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Statistics Every Employer Should Know | It’s Time For Advanced Background Checks

Did you know that over 2 million reported crimes occur in the workplace each year?  That number alone should be enough to convince employers that background checks need to be an essential part of the hiring process.  However, most employers don’t realize how deeply a bad hire can hurt their business. This month we wanted to take a closer look at some of the sobering statistics that every employer needs to be aware of.

Employee Substance Abuse Statistics

Substance abuse among employees can wreak havoc to your normal workflow.  Whether it’s employees showing up late (or not at all) or displaying poor job performance, it’s your business that will suffer.  Did you know that 70% of substance abusers are over 18 and are currently employed?  On top of that, employees who use illegal substances are 4 times more likely to be involved in an accident at work and are 5 times more likely to file for workers compensation.  Fortunately, employers can reduce these risks by doing thorough pre employment drug testing.

Workplace Violence Among Employees

Workplace violence is a serious issue and costs companies an estimated 36 billion dollars per year.  That number covers everything from employee turnover to loss of production and even lawsuits in extreme cases.  Incidents like these can really impede the growth of your company. Though they might not always be avoidable, you should be able to limit such occurrences with advanced background checks.  At the very least, you can learn if a potential hire has any history of violence in the workplace.

Employee Fraud/ Theft

It shouldn’t come as a surprise to hear that some workers take advantage of their position and steal from their employer.  However, the magnitude of this reality might shock you. According to a recent study employee theft sits at around 120 billion dollars per year!  And the incredible part is that most employers don’t even know it’s happening to them.  95% of all companies are victims of fraud or theft and only 10% ever find out about it.  These stats should be more than enough motivation for employers to buff their current employment screening process.

Misrepresented Resume Information

Candidates can put anything they want on their resume even if it isn’t true.  This is becoming a common problem nowadays as we’ve noticed more applicants trying to work their way into positions they aren’t qualified for.  In fact over 40% of information on resumes is misrepresented.  A good way to weed out false information is through advanced background checks with education verification.  This can be an important step to ensure you are hiring qualified candidates.

At ESS, we deal with the reality of these statistics every day.  Our goal is to help companies around the nation better protect themselves against hiring individuals who will hurt their business.  If you feel like it might be time to step up your employment screening efforts, give us a call today. Additionally, here’s some detailed info on the advance background check services we offer.

Should You Use Social Media For Pre Employment Screening?

There’s no denying the need for pre employment background checks during the hiring process.  However, a lot of employers have started looking to social media platforms to aid or even replace more traditional checks.  This naturally begs the question of “should social media be used during the employment screening process?” This post will assess how it compares to a standard advanced background check and whether it has any viability at all.

How Useful Is A Traditional Background Check?

Pre-employment screening services provide valuable information about a candidate’s work and personal history.  This knowledge can be used to identify a qualified applicant and make sure they are legally able to work. A typical advanced background search can be used to check a myriad of work related information.  Things like education verification, identity checks, past criminal charges, prior drug record, credit history and identity verification are all standard checks in the industry.

Limits Of Advanced Background Checks

Despite this wealth of knowledge, a professional background check won’t tell the whole story.  For instance, it doesn’t tell you anything about a candidate’s personality. Even during a face-to-face interview the applicant is likely showing you their interview persona rather an accurate representation of themselves.  For this reason some employers have started to turn to social media to get a better idea of an applicant’s personality.

Why Social Media?

Did you know that the average American spends around 3 hours a day on social media?  Such exposure allows employers to observe a potential hire’s social interactions. They can look into a candidate’s interests and temperament to see if they’d fit in well with other employees.

The Problems With Social Media Background Checks

Though it sounds like there’s a lot that can be learned from social platforms, many experts believe there is limited value.  Here’s a short list of some hiccups you’ll likely encounter.

  • The Social Media Persona: Like the facade a candidate can show during an in-person interview, their social media identity probably doesn’t reflect who they actually are.
  • Cyber Identities: In some cases it can be difficult to find the person you want to research.  Without asking them directly you will be hard pressed to figure out their account name.
  • Reliability:  You’ll constantly be wondering if the information you find is even accurate.  Anybody can post just about anything so you might struggle separating fact from fiction.
  • Is it even legal?:  Some states have passed laws prohibiting employers from requiring social media information from job applicants.  It is expected that more follow suit in the coming years.

At the end of the day the amount of useful information you could draw from social media background checks is limited at best.  In no way should it be used as a replacement for a standard advanced background check. Stick to experts like ESS when it comes to pre-employment screening.  We’ll get you the information you need while making the process as simple and user friendly as possible.

4 Things To Keep In Mind For Pre-Employment Background Checks

If you’ve found this page, we have a pretty decent feeling you already know there are countless advantages that running comprehensive criminal background checks can offer your business or organization. Ensuring something you’ve given years, or even decades of blood, sweat and tears building is protected against a prospective employee that may not have your best interests at heart is one of, if not the most valuable safe guards you can in invest in.

But outside of carefully considering what questions to ask candidates, hiring managers should also be focusing on when to conduct an advanced background check, what type to run and what sorts of issues will eliminate a prospect from consideration. Today we’re touching on four things to remember when vetting possible employees – to ensure your business has the resources needed to cultivate a positive and successful environment.

Know your fair chance law

A noticeable trend in the last several years has been the fair chance (ban-the-box) movement. These polices require the removal of specific questions on an application that pertain to criminal history. These laws can exist on state, county or city levels and lay out when in the hiring process you can run a background check. It’s important to research the specific laws in your area to know if you’re required to follow the protocol.

