The Importance of Employment ScreeningHow GoodHire can help your company build safe and trustworthy teams

What you’ll find inside:

1. Defining Employment Screening

What you’ll find inside:

1. Defining Employment Screening

2. National and Industry Statistics

What you’ll find inside:

1. Defining Employment Screening

2. National and Industry Statistics

3. GoodHire Recommendations

Definitions

What is a background check?

A background check is an investigation into an individual’s criminal records, commercial records, and financial records.

How do background checks differ from one another?

How do background checks differ from one another?Background checks for personal use:

• Illegal to use by businesses interested in making employment decisions.

• Do not comply with the Fair Credit Reporting Act (FCRA) and other federal and state HR laws.

• Anyone can conduct a search through public people search engines like peoplesmart.com.

How do background checks differ from one another?Background checks for personal use:

• Illegal to use by businesses interested in making employment decisions.

• Do not comply with the Fair Credit Reporting Act (FCRA) and other federal and state HR laws.

• Anyone can conduct a search through public people search engines like peoplesmart.com.

Background checks for hiring purposes:

• Designed to meet the needs of employers screening individuals for hiring purposes.

• Complies with the Fair Credit Reporting Act (FCRA) and other federal and state HR laws.

• Reports must be purchased via a credit reporting agency, FCRA-compliant service like Goodhire.com.

So, you might be wondering

1. Is it important to run employment screens?

So, you might be wondering

1. Is it important to run employment screens?

2. Does my company really need them?

Answer?

The answers are:

1. Is it important to run employment screens?

Yes!

2. Does my company really need them?

Yes!

Let’s take a look at the statistics

Résumé Fraud

A recent report showed that:

21% of résumés contained fraudulent degrees

Résumé Fraud

A recent report showed that:

21% of résumés contained fraudulent degrees

29% showed altered employment dates

Résumé Fraud

A recent report showed that:

21% of résumés contained fraudulent degrees

29% showed altered employment dates

33% had inaccurate job descriptions

Scott Thompson, Former CEO of Yahoo!

Famous Cases of Résumé Fraud

Scott Thompson, Former CEO of Yahoo!

• Claimed to have a degree in computer science when actually he just had a degree in accounting from Stonehill College.

• Scott Thompson was deemed an untrustworthy leader and was removed from his position at the company.

Famous Cases of Résumé Fraud

Famous Cases of Résumé FraudAdam Wheeler, Former Harvard Student

Famous Cases of Résumé FraudAdam Wheeler, Former Harvard Student

• Falsified an entire life and educational history in order to be accepted into Harvard University.

• His lies were uncovered when he applied to the Rhodes Scholarship and the Fullbright scholarship.

• Wheeler accrued over $40,000 in grants, prizes and financial aid under false pretenses and faced several criminal charges including larceny and identity fraud.

 

Workplace theft

In 2011, retailers lost $34.5 billion to retail theft, or shrink – the loss of inventory due to employee theft, shoplifting, paperwork errors, or supplier fraud. 

Workplace theftIn a 2014 survey conducted by the National Retail Federation, 35.4% of retailers reported that they were victims of cargo theft in the past year. Of those retailers:

24.2% of retailers experienced cargo theft in store

Workplace theftIn a 2014 survey conducted by the National Retail Federation, 35.4% of retailers reported that they were victims of cargo theft in the past year. Of those retailers:

24.2% of retailers experienced cargo theft in store

41.4% of retailers stated cargo theft occurred en route from manufacturer to distribution center.

Workplace theftIn a 2014 survey conducted by the National Retail Federation, 35.4% of retailers reported that they were victims of cargo theft in the past year. Of those retailers:

24.2% of retailers experienced cargo theft in store

41.4% of retailers stated cargo theft occurred en route from manufacturer to distribution center.

51.7% of retailers stated cargo theft occurred from the distribution center to the store.

