As your company moves forward, what current trends should be on your radar screen when it comes to employment-related background screening and drug testing? Which issues, tools, and technology do you need to be aware of in order to optimize the effectiveness of your processes and ensure complete confidence in every hire? Consider this food for thought.
Accuracy will be an emerging area of litigation.
As noted by the Society for Human Resource Management (SHRM), the accuracy of criminal records used in employment screening will be more critical than ever in the days ahead, as under the Fair Credit Reporting Act (FCRA), all screening providers must “follow reasonable procedures to assure maximum possible accuracy of the information concerning the individual about whom the report relates.”
- Even before the pandemic hit, agencies like the Federal Trade Commission (FTC) and the Consumer Financial Protection Bureau were ramping up to more thoroughly assess the accuracy of background checks. Since unemployment skyrocketed during Covid-19, recovery is still underway, and things may never really look the same again; an increase in lawsuits is to be expected. And, any discussion of accuracy must cover both false-positive and false-negative coronavirus test results. Last but not least, make sure any records examined are relevant to the job being filled.
It’s just as important to screen current employees as potential hires.
If you’re not doing so already, make it a priority to implement ongoing background checks and drug screens for your current employees. Pre-hire evaluations are most necessary, but they shouldn’t stop there. Anytime an individual works, or may work, for you, there is an inherent level of risk present. And prevention is the best medicine.
- Treat gig workers like full-time employees. Since the onset of the pandemic, there has been a significant increase in the number of temporary workers, contractors, and freelancers, as businesses have adjusted to an uncertain economic future. This agile hiring makes good business sense, but it’s just as vital to screen gig workers as thoroughly as you do your regular FTEs. They may still pose a risk, especially if their roles give them access to sensitive or company confidential information.
Records should be coordinated with your current technology.
Technology is an integral part of the recruitment process, especially since the growth of applicant tracking systems (ATS). Mobile apps allow candidates to apply from their smartphones, and keyword trackers search resumes for verbiage related to the needs of a specific position. These tools can be highly beneficial as they contribute to more accurate data gathering and enhanced candidate experiences. But, be sure to integrate them with background check results.
Keeping up with the latest trends, developments, and updates in background screening and drug testing is just one aspect of Chane Solution’s services to companies nationwide. Make us your one-stop source as we help ensure a safe, fully compliant environment for your employees and all who come in contact with your company. Contact us today to learn more.