violent incidents. Substance abuse records should also be checked. When employers perform drug screening, their workers’ compensation claims declined by as much as 50 percent.
Running a Background Check
Running a background check is much easier and less expensive than many people believe. Generally, the only information that employers need in order to perform this background check is the potential hire’s full name, date of birth, current or past address, and social security number.
Marc Zboch wants employers to remember that the potential hire must give their consent for a background check. If they refuse to be checked, this would be grounds for dismissing their application.
Employment background checks can include a person’s education, work history, credit history, criminal record, driving record, medical history, use of social media, and drug screening.
It is illegal to run an employment background check because of the applicant’s age, race, national origin, religion, color, disability, or genetic information. The Fair Credit Reporting Act also requires employers to comply with regulations to ensure that the process is fair. Employers must receive written permission for the check and be upfront with the candidate about how the information may be used.
If your company chooses not to hire the candidate based on the results of the background check, you must send the candidate a written notice including a copy of the report. The candidate will then have a chance to correct any errors in the report and explain negative information.
Knowing More about Your Employees
Running background checks helps employers to make better hiring decisions. It is a relatively inexpensive process that can pay itself back through the amount of time and trouble it takes to deal with a poor hire.
Having a fully background-checked workplace is not a guarantee that nothing will go wrong, but it is a good start toward being safe and trouble-free. Marc Zboch promotes background checks as a way that businesses of all sizes can reduce their liability.
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