Three tips to get small business on track with background screening

If you’re a small business who has never had a formal policy for background screening employees and applicants, now is the time. If you’re not sure where to start, here are a few tips.

  1. Create a policy. The best practices need to be written down and followed across the board, so get an employment background screening policy in writing and put it in the hands of every manager, human resources personnel and employee. Include exactly what types of background checks and reports will be done for each applicant, and for what circumstances or terms of employment. Having something in writing that is followed every single time will help to save you from discrimination claims down the line.
  2. Don’t go it alone. Hire a reputable background screening service that can help to automate and bundle your reports when necessary. Leave it to the experts to get the most comprehensive information on every single employee, every single time.
  3. Regularly reassess. Any good policy gets brought back to the table and scrutinized on a regular basis, and this one is no exception. With the way social media and emerging technology are blurring the lines between professional and personal, it’s a good idea to take a look at your background screening policy regularly to make sure it includes the very best practices related to the very latest screening trends and laws.


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Kristina Taylor
In 1989, Kristina began her career as a customer service representative at the newly formed American Tenant Screen, Inc. Ten years later, she pioneered tenant background screening on the Internet. As a long-standing member of the National Multifamily Resident Information Council (formerly the National Association of Screening Agencies) Kristina gains insight into the trends of the tenant screening industry to better understand the current and future needs of their clients.

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