5 Essential Pre-Employment Screening Tips

Introduction

Everyone loves lists. And here’s Cutting Edge’s list for pre-employment screening tips. It’s compiled from Ann’s nearly 30 years in business. If you want the other 53 tips, drop us an email or just call.

The Challenge

XYZ Retail faced numerous challenges, including declining foot traffic, inefficient inventory management, and inconsistent customer service. Amidst growing competition from online retailers, the company recognized the need to modernize its operations and revitalize its brand to remain relevant in the market.

The Consultancy Partnership

XYZ Retail engaged the services of Acme Consulting, a renowned consultancy firm specializing in retail transformation. Together, they embarked on a comprehensive review of the company's operations, identifying areas for improvement and opportunities for innovation.

Strategies Implemented

1. Data-Driven Insights: Acme Consulting conducted a thorough analysis of XYZ Retail's customer data to gain insights into shopping patterns, preferences, and behavior. This data-driven approach informed strategic decision-making and personalized marketing initiatives.
2. Operational Efficiency: Acme Consulting recommended streamlined processes and technology solutions to optimize inventory management, reduce costs, and improve operational efficiency. Implementation of advanced inventory tracking systems and automated replenishment processes led to significant improvements in inventory turnover and stock accuracy.
3. Enhanced Customer Experience: Acme Consulting devised a holistic strategy to enhance the customer experience both in-store and online. This included redesigning store layouts for improved navigation, training staff in customer service excellence, and implementing omni-channel initiatives to seamlessly integrate the online and offline shopping experience.

Results Achieved

1. Know what you need: Most companies request criminal background checks and come to a full stop. Consider what else might impact the position: Does the job require a high school diploma or college degree? Always verify, don’t accept a transcript or diploma the applicant provides, or worse yet—just take their word for it. Will they be driving while on the job? The definition of driving for work is fairly broad. Be sure your applicant has a valid, unincumbered license before they get behind the wheel for you. You get the picture. If the job requires it verify it. Know what you need.
2. Know what you’re getting: Along the lines of “know what you need” is “know what you’re getting.” Does the $8.95 instant background check cover everything you need or is it a database that’s a mile wide and an inch deep? Does it leave out federal courts? Does it cover alias searches? Is it up to date or does it provide information that should have been redacted from its records? And at its heart, are you getting searches that quantitively cover the jurisdictions where your applicant has lived, worked and gone to school for at least the last seven years?
3. Know the “rules” a. Ban the Box See (link to CEBI webpage) b. Authorizations and Disclosures. Authorizations and disclosures are required for pre-employment background checks. It’s a part of the FCRA and many state and local jurisdictions have their own laws/ordinances. Be sure you are aware of requirements in your jurisdiction. c. Pre-Adverse and Adverse Action Notices. Should you decide against hiring someone based on their background check, you are required under the FCRA (and some state laws and local ordinances get involved as well) to send the applicant a Pre-Adverse Action Notice, a copy of Your Rights Under the Fair Credit Reporting Act and a copy of the report informing them of your pending decision. The applicant has a period (generally held to be about five business days) to respond. If you move forward with the decision, the applicant is then sent an Adverse Action Notice confirming the initial decision. d. Stay current on all applicable laws. They can vary from state to state and even from one city/county jurisdiction to the next. e. Be sure you get what you need, but don’t overstep. If you are pulling credit reports, be sure they are truly necessary for the job.
4. Have a background screener you can talk to. Do you ever have a question about a background check, submit the ticket and don’t understand the response? Be sure you have a good—if not great—working relationship with your screener. Someone who can explain what happened in English and will dig deeper for the answers necessary to efficiently conduct your business. With a limited number of qualified candidates, you can’t wait 24-48 hours for a response. You need a screener who will get back to you now.
5. Treat everyone equally. What screening you do for one class of employees (i.e. bank tellers) you need to process for everyone. Don’t open yourself up to the appearance of discrimination.

Conclusion

There are a lot of things to consider when conducting pre-employment background checks, and a qualified, caring partner in this arena that has the experience not just with the work of background checks, but with the work of helping clients meet their goals is invaluable. That’s Cutting Edge Background.