Cultural shifts are coming fast these days. Safety and respect have become common reprises for businesses of all sizes and in every industry. Companies are striving to reopen and operate safely through a coronavirus pandemic, while the calls for equal respect and opportunity for all are leading to changes in branding, hiring and management practices, and the working environments organizations foster.
It is wholly appropriate then that background checks are getting a fresh look by employers. High-quality background checks can provide reassurance for the various stakeholders in any organization.
With robust and effective background investigations, co-workers know, for example, that the credentials of those around them have been verified and they are competent to do their jobs. Supervisors understand that new hires have demonstrated integrity in past positions and can be trusted with important assignments. And company partners recognize that associating with an organization with such high standards will be an asset, never a detriment, to their own reputations.
These precautionary checks promote safety in the workplace and of the work product. And the advantages, in turn, boost retention rates and contribute to an engaged workforce and supportive clientele.
Well-designed background screening processes also ensure screening results are handled in the sensitive manner candidates and employees deserve. Recently there has been significant legal and regulatory evolution in this regard. “Second chance” and “ban the box” movements have placed new demands on employers’ evaluations of background checks. And federal regulators have weighed in with guidance centered on the potential impact on protected classes, including minorities.
These legal considerations make background check compliance an important topic, but fair screening standards are also a matter of values. HR departments absolutely should check in with legal counsel to ensure processes, policies, and documents are in line with current requirements. But their leaders may want to do a gut check, too. Would you want to be subject to the screening protocols the organization has in place? And how would the process make you feel?
Respectful probes limited to “must know” details of a candidate’s history, along with personalized assessment of any issues raised in a background report, are the hallmarks of a fair hiring process. And starting off on the right foot with the people who will join your team engenders the mutual respect on which the strongest organizations are built.
If you are seeking a partner to help you design and implement background checks for today’s environment, talk to us. Asurint has the expertise and technology to help you build an affordable pre-employment screening system that will be an asset to your organization and its culture.
It is wholly appropriate then that background checks are getting a fresh look by employers. High-quality background checks can provide reassurance for the various stakeholders in any organization.
With robust and effective background investigations, co-workers know, for example, that the credentials of those around them have been verified and they are competent to do their jobs. Supervisors understand that new hires have demonstrated integrity in past positions and can be trusted with important assignments. And company partners recognize that associating with an organization with such high standards will be an asset, never a detriment, to their own reputations.
These precautionary checks promote safety in the workplace and of the work product. And the advantages, in turn, boost retention rates and contribute to an engaged workforce and supportive clientele.
Well-designed background screening processes also ensure screening results are handled in the sensitive manner candidates and employees deserve. Recently there has been significant legal and regulatory evolution in this regard. “Second chance” and “ban the box” movements have placed new demands on employers’ evaluations of background checks. And federal regulators have weighed in with guidance centered on the potential impact on protected classes, including minorities.
These legal considerations make background check compliance an important topic, but fair screening standards are also a matter of values. HR departments absolutely should check in with legal counsel to ensure processes, policies, and documents are in line with current requirements. But their leaders may want to do a gut check, too. Would you want to be subject to the screening protocols the organization has in place? And how would the process make you feel?
Respectful probes limited to “must know” details of a candidate’s history, along with personalized assessment of any issues raised in a background report, are the hallmarks of a fair hiring process. And starting off on the right foot with the people who will join your team engenders the mutual respect on which the strongest organizations are built.
If you are seeking a partner to help you design and implement background checks for today’s environment, talk to us. Asurint has the expertise and technology to help you build an affordable pre-employment screening system that will be an asset to your organization and its culture.