Who Are You Really Hiring? Background Checking in the Online Era

– KPA CONFIDENTIAL –

Who Are You Really Hiring? Background Checking in the Online Era

March 3, 2011

QuestionsQuestions

• If you have questions during the presentation, please submit them using the “Questions” feature

• Questions will be answered at the end of the webinar

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The Five Tools for Good HiringThe Five Tools for Good Hiring

Effective Application

Behavioral Interview

Reference Checking

Background Checking

Candidate Scorecard

– KPA CONFIDENTIAL –

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Who are your really hiring?Who are your really hiring?

– KPA CONFIDENTIAL –

9% of background checks contained an adverse record

46% of employment, education, and/or reference checks performed revealed a difference in information between what the applicant provided and what the source reported

41% of credit records screened showed a judgment, lien or bankruptcy, or referral to a collection agency

37% of driving record checks showed “one or more violations or convictions”

Approximately 6% had criminal record within the last seven years

ADP 2009 Hiring Index

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Conflicting ValuesConflicting Values

– KPA CONFIDENTIAL –

Employer’s right to know

and maintain a safe

workplace

Individuals Right

to Privacy and Fair Treatme

nt

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Legal ConsiderationsLegal Considerations

• FCRA • Title VII• Equal Employment Act for All (pending)• State Law

– Employers in Massachusetts and Hawaii cannot ask about criminal history during initial written application

– Hawaii, Illinois, Oregon, Washington do not allow credit checks

EEOC has reported increased number of complaints related to discriminatory hiring based on background checking information

– KPA CONFIDENTIAL –

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What Should I Be Checking?What Should I Be Checking?

• Criminal History (Convictions)• Employment Verification• Education Verification• Legal Right to Work (e-Verify)• Driving Record• References• Credit Reports (certain position)73% of employers check criminal history on

all candidates, 13% check credit reportsSHRM (January 2010)

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Best PracticesBest Practices

Written policy on background checking reviewed annually

Procedural consistency is criticalBackground check conducted after

conditional job offer is madeCriminal history will not automatically

preclude employmentLimited the number of individuals with

access to informationAlways have a “human” review before final

decision is made

– KPA CONFIDENTIAL –

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Selecting Background Checking ProviderSelecting Background Checking Provider

Compliance with FCRA Use of databases and verification of

data Adjudication procedures “Live” searches Consistent checks within a

workgroup Provides assistance on EEOC and

FCRA compliance

– KPA CONFIDENTIAL –

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Reference Checking ChecklistReference Checking Checklist

Written policy and written template Ask open ended questions Three professional references provided by

applicant Minimum of one reference not provided

Linked in Ask provided reference Call employer ask for supervisor or peer

Always obtain written consent

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Social NetworkingSocial Networking

• Beware of information that could be discriminatory

• Objective job related criteria only please• Limit individuals responsible for

“searching”• Don’t keep information on file

It is not about digging up dirt, it’s about hiring the right person for the job!

– KPA CONFIDENTIAL –

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Questions and AnswersQuestions and Answers

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QUESTIONS?

Contact InformationContact Information

13– KPA CONFIDENTIAL –

The recorded webinar and presentation slides will be emailed to you today including your local representative’s contact information.

www.kpaonline.com

[email protected]

[email protected]

866-356-1735