Using criminal background checks to evaluate prospective employees is a crucial step to ensure that your company can maintain a safe and secure environment. By doing this, you can prevent potential employees from committing crimes and ensure that your company is not putting itself at risk. In addition, you can be more confident that your employees will follow the rules and procedures set forth by your company. It is also a great way to ensure that you are judging applicants based on their past actions, not just their resumes.
Using criminal background checks is a critical way to prevent fraud. They’re one of the easiest ways to protect your business’s assets and customers. However, there are several key factors to consider when implementing them.
First, criminal background checks should be done before making any hiring decisions. This way, you can prevent hiring someone with a criminal or violent record. You should also check the social security number and verify the candidate’s employment history. It would help if you also inquired about references.
Another important consideration is the person’s financial status. This is especially important if the candidate is in a position of authority. People in this position have more significant risks of embezzlement, money laundering, and bribery.
If you’re hiring a financial professional, you should conduct a thorough background check on them. You can do this by checking their educational credentials against public databases. You can also verify their professional licenses and certifications.
You can also check whether the candidate is a member of Cifas, a not-for-profit association of member companies that check people before doing business with them. These members can help you detect fraud before you start doing business.
You should also conduct a national police check to identify potential hires with criminal records. However, this can be challenging, as many county courts still use paper-based systems. It can take up to 30 days to complete a criminal records check. However, you can speed up the process by establishing contact with the candidate.
A comprehensive criminal background check is one of the best ways to prevent fraud. It’s also one of the most effective ways to protect your company’s assets and customers. However, you should know that these checks aren’t the only way to keep your business safe. You should also conduct periodic checks on your internal controls.
Judging Applicants for their Past Actions
Unless expressly prohibited by local law, employers cannot refuse to hire someone with a criminal history. They can, however, limit their discretion in hiring someone based on a conviction if they are confident that the sentence is related to the job.
To avoid potential legal pitfalls, employers should familiarize themselves with the EEOC’s guidelines on background checks. These guidelines can help them avoid discriminatory hiring practices. They also offer tools for reporting criminal background check data.
If an employer knowingly hires someone with a conviction, they are violating federal law. The EEOC or the applicant can sue them. They can also file a complaint with the Equal Rights Division.
The EEOC is currently examining background checks for discriminatory effects. It is also challenging policies that reject applicants with conviction records. In addition, several large-scale lawsuits are presently active in the court system. They will likely continue to be prosecuted through 2015.
The Fourth Circuit recently issued its Freeman decision, which addresses the issue of criminal background checks. The court decision offers some comfort to employers. However, it needs to provide a solution to the disparate impact challenges.
The Freeman decision has left employers facing a dilemma. On the one hand, employers must comply with seven years to disclose arrest records. But, they must also decide if time limitations can be applied to certain types of convictions.
In addition to the Freeman decision, two other large-scale lawsuits are active in the court system. The Kaplan Higher Education Corp case involved a similar expert analysis. A district court affirmed it.
Employers also need to evaluate the impact of criminal history data. The disposition data offers the opportunity to discuss with candidates how an arrest affects their job. Again, the goal is a fair hiring process.
Creating a safer, happier workplace
Using a criminal background check to evaluate potential employees is a must-do if you want to keep employees happy and safe. For example, criminal background checks are a great way to discover if your current employees are guilty of fraud or theft. Also, they can help you find out if they fit the job and have a history of tampering with your company’s data.
The benefits of using a criminal background check are many and varied. For example, a well-vetted employee can reduce turnover, help keep your company safe from nefarious employees, and help ensure your company’s privacy and security. But on the other hand, a bad employee can have a detrimental effect on the rest of your employees and your bottom line. Plus, having a criminal background check means using the most secure method of hiring and screening employees. For instance, you won’t be able to hire an employee who is undocumented, illegal, or a felon employee. So, make the right decision and get the best candidates and workers by using a criminal background check to hire and fire employees.