Quick Takes is an original video series that reveals an insider's perspective of the latest issues in the background screening industry.
Think about the possible ramifications of making just one bad hiring decision. The recruiting, on-boarding and training process is both time intensive and costly. Consider the top inherent risks associated with employees.
These incidents can have a devastating impact on your business including financial and time drain, litigation and most hurtful, damage to your reputation. EmployeeScreenIQ makes pre-employment screening affordable at a fraction of the cost of not doing so. Consider the following statistics when developing your screening return on investment (ROI).
Approximately 18% of all applicants that EmployeeScreenIQ screens have some sort of criminal conviction on their record. While not all records found preclude the individual from getting hired, the information helps employers make an informed hiring decision.
EmployeeScreenIQ has seen a 29% rise in criminal records found since 2006.
Of candidates with criminal records, EmployeeScreenIQ finds approximately 3 records per candidate.
1 of every 8 records found by EmployeeScreenIQ is a Felony.
EmployeescreenIQ finds a 56% discrepancy rate between what an applicant claims on their job application and what their past employers or academic institution reveals. The most common inconsistencies relate to job titles and salary.
Discrepancies are found almost 70% of the time when EmployeeScreenIQ is asked to verify 3 or more employers.
EmployeeScreenIQ finds an average of 2.2 discrepancies per applicant when asked to verify 3 or more employers.
EmployeeScreenIQ finds a 10% discrepancy rate on applicants when conducting education verifications.
Reported by: The National Center for Victims of Crime
Surveys conducted by: Bureau of Labor Statistics (Reported 2004 & 2006), U.S. Department of Labor (BLS), for the National Institute for Occupational Safety and Health (NIOSH), Centers for Disease Control and Prevention
Surveys conducted by: Bureau of Labor Statistics (Press Release 2007), U.S. Department of Labor (BLS), National Census of Fatal Occupational Injuries in 2007
EmployeeScreenIQ helps mitigate the possibility of these risks through our Criminal Records, References and Credentialing, and Substance Abuse Screening services.
Report by: "Not wanted: thieves; It's not just ne'er-do-wells who are stealing"
HR Magazine Vol. 53, No. 4, April, 2008 by Kevin M. Hart Surveys conducted by: Association of Certified Fraud Examiners
EmployeeScreenIQ helps mitigate the possibility of these risks through our Criminal Records, References and Credentialing, Credit and Identity and Substance Abuse Screening services.
Legal Defense – Are Companies that Screen less likely to be held liable?
The plaintiff was raped by a co-worker and she sued the employer for negligent hiring. The lower court ruled for the employer and the Court of Appeals of Ohio affirmed (Prewitt v. Alexson Servs., Inc. , 2008 WL 3893575). The company performed a criminal back-ground check; it was not obliged to go further.
10/01/2008 Fair Employment Practices Guidelines Journal
The plaintiff accused a co-worker, a physician, of sexually harassing her and sued for negligent hiring. The co-worker said he disclosed prior sexual harassment charges against him, and his exoneration, during his interview, which the company then completed a proper background check. There was no evidence that the company covered up or ignored the doctor's conduct. "Therefore," the Court of Appeals of Kentucky held in (Harper v. National Health Services, 2008 WL 2696899) "we must also concur with the trial court's decision that no genuine issues of material fact existed that the employer was negligent in its hiring and retention of [the doctor]."
09/01/2008 Fair Employment Practices Guidelines Journal
EmployeeScreenIQ helps mitigate the possibility of these risks through our FCRA compliant procedures and commitment to best practices. This also allows us to help our clients avoid issues related to negligent hiring practices.
Workplaces at Risk
Larson, S.L., Eyerman, J., Foster, M.S., and Gfroerer, J.C. (2007). Worker Substance Use and Workplace Policies and Programs (DHHS Publication No. SMA 07-4273, Analytic Series A-29). Rockville, MD: Substance Abuse and Mental Health Services Administration, Office of Applied Studies.
In several worksite studies, substance-abusing workers, compared with their non-abusing colleagues, are:
EmployeeScreenIQ help to mitigate the possibility of these risks through our Substance Abuse Screening services.