Workplace theftIn a 2014 survey conducted by the National Retail Federation, 35.4% of retailers reported that they were victims of cargo theft in the past year. Of those retailers:

24.2% of retailers experienced cargo theft in store

41.4% of retailers stated cargo theft occurred en route from manufacturer to distribution center.

51.7% of retailers stated cargo theft occurred from the distribution center to the store.

13.8% of retailers stated cargo theft occurred at the distribution center.

What can I do to prevent this from my

company?

In order to ensure high quality and prevent résumé fraud and workplace theft at your company, consider screening current and new employees with the following checks:

• School Verification• Employer Verification

Workplace theft

In order to ensure high quality and prevent résumé fraud and workplace theft at your company, consider screening current and new employees with the following checks:

• School Verification• Employer Verification

If your employees job requires driving:

• Motor Vehicle Records Check• Professional License Verification

Workplace theft

In order to ensure high quality and prevent résumé fraud and workplace theft at your company, consider screening current and new employees with the following checks:

• School Verification• Employer Verification

If your employees job requires driving:

• Motor Vehicle Records Check• Professional License Verification

Click here to learn more about these checks.

Workplace theft

Are employment screens necessary to

ensure workplace safety?

Workplace violenceAccording to a 2006 study conducted by the U.S Bureau of Labor Statistics, nearly one in four large private industry businesses with more than 1,000 employees reported at least one incidence of violence, including threats and assaults, in the past year.

Workplace violenceAccording to a 2006 study conducted by the U.S Bureau of Labor Statistics, nearly one in four large private industry businesses with more than 1,000 employees reported at least one incidence of violence, including threats and assaults, in the past year.

In a recent study, over 70% of United States workplaces reported not having a formal program or policy that addresses workplace violence.

Workplace violenceAccording to a 2006 study conducted by the U.S Bureau of Labor Statistics, nearly one in four large private industry businesses with more than 1,000 employees reported at least one incidence of violence, including threats and assaults, in the past year.

In a recent study, over 70% of United States workplaces reported not having a formal program or policy that addresses workplace violence.

20% of private companies,32% of local government workplaces, and 58% of state government workplaces provided training on preventing workplace violence.

Workplace sexual harassmentIn a recent survey, 54.4% of respondents indicated that they had been sexually harassed in the workplace.

Workplace sexual harassmentIn a recent survey, 54.4% of respondents indicated that they had been sexually harassed in the workplace.

Approximately 25% of the respondents reported that they knew of other people who had experienced some form of sexual harassment.

• 26% knew cases of verbal sexual harassment• 16.2% knew cases of visual sexual harassment • 15.8% knew cases of physical sexual harassment

Workplace sexual harassmentIn a recent survey, 54.4% of respondents indicated that they had been sexually harassed in the workplace.

Approximately 25% of the respondents reported that they knew of other people who had experienced some form of sexual harassment.

• 26% knew cases of verbal sexual harassment• 16.2% knew cases of visual sexual harassment • 15.8% knew cases of physical sexual harassment

66.6% of the respondents indicated that they were not aware of any policies in their workplace on sexual harassment.

What can I do to prevent this at my

company?

How to prevent In order to ensure safety and prevent workplace violence and sexual harassment at your company, consider screening current and new employees with the following checks:

• National Criminal Database Search• Criminal Court Checks• Domestic Terrorist Watch List Check• Global Terrorist Watch List Check• Sex Offender List Check

How to prevent In order to ensure safety and prevent workplace violence and sexual harassment at your company, consider screening current and new employees with the following checks:

• National Criminal Database Search• Criminal Court Checks• Domestic Terrorist Watch List Check• Global Terrorist Watch List Check• Sex Offender List Check

Click here to learn more about these checks.

How can GoodHire help me build a safe and qualified team?

GoodHire Employment Screens• Lower a business’ risk of facing negligent hiring law suits.

GoodHire Employment Screens• Lower a business’ risk of facing negligent hiring law suits.

• Allows businesses to make informed hiring decisions to ensure safety and quality within the team.

