The Verifier: Background Screening Newsletter, Fall 2011

We just published The Verifier XXIV, Fall 2011 Edition, a publication intended as an educational tool and information resource for human resource professionals or anyone interested in keeping abreast of recent employment screening and background check industry developments.

Highlights of this issue include the following:

Articles:

Announcements and Legislative Updates

Check it out!

This Year’s Background Check Turkey Awards

It’s that time of year again.  A time for us to enjoy what we all know is the Super Bowl of all holidays, Thanksgiving!  And in honor of the season, we again offer up our annual Background Check turkey honorees.  So without further ado, I give you this year’s Turkeys.

Okay, that’s all I’ve got for now.  Need to make our annual pilgrammage to Cleveland for Turkey Day.  Have a safe and happy holiday.  But before I go, take a moment to enjoy my favorite Thanksgiving song of all time.

P.S. This post is dedicated to our director of business development, John Sferry; the only man who loves Thanksgiving as much as I do.

Delivering Compassionate Care: National Hospice Network Ensures Mission With Help from EmployeeScreenIQ

We just published a great study about our relationship with the folks at Hospice Compassus. Check out the preview below.

With more than 1,500 annual background checks that span all 50 states and cover candidates in 14 U.S. office locations, Hospice Compassus needed a quality provider that understood the complicated needs of a company that cares for people in their last stages of life.

Opened in 1979, Hospice Compassus is a family of community-based hospices backed by a vast nationwide network. The company prides itself on a common culture based on three core values: compassion, integrity, and excellence, all of which factor into the hiring process.

In addition to hiring caregiver staff, the company brings in hundreds of volunteers nationwide annually who each must pass stringent background checks based on guidelines that differ from state to state. Recruiter Michele Hinton was not only seeking a provider that could manage their complicated employment screening program, but one that also exemplified the Hospice culture of strong values, reliable service and accountability.

“With companies I have worked with in the past, we had trouble understanding the background check reports,” Hinton explained. “If there was a criminal record, we didn’t know what that meant, or what was wrong. Customer service was a real problem.”

The problem, she explained, was that it would be difficult to know when an employee or volunteer could start work. When there was a delay, she would not know about it, or would not understand the nature of the delay.

Looking for a better solution, Hospice Compassus brought in EmployeeScreenIQ to manage their background screening program in 2010.

“I have worked with several different background screening providers, and this is by far the best experience,” says Hinton. She notes that background checks are completed in a timely fashion and the process is always handled professionally. “Because EmployeeScreenIQ always lets me know how each background check is progressing, I can get that information right back to our teams all over the country and they can update new
hires on when they will be starting.”

The improvements were startling, immediate, and deeply appreciated, she adds. Thanks to the EmployeeScreenIQ team, Hinton now understands which counties throughout the U.S. may cause delays, or what records are legally reportable and which are not. Delays are usually due to searches that can only be performed by court clerks in specific areas or those with archaic research methods. So for instance, if a candidate has lived in several states, Hinton knows that the check may be delayed for several days as opposed to the normal two- to three-day turnaround time. She can then communicate with the hiring manager so that everyone understands when to expect results.

Read More

Looking for a better background screening experience like the one Hospice Compassus has received? Download our guide on criminal background checks to find out more:








National Hospice Network Ensures Mission With Help from EmployeeScreenIQ

With more than 1,500 annual background checks that span all 50 states and cover candidates
in 14 U.S. office locations, Hospice Compassus needed a quality provider that understood the
complicated needs of a company that cares for people in their last stages of life.

With more than 1,500 annual background checks that span all 50 states and cover candidatesin 14 U.S. office locations, Hospice Compassus needed a quality provider that understood thecomplicated needs of a company that cares for people in their last stages of life.

Good Intentions, Backfired!

Over the past few years we have written countless posts about the EEOC and various State governments seeking to be progressive and give those with criminal records a second chance.  Their intentions are always good, however, we all know how this story ends.  I certainly don’t argue the merits of their ambition to make good for all in the world, but….the old adage; screw me once, shame on you, do it twice shame on me, seems to fit nicely here.

The Rhode Island Public Transit Authority (RIPTA) has now come under scrutiny because they hired two men with previous criminal records.  Again, a valiant effort to progressively make the world a better place, but, as we have always said, not everyone is suited for every position.  Should these men have been placed in this particular job? Should they have been given a second chance? Not our call to make, however, I think the EEOC will have a position or argument if they make future decisions based on this situation.  Time will tell!

According to WPRI.com Eyewitness News; RIPTA hired two ex-convicts as drivers for their RIde program, which serves the elderly and disabled. The men had lengthy criminal records and had served time at the ACI. They said the men profiled in the piece are no longer behind the wheel of a RiDe bus, but it is unclear if they were given job placement elsewhere within the agency.

The entire story reminds me of an old quote by Albert Camus;
“The evil that is in the world almost always comes of ignorance, and good intentions may do as much harm as malevolence if they lack understanding.”

RIPTA puts brakes on hiring people with criminal records

The head of the Rhode Island Public Transit Authority has come under fire after the agency hired two men with criminal records to drive buses transporting the elderly and disabled.

Chief Executive Charles Odimgbe described it as a pilot program that has been discontinued. He said it reintegrated former criminals into society.

Thomas Deller, chairman of the agency’s board, praised the program. But board member Maureen Martin told Odimgbe that hiring men with criminal records raises passenger safety issues.

The Amalgamated Transit Union accuses Odimgbe of undermining bus service through attempted cost-savings.

The board on Monday did not discuss the hirings, first reported by WPRI. Deller says the board will take up the question another time.

The Senate Committee on Housing will investigate.