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


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

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

  1. 1. – KPA CONFIDENTIAL – Who Are You Really Hiring? Background Checking in the Online Era March 3, 2011
  2. 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. 3. The Five Tools for Good Hiring Effective Application Behavioral Interview Reference Checking Background Checking Candidate Scorecard 3– KPA CONFIDENTIAL –
  4. 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. 5. Conflicting Values 5– KPA CONFIDENTIAL – Employer’s right to know and maintain a safe workplace Individuals Right to Privacy and Fair Treatment
  6. 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. 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. 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. 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. 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. 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. 12. Questions and Answers 12– KPA CONFIDENTIAL – QUESTIONS?
  13. 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