 In the world as it is today,
pre-screening applicants has never been more essential and
outsourcing this time-consuming process can be cost effective and
efficient.
For many employers, hiring
decisions are made by focusing on a variety of sources:
applications, interviews, resumes, skill tests and other
traditional screening techniques -- each of which has its proven
merits. However, background investigations should become part of
every employer's standard practice.
Various employment associates
estimate that 25-52% of all applications/resumes contain
misrepresented information. With the high cost of the entire
hiring and training process, employers cannot afford to bring an
employee into a job under false pretenses. Any falsification
suggests a potentially dangerous character defect that could
resurface in another context later. The lack of appropriate
qualifications may also mean the individual is not competent to
perform the tasks of the position.
Employers face a real threat of
liability under the legal doctrine "negligent hiring." Courts are
accepting the premise that some facts in applicants' backgrounds
should disqualify them for particular positions. A company may be
held liable for damages if the employee causes a foreseeable
injury to a third party and the court determines that the
employer's failure to detect or heed the warning signs was
unreasonable. The employer is held responsible for providing a
safe workplace for its workers and customers.
Because employees are a
reflection of a company's image, all available resources need to
be utilized to ensure a good company image and reputation.
Criminal background checks are
one of the most important tools available for making hiring
decisions and have become a very important contemporary business
practice across the nation.
Because of the staggering number
of criminal cases and the overcrowded prisons, the judicial system
is forced to reduce felonies to misdemeanors, dismiss cases
altogether, and give early release to criminals. How many of these
people will be working for you?
Certainly we learn from our
mistakes but background and past behavior do clearly influence how
a person behaves in the future. An employer has an obvious need to
know fundamental facts in a prospective employee'' background that
may affect his or her future behavior.
These and other facts have led to
an inescapable conclusion - employers simply have to take a closer
look at who they are hiring. The risks are otherwise just too
great!
Outsourcing much of the screening
procedures to an experienced background investigative company can
lighten the burden and improve the productivity of your staff
currently tied down with the application processing.
All employers need to recognize
the extreme importance of practicing due diligence by thoroughly
researching the backgrounds and qualifications of all perspective
employees |