Consistency

What type of issues and checks are you going to run on potential employees? Are you concerned about driving history? A credit check? Drug usage? Whatever red flags you identify, make sure you stay consistent throughout your entire roster of applicants. If you run a credit check on one applicant, you have to run the same check on all the other applicants, otherwise you risk being accused of discrimination.

Focus On Relevance

Be mindful not to simply turn away any and all applicants who may have a criminal history, or else you could be face a lawsuit for discrimination. Instead, focus on if an individual’s criminal conviction(s) relate directly to the person’s ability to perform the requisite duties of the job at hand. For example, a misdemeanor for trespassing shouldn’t impact an employee’s ability to perform customer service. On the other hand, if a check turns up a chronic history of violent offenses, they could post a legitimate risk to clients or coworkers.

Additionally, it’s important to consider the age of the offense. If an applicant has a conviction or arrest for a petty or non-violent offence that is fifteen or twenty years old, you can typically consider that information as out of date or irrelevant – just as long as the individual hasn’t been convicted of similar repeat issues since. Naturally, more recent issues should be given increased weight.

FCRA and EEOC Guidelines

Both the Fair Credit Reporting Act (FCRA) and Equal Employment Opportunity Commission (EEOC) lay out guidelines on how businesses and/or organizations can conduct background checks to make hiring decisions. Some of the information they provide is similar to what we’ve discussed in this post, but there are additional guidelines that every hiring manager should be familiar with.

Hiring the right employee(s) is one of the most integral parts of stocking your business with the requisite assets for success and Employment Screening Services has you covered. Whether it’s reasonable suspicion drug testing, an advanced background check or NYS licence verification in Buffalo NY, we’ve empowered companies all over the Buffalo-Niagara region to identify the type of employees that ultimately facilitate success.

Quest Diagnostics Shows Increasing Trend of Drug Use in America’s Workforce

The percentage of drug usage in working-age Americans continues to increase, according to a recent report published by the National Institute on Drug Abuse. The federal-government research institute works to advance science on the causes and consequences of drug use and addiction and to apply the knowledge to improve individual and public health.

The report shows the staggering results of a national survey on drug use and health trends in prevalence of various drug usage for multiple age ranges. In the 18 to 25-year-old age range, increased usage over the last month was reported in cocaine, hallucinogens, LSD, heroin, methamphetamine and marijuana. In the 26-years-old and older range, usage over the last month had increased in LSD, Heroin and Methamphetamine. But the trends in these drugs signify a general concern: according to analysis by Quest Diagnostics, workforce drug use in the U.S has now reached a 10-year high.

“Our nationally representative analysis clearly shows that drug use by the American workforce is on the rise, and this trend extends to several different classes of drugs and categories of drug tests.”
-Barry Sample, Ph.D., senior director, science and technology, Quest Diagnostics Employer Solutions.

Hair follicle drug tests, reasonable suspicion drug tests and urinalysis tests are just a few variations of employment drug testing that employers can use to avoid hiring drug users. Beyond productivity and efficiency concerns, Sample went on to stress the effect drugs have on safety in the work environment.

“The 2015 findings related to post-accident testing results should also be of concern to employers, especially those with safety-sensitive employees.”

With drug usage in the workforce continuing to rise, properly screening prospective employees plays an increasingly-important role in establishing a culture that your business, and employees can thrive in. Creating that environment requires effective screening protocol that identifies current, recent and/or long-term drug usage alike. Whether you need advanced background checks in Buffalo, NY, urinalysis, E-verify or even NY license verification, don’t hesitate to give us a call at (716) 332-2274 to discuss your specific needs. Establishing quality human resources is integral component of success and our experience in helping employers

Better Safe Than Sorry | 3 Ways Your Business Could Be at Risk if You Don’t Pre Screen

When it comes to hiring a new employee, it’s always important to find someone with a good reputation. But how can you know someone you just met? Where has this person been?  In order to truly find out about an employee’s past, background screening is necessary.

Some may say that pre employment screening is a waste of money, but if you hire the wrong person, it could cost you much more. In fact, employee screening can save your money and can protect your business from failing.

Here are 3 ways your business could be at risk if you don’t check a new hire’s history:

The Wrong Hire Can Lower Current Employee Morale and Productivity.

Don’t let one bad egg ruin your perfect team synergy. Your employees are what keep your company breathing, so you want them to be happy working together. Performing a thorough background check will prevent you from hiring the wrong person, and will decrease your company’s risks of damaging reputation, or losing customers/market share.

The Cost of a Bad Hire Can Cost You.. Big Time.

This includes training, severance costs, and productivity lost. Hiring and firing the wrong person could cost your company up to 5x the applicant’s annual salary. So many businesses across all industries end up wasting time, money, and resources to find another, replacement employee. A background check will help you avoid hiring the wrong people and will save you money and time.

You significantly increase the risk of employee theft.

15% of applicants have admitted to stealing merchandise from an employer. Reducing the risk of employee theft with screening will prevent you from losing money and products. Performing a criminal background check can help you know that you aren’t hiring someone who will steal from the company. 

It’s important to make sure you are hiring the right people to be a part of your staff. Our background check services help you ensure you are able to hire with confidence. For employee verification and other pre-employment screening services, please give ESS a call to learn more about what we can do for you!