This Month Only! >> $20 off and a FREE SHRM tote with your membership and code TOTE2018!
Sign up for free email newsletters and get more SHRM content delivered to your inbox.
Is your employee handbook keeping up with the changing world of work? With SHRM's Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Build competencies, establish credibility and advance your career—while earning PDCs—at SHRM Seminars in 12 cities across the U.S. this spring.
#SHRM18 will expand your perspective – on your organization, on your career, and on the way you approach HR. Join us in Chicago June 17-20, 2018
Members may download one copy of our sample forms and templates for your personal use within your organization. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organization’s culture, industry, and practices. Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRM’s permission. To request permission for specific items, click on the “reuse permissions” button on the page where you find the item.
The use of background screening has grown steadily, according to experts in the field. Large employers are far more likely to conduct checks, they say, but many mid-sized and smaller ones also conduct some kind of background check for at least some positions.
The screening they do includes drug testing; checking criminal and motor vehicle records; and verifying employment history, education, licenses and certifications. Checking credit status is not as prevalent, in part because some state laws prohibit or greatly restrict the use of credit history in hiring decisions.
“We’re very disciplined about not hiring anyone without a background check,” says Larry Fultz, chief HR officer at Vanguard Health Systems in Nashville, which owns 17 hospitals in five markets and has about 35,000 employees. Some background checks are mandated by law for many positions.
Fultz’s worst nightmare: “That we don’t go back far enough. There’s a record expunged because of a plea and someone gets through the process as a caregiver who is not what they portrayed themselves to be.”
The Transportation Safety Administration, Federal Aviation Administration, and even the U.S. Postal Service mandate much of the background checking by Continental Airlines, says Darby James, director of staffing. “We do different checks on pilots than on mechanics. We look at a combination of local, federal and common-sense requirements.” Continental also rechecks certain employees on a regular basis.
Employers without mandates are also concerned about the backgrounds of new hires. “We check everyone we hire. That would be all new hires, contingent hires and any rehires. If you go away and come back even a short time later, as little as two weeks, we do the pre-employment screening again,” says Mary Bryan, vice president of HR field operations at OfficeMax Inc. “We do it first and foremost to create a productive and safe work environment.”
Given the potential for costly litigation and damage to a company’s reputation, one could ask why even more companies don’t do even more background checks.
“Every day, thousands of my employees are inside America’s homes. I can't afford not to pick up a sex offender or something else during the background check," says Stephen Wood, chief human resources officer of Dish Network Corp. "If they do something to injure my brand--it is irreparable.”
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Please sign in as a SHRM member before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
Join SHRM's exclusive peer-to-peer social network
SHRM’s HR Vendor Directory contains over 10,000 companies