GoodHire Employment Screens• Lower a business’ risk of facing negligent hiring law suits.

• Allows businesses to make informed hiring decisions to ensure safety and quality within the team.

• Require employers to obtain proper authorization from the job applicant before any screens can be conducted.

GoodHire Employment Screens• Lower a business’ risk of facing negligent hiring law suits.

• Allows businesses to make informed hiring decisions to ensure safety and quality within the team.

• Require employers to obtain proper authorization from the job applicant before any screens can be conducted.

• Restrict employers access to certain information to avoid inadvertent workplace discrimination.

How do I get started?

Perfect your hiring program• Consult with your company’s leadership team (and other significant

decision makers) to discuss what policies are currently in place and which screens need to be added when it comes to screening job candidates.

Perfect your hiring program• Consult with your company’s leadership team (and other significant

decision makers) to discuss what policies are currently in place and which screens need to be added when it comes to screening job candidates.

• Create a clear plan of action around how an applicant will be reviewed. (eg. Initial job application, phone screen, in-person interview, job offer).

Perfect your hiring program• Consult with your company’s leadership team (and other significant

decision makers) to discuss what policies are currently in place and which screens need to be added when it comes to screening job candidates.

• Create a clear plan of action around how an applicant will be reviewed. (eg. Initial job application, phone screen, in-person interview, job offer).

• Decide the level of employment screen a company in your industry needs. If you’re unsure what your business needs, use the GoodHire Report Recommendation tool for a customized answer.

Perfect your hiring program• Consult with your company’s leadership team (and other significant

decision makers) to discuss what policies are currently in place and which screens need to be added when it comes to screening job candidates.

• Create a clear plan of action around how an applicant will be reviewed. (eg. Initial job application, phone screen, in-person interview, job offer).

• Decide the level of employment screen a company in your industry needs. If you’re unsure what your business needs, use the GoodHire Report Recommendation tool for a customized answer.

• Implement the plan and educate prospective and current employees of the new policy changes. Allow for open communication for an easier transition.

Reports to consider purchasing

Basic Basic

Basic

Basic reports include:

Standard

Standard

Standard

Standard Standard

Standard reports include:

Premium

Premium

Premium

Premium

Premium

PremiumPremium

Premium

Premium

Premium

Premium reports include:

Learn more about what’s in an employment background report.

Prefer to speak to a GoodHire team member, contact us at 888-797-0105

Want to learn more about GoodHire?Be sure to check out the GoodHire website to learn how our tool can help your make the best, legally-compliant hiring decisions.

Run a Report or Show me GoodHire

Slide 16-18:Accu-Screen, Inc., ADP, The Society of Human Resource ManagersSlide 19-20: http://dealbook.nytimes.com/2012/05/03/loeb-accuses-yahoo-officials-of-resume-padding/?_r=0 Slide 21-22: http://www.huffingtonpost.com/2010/05/17/adam-wheeler-harvard-stud_n_579177.html Slide 23: National Retail Federation, https://nrf.com/news/national-retail-security-survey-retail-shrinkage-totaled-345-billion-2011Slide 24-33: NRF's 10th annual ORC survey: Retailers allocating more resources to combat ORC, Federal legislation still neededhttps://nrf.com/media/press-releases/decade-later-organized-retail-crime-still-major-problem-retailers Slides 36-38: U.S. Department of Labor, Bureau of Labor Statistics. 2006. Survey of Workplace Violence Prevention, 2005. Washington, DC. Available at: http://www.bls.gov/iif/oshwc/osnr0026.pdfSlides 39-42:http://www.aware.org.sg/wp-content/uploads/AWARE_Research_Study_on_Workplace_Sexual_Harassment.pdf Slides 44-46:NRF's 10th annual ORC survey: Retailers allocating more resources to combat ORC, Federal legislation still neededhttps://nrf.com/media/press-releases/decade-later-organized-retail-crime-still-major-problem-retailers

Sources