Who Are You Really Hiring? Background Checking in the Online Era

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Who Are You Really Hiring? …

Who Are You Really Hiring?
Background Checking in the Online Era March 3, 2011

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  • 1. – KPA CONFIDENTIAL – Who Are You Really Hiring? Background Checking in the Online Era March 3, 2011
  • 2. Questions • If you have questions during the presentation, please submit them using the “Questions” feature • Questions will be answered at the end of the webinar
  • 3. The Five Tools for Good Hiring Effective Application Behavioral Interview Reference Checking Background Checking Candidate Scorecard 3– KPA CONFIDENTIAL –
  • 4. Who are your really hiring? 4– KPA CONFIDENTIAL – 9% of background checks contained an adverse record 46% of employment, education, and/or reference checks performed revealed a difference in information between what the applicant provided and what the source reported 41% of credit records screened showed a judgment, lien or bankruptcy, or referral to a collection agency 37% of driving record checks showed “one or more violations or convictions” Approximately 6% had criminal record within the last seven years ADP 2009 Hiring Index
  • 5. Conflicting Values 5– KPA CONFIDENTIAL – Employer’s right to know and maintain a safe workplace Individuals Right to Privacy and Fair Treatment
  • 6. Legal Considerations • FCRA • Title VII • Equal Employment Act for All (pending) • State Law – Employers in Massachusetts and Hawaii cannot ask about criminal history during initial written application – Hawaii, Illinois, Oregon, Washington do not allow credit checks EEOC has reported increased number of complaints related to discriminatory hiring based on background checking information 6– KPA CONFIDENTIAL –
  • 7. What Should I Be Checking? • Criminal History (Convictions) • Employment Verification • Education Verification • Legal Right to Work (e-Verify) • Driving Record • References • Credit Reports (certain position) 73% of employers check criminal history on all candidates, 13% check credit reports SHRM (January 2010) 7– KPA CONFIDENTIAL –
  • 8. Best Practices Written policy on background checking reviewed annually Procedural consistency is critical Background check conducted after conditional job offer is made Criminal history will not automatically preclude employment Limited the number of individuals with access to information Always have a “human” review before final decision is made 8– KPA CONFIDENTIAL –
  • 9. Selecting Background Checking Provider  Compliance with FCRA  Use of databases and verification of data  Adjudication procedures  “Live” searches  Consistent checks within a workgroup  Provides assistance on EEOC and FCRA compliance 9– KPA CONFIDENTIAL –
  • 10. Reference Checking Checklist  Written policy and written template  Ask open ended questions  Three professional references provided by applicant  Minimum of one reference not provided  Linked in  Ask provided reference  Call employer ask for supervisor or peer  Always obtain written consent 10– KPA CONFIDENTIAL –
  • 11. Social Networking • Beware of information that could be discriminatory • Objective job related criteria only please • Limit individuals responsible for “searching” • Don’t keep information on file It is not about digging up dirt, it’s about hiring the right person for the job! 11– KPA CONFIDENTIAL –
  • 12. Questions and Answers 12– KPA CONFIDENTIAL – QUESTIONS?
  • 13. Contact Information 13– KPA CONFIDENTIAL – The recorded webinar and presentation slides will be emailed to you today including your local representative’s contact information. www.kpaonline.com kcarlson@kpaonline.com bross@kpaonline.com 866-356-1735