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affect the ways in which candidates are
screened. With some states enacting laws
prohibiting inquiry into criminal history until
after a conditional offer has been made,
(referred to as "Ban the Box" legislation), the
timing of your screening is important.
Be mindful of the regulations in your state
when utilizing a background check for
employment purposes. It may be best to
conduct the criminal background check later in
the hiring process.
3) Screen both job candidates and employees
to ensure a safe environment for your entire
organization.
Background checks have primarily been used
to screen candidates applying for a job, but
current employees are often overlooked when
it comes to screening. Periodic re-screening
ensures that your employees have not been
engaging in criminal activity and are not
putting your facility's reputation in jeopardy.
Re-screening is recommended when:
• Individuals are employed in safety-
sensitive positions
• Employees have contact with customers
• Employees work with children or the
elderly
• An employee has a change in
responsibilities
• A promotion gives an employee access to
assets or sensitive information
4) Conduct as thorough a background
check as possible to make sure nothing slips
through the cracks.
