This infographic, Tips to Bring the Right People on Board, summarizes why and how employers can design background screening processes to mitigate hiring risks.

1. TIPS TO BRING THE
RIGHT PEOPLE
ON BOARD
YOUR GOAL
Hiring is a strategic function with
risks that need to be managed.
Your Hiring Process:
The future of every
organization depends on having
THE RIGHT PEOPLE
Find and employ
the best qualified
candidates
Mitigate or avoid
the legal and human
risks that accompany
your hiring choices
“If you have the wrong people on
the bus, nothing else matters.”
JIM COLLINS, GOOD TO GREAT
Objective Viewpoint Verify Claims
Check BackgroundDemonstrate
‘Duty of Care’
BACKGROUND SCREENING
plays an important role
The direct cost of hiring
a new employee is
of an employee’s annual compensation
The cost of a turnover is
$4,000
on average
30% 150%to
Screening helps to exclude risky applicants.
Screening for relevant factors helps provide an
effective defense against charges of negligence.
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Background checks should be consistent
across applicants for a given role.
THE CRITICAL CONNECTION
Between Human Capital,
Risk Management,
and Employment Screening
3
of top line revenue is
lost to fraud
in any given year. (ACFE)
5%
2 EMPLOYEES
CHANGE OVER TIME
4 CATASTROPHIC
WORKPLACE EVENTS
Regular background
screening can verify
employees maintain the
qualifications and criteria
you hired them for.
Background screening
is an important part of
a comprehensive fraud
prevention strategy.
The need to hire re-exposes
your organization to
routine hiring risks.
EMPLOYEE TURNOVER:
INADVERTENT RISK RENEWAL
5 NEGLIGENT HIRING
AND RETENTION
In the year 2013:
3,007,300 nonfatal injuries
and illnesses in private industry
4,405 workplace fatalities
397 workplace homicides
– National Census of Fatal Occupational Injuries in 2013
Employment Screening Services
Better Hiring Decisions Lead to
More Effective Risk Management
IT’S A WIN-WIN
Employers aim
to determine
whether an individual
will be a good hire.
Legal policy aims
to ensure fairness in
the hiring process.
A properly designed
screening process can do both.
Employment Background Screening:
SOME KEY POINTS
Employers have a right to use background
screening for employment decisions.
Screening should be job-related
and serve a business necessity.
Employers should avoid blanket
background check policies.
Adverse action against an applicant
should follow the two-step process
defined by the Fair Credit Reporting Act.
If arrest or conviction records are
found, an individualized assessment
is recommended.
OCCUPATIONAL FRAUD:
IT CAN HAPPEN TO YOU1