Learn the facts about how employee screening can help your company build a a safe and productive workplace.

1. The Importance of
Employment Screening
How GoodHire can help your company
build safe and trustworthy teams

2. What you’ll find inside:
1. Defining Employment Screening

3. What you’ll find inside:
1. Defining Employment Screening
2. National and Industry Statistics

4. What you’ll find inside:
1. Defining Employment Screening
2. National and Industry Statistics
3. GoodHire Recommendations

5. Definitions

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

7. How do background checks differ
from one another?

8. 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.

9. 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.

10. So, you might be wondering
1. Is it important to run employment screens?

11. So, you might be wondering
1. Is it important to run employment screens?
2. Does my company really need them?

12. Answer?

13. The answers are:
1. Is it important to run employment screens?
Yes!
2. Does my company really need them?
Yes!

14. Let’s take a look at the
statistics

15. Résumé Fraud
A recent report showed that:
21% of résumés contained fraudulent degrees

16. Résumé Fraud
A recent report showed that:
21% of résumés contained fraudulent degrees
29% showed altered employment dates

17. Résumé Fraud
A recent report showed that:
21% of résumés contained fraudulent degrees
29% showed altered employment dates
33% had inaccurate job descriptions

18. Scott Thompson, Former CEO of Yahoo!
Famous Cases of Résumé Fraud

19. 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

20. Famous Cases of Résumé Fraud
Adam Wheeler, Former Harvard Student

21. Famous Cases of Résumé Fraud
Adam 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.

22. 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.

23. Workplace theft
In 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

24. Workplace theft
In 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.

25. Workplace theft
In 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.

26. Workplace theft
In 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.

27. What can I do to prevent
this from my company?

28. 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

29. 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

30. 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

31. Are employment screens
necessary to ensure
workplace safety?

32. Workplace violence
According 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.

33. Workplace violence
According 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.

34. Workplace violence
According 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.

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

36. Workplace sexual harassment
In 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

37. Workplace sexual harassment
In 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.

38. What can I do to prevent
this at my company?

39. 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

40. 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.

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

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

43. 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.

44. 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.

45. 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.

46. How do I get started?

47. 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.

48. 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).

49. 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.

50. 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.

51. Reports to consider purchasing

52. Basic Basic
Basic
Basic reports include:

53. Standard
Standard
Standard
Standard Standard
Standard reports include:

54. Premium
Premium
Premium
Premium
Premium
PremiumPremium
Premium
Premium
Premium
Premium reports include:

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

56. 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

57. Slide 16-18:
Accu-Screen, Inc., ADP, The Society of Human Resource Managers
Slide 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-2011
Slide 24-33:
NRF's 10th annual ORC survey: Retailers allocating more resources to combat ORC, Federal legislation still
needed
https://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.pdf
Slides 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
needed
https://nrf.com/media/press-releases/decade-later-organized-retail-crime-still-major-problem-retailers
Sources