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Background Screening for Inherited Staff
Recruiting & Staffing
Background Screening for Inherited Staff
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We have a ragin debate going in the HR Department. We are government contractor and periodically we will be awrded a contract that already has people working on it. My Recruiters fell it is fine to of
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Forums » Topic Forums » Recruiting & Staffing » Background Screening for Inherited Staff
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Background Screening for Inherited Staff
posted at 8/8/2007 3:08 AM EDT
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Posts: 7
First: 8/8/2007 Last: 8/13/2007 |
We have a ragin debate going in the HR Department. We are government contractor and periodically we will be awrded a contract that already has people working on it. My Recruiters fell it is fine to offer these eople employment immediately and then conduct background screenings. If something does not pan out then release the employee. However, the Managers feel we should conduct the checks up front and then offer employment. The CEO is siding with the Recruiters on this matter but the Managers fell the company is opening itself up to all types of problems with this method.
Has anyone else encountered this problem and can lend some assistance or a clear view. |
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Background Screening for Inherited Staff
posted at 8/8/2007 3:11 AM EDT
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Posts: 7
First: 8/8/2007 Last: 8/13/2007 |
[quote]
On 2007-08-08 07:09, kulturedpearl wrote: We have a raging debate going on in the HR Department. We are government contractor and periodically we will be awarded a contract that already has people working on it. My Recruiters feel it is fine to offer these people employment immediately and then conduct background screenings. If something does not "pan out" then release the employee. However, the Managers feel we should conduct the background checks up front and then offer employment. The CEO is siding with the Recruiters on this matter because it is felt that this will reduce down time and allow the company to begin billing immediately but the Managers feel the company is opening itself up to all types of problems with this method. Has anyone else encountered this problem and can lend some assistance or a clear view. [/quote] |
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Background Screening for Inherited Staff
posted at 10/13/2007 8:31 AM EDT
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Posts: 2
First: 10/13/2007 Last: 10/13/2007 |
If you hire a criminal that causes significant harm to your clients or employees or even to anyone, you can be sued for negligence, unless you can show that you made an honest effort to check out the bad employee's background. You can be negligent if the employee is merely underqualified because he lied on his resume but you made no effort to verify his qualifications.
Also you must abide by Federal law. In the US, there is such a thing as the Fair Credit Reporting Act (FRCA), which is responsible for regulating background checks, including pre employment background checks. This is in recognition of the fact that the information obtained from the pre employment background check performed by a third party, such as a company that specializes in background checks, tends to be of a sensitive nature. The FRCA is the most notable among the laws that control the spread and lawful utilization of such information. Also, the FRCA puts constraints on pre employment background check and mitigates the affects unfavorable assessments, providing notice to the consumer or the person who underwent the pre employment background check, and controls the dissemination of such information. Furthermore, should the pre employment background check be used as a major reason behind an unfavorable hiring result, the consumer should be furnished with a document disclosing adverse action before it is to be taken into effect, a letter notifying him of the adverse action, as well as a copy of his rights as summarized by the FRCA. Notably, job applicants are given the right to know the source of the negative information and what the information revealed about the job applicant. Reference http://backgroundsearch.com/backgroundcheck/backgroundcheck/pre-employment-background-check.html |
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Background Screening for Inherited Staff
posted at 10/13/2007 12:47 PM EDT
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Posts: 3870
First: 2/12/2002 Last: 11/2/2009 |
The recruiters are right in this situation. Offers should be made contingent upon successful completion of background checks. The reason for this is that statistically speaking minorities are convicted of crimes at a higher rate than non-minorities; making offers first, then doing the background check will eliminate this potential source of disparate impact. And if you're a government contractor, you have that AAP to consider. |
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