BACKGROUND SCREENING: THE MAIN IDEA AND OUTCOME

THE MAIN IDEA AND OUTCOME

ITGS is taking its lead in offering the service like background screening. Background screening is spreading on the orb, to avoid risk, forgery and misconduct. Unfortunately many people are not aware of the facts and main theme of background screening. In this blog, we will debate the main idea and consequences of background screening and how it is started and developed. What are the benefits of conducting checks? How can it benefits the consumers? There are certain limitations of the consumer reporting agencies which we will discuss in the Cumming blogs. The history benefit and in depth detail of the background screening and employment background screening is discussed below in the writings.

Antiquity:

Back ground screening is term being used from so many years. The claim of negligent hiring first appeared nearly a century ago, as an outgrowth of the common law fellow servant rule. The fellow servant rule originally shielded an employer from liability when an employee was injured by the negligence or intentional acts of another employee. Eventually, the expansion of offence law led to a redefinition of the fellow servant rule to recognize that employers had an affirmative duty to provide a safe workplace, which included hiring and retaining safe employees.

Through the years, various state courts slowly expanded the tort of negligent hiring to cover a broader range of situations where the acts of an employee caused injury. However, negligent hiring claims did not really become prevalent as a cause of action in cases of workplace violence until the late 1970s. Prior to that, the various legal theories under which an employer usually was sued for injuries caused by the acts of its employees all had limitations on recovery or scope.

A major limitation to early theories of recovery against employers for acts by employees was that the employee had to be acting within the scope of his or her employment. Increasingly, employers could be held liable for the conduct of an employee if the injury occurred within the scope of the employee’s employment. Thus, intentional acts of violence were usually excluded. Furthermore, the “scope of employment” requirement generally prohibits an employee from recovering under his or her state’s workers’ compensation statute for intentional injuries perpetrated by a co-worker. Because the doctrine of negligent hiring does not require that the injury occur within the scope of employment, both third parties and other employees may bring this cause of action against employers when they are injured by either the negligent or intentional acts of an employee. An employer may be found liable if it is shown to have breached its duty of care in selecting and retaining only competent and safe employees. In a recent example, a Colorado jury awarded damages of $210,000 in a sexual assault case where the jury found that the employer would have learned of the employee’s prior child molestation conviction if it had conducted a thorough reference check. These and related cases have spurred great interest in making informed hiring and retention decisions based on thorough background screening.

Variations:

There are many verities in background screening and checks Like Immigration screening, Employment background screening, criminal background checks, Character reference checks, Credit history checks, License checks etc.

Background checks are often requested by employers on job candidates for employment screening, especially on candidates seeking a position that requires high security or a position of trust, such as in a school, hospital, financial institution, airport, and government. These checks are traditionally administered by a government agency for a nominal fee, but can also be administered by private companies. Background checks can be expensive depending on the information requested. Results of a background check typically include past employment verification, credit history, and criminal history.

These checks are often used by employers as a means of objectively evaluating a job candidate’s qualifications, character, fitness, and to identify potential hiring risks for safety and security reasons. Background checks are also used to thoroughly investigate potential government employees in order to be given a security clearance. However, these checks may sometimes be used for illegal purposes, such as unlawful discrimination (or employment discrimination), identity theft, and violation of privacy.

Checks are frequently conducted to confirm information found on an employment application or résumé/curriculum vitae. One study showed that half of all reference checks done on prospective employees differed between what the job applicant provided and what the source reported.[citation needed] They may also be conducted as a way to further differentiate potential employees and pick the one the employer feels is best suited for the position. Employers have an obligation to make sure their work environment is safe for all employees and helps prevent other employment problems in the workplace.

In the United States, the Brady Bill requires criminal checks for those wishing to purchase handguns from licensed firearms dealers. Restricted firearms (like machine guns), suppressors, explosives or large quantities of precursor chemicals, and concealed weapons permits also require criminal checks.

Checks are also required for those working in positions with special security concerns, such as trucking, ports of entry, and airports (including airline transportation). Other laws exist to prevent those who do not pass a criminal check from working in careers involving the elderly, disabled, or children.

Pre-employment screening:

Pre-employment screening refers to the process of investigating the backgrounds of potential employees and is commonly used to verify the accuracy of an applicant’s claims as well as to discover any possible criminal history, workers compensation claims, or employer sanctions. The need to hire the most qualified candidate, and the inherent risk in hiring the wrong candidate, has never been greater. Workplace crime, unethical business practices, and misleading resumes are on the rise. The costs of fraud, embezzlement, theft and violence are a multi-billion dollar drain on our economy, bleeding organizations both large and small. Furthermore, negative publicity associated with negligent hiring especially as the result of a less than thorough background check can devastate the very foundation of a trusted organization. Organizations owe it to themselves and to everyone with whom they come into contact to know everything they can about their employees and volunteers, and the most effective method to accomplish this is by conducting thorough background checks. Background checks are being used today to not only screen prospective employees and volunteers, but also to screen prospective business partners, political candidates, board members, trial witnesses, community leaders, sporting coaches and jurors. Additionally, the press frequently uses background checks for its news stories. Background checks are also an integral part of criminal, civil, or financial investigations.

Most compelling reasons organizations now conduct background checks:

Making background checking a part of a group’s culture can not only enrich its effectiveness (e.g., through greater productivity and retention), but also its reputation.

Background checking can supplant an organization’s loss prevention efforts by helping provide a safer environment for staffs, volunteers, and others.

The most common reason among employers for not conducting background checks is cost. However, the cost of background checks represents a fraction of the cost of: terminating an individual; re-recruiting, re-hiring, and re-training his or her replacement; and defending a lawsuit brought by a victim of a dishonest or violent individual’s actions (which can range in the multi-millions of dollars). Additionally, background checks may uncover a history of fraud or theft, and many organizations especially retail companies—experience very high levels of employee theft. A study by the University of Florida5 reports that employee theft accounts for as much as 48% of a retail company’s shrinkage, which can amount to nearly 2% of annual revenues. The cost of conducting background checks is a fraction of the amount lost to employee theft. While these costs and damages may be recovered through an organization’s insurance, the cost of a lost reputation is irreplaceable.

A background check may uncover deception. It can affirm an individual’s professional or personal integrity by confirming that an individual told the truth on his/her résumé or application regarding criminal, employment and education history.

In some organizations and industries some form of background checking is often required—whether because it is mandated by law, or because an insurance company demands it.

Here you can see a snap shot on what researcher’s see while conducting background checks.

Importance of background screening industry:

Often people ask us what is the benefit our industry how it is helping the consumer. The industry is governed by the law of FCRA, the main the background screening industry serves several critical functions, including:

o  Protecting the rights of consumers.

o  Helping employers comply with hiring standards set by state and federal law;

o  Helping public and private employers avoid legal exposure for negligent hiring;

o  Helping ensure a safe workplace and avoid the nightmares associated with workplace violence, theft, hiring based upon fraudulent credentials, or hiring terrorists;

o  Playing a critical part in the homeland security effort and working on behalf of the American economy;

o  Helping improve both the profitability and productivity of American business by helping employers make better hiring decisions, and lowering the high cost of turnover. 

Source: the source for the content can be verified at the national association of Professional background screeners (napbs)

For further details contact us on:

https://lnkd.in/dpSQ35i2

Email: corporate@itgsgroup.com

Contact: +971 4 352 4846 / +971 5 583 44804