10 Factors to Consider
in Selecting a Background Screening Firm
PreemploymentDirectory.com has identified the
following practices of highly effective background screening firms. While every
employer has unique requirements these practices provide a solid set of
criteria for employer’s to use in selecting a qualified background screening
firm. Les Rosen, past president, National Association of Professional
Background Screeners states in an article in Occupational Health & Safety, ‘Background
Screening and Safe Hiring: An Introduction:’
“An employer should look for a professional partner, not just an
information vendor selling data at the lowest price. An employer should apply
the same criteria that it would use in selecting any other provider of critical
professional services. For example, if a employer were choosing a law firm for
legal representation, it would not select the cheapest-it would clearly want to
know it is selecting a firm that is competent, experienced, and knowledgeable,
as well as reputable and reasonably priced. The same criteria should also apply
to critical HR services.” A good
background screening firm can keep you out of hot water, while a poor one can
get you into hot water.
To find a screening firm that meets your needs visit www.preemploymentdirectory.com
1. Provides ‘Full Service’ background screening including
of identity, e.g., social security trace, etc.
civil background check including current warrant
check and previous work history
of education and professional license records
searches as deemed necessary
1. Certifies that all information sent to client will be in
compliance with all
applicable federal, state and local privacy, EEO, consumer reporting and
other appropriate laws.
2. Certifies that all staff, permanent and temporary, have
background checks conducted on them and have acceptable histories.
3. Response time meets your hiring needs (turn around time
to provide data
for a decision to be made).
4. A written procedure exists that defines their process for
information, destroying necessary information and protecting the privacy of
5. Has certification in states that require Background
Screening firms to be
6. Fully explains limitations of National Databases to
7. Has the capability for their database to interface and/or
to be integrated with
the your HR and/or Employment information system(s).
8. Has the capability to collect direct information from
court houses in
jurisdictions appropriate to meet clients needs.
9. Has specific procedures and processes in place to shield
acquiring or viewing ‘protected information’ or information that might
expose the client to legal liability. Documentation exist verifying that staff
is properly trained in appropriate information management.
from the ‘Comprehensive Guide For Selecting a Background Screening Firm’ which can be
downloaded at www.PreemploymentDirectory.com