Tag Archives: Lot

Social media background checks can have implications of liability

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We’ve written a lot about social media background checks lately, because it’s a trend that’s creeping into both formal company policies and informal hiring practices. It’s on the minds of employers who haven’t begun implementing any sort of social media check, and it’s on the minds of every Facebook and Twitter user who has contemplated what sorts of things they’ve shared that might come back to haunt them during their next job search.

Employers need to think long and hard about possible legal consequences before asking job applicants for their username and passwords in order to access personal profiles on select social media websites. Employers often don’t realize that once they’ve asked for an applicant’s social media login information, they become liable for the content posted.  This can be trouble in a few different ways.

  1. If an applicant admits guilt to some kind of crime within their personal profile, the employer who is given access to it may assume liability for protecting the information they find.
  2. If an employer finds out an applicant’s age, sexual orientation or another protected class, and then decides not to hire that person, they could be opening themselves up to discrimination claims by the applicant who was not given a job.
  3. If an employer misses signals or warning signs and something happens (crime is committed, someone is injured) the employer could become liable.

Social media background checks are here to stay in some capacity. But employers need to approach this trend with careful consideration.

 

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What Kind of Background Screening Plan Do You Really Need?

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Today’s economic marketplace is very scary for a lot of employers.  After all, there are plenty of financial concerns, even if a company is operating “in the black”.  So it’s always wise to consider how much of a background screening plan you actually NEED in order to keep your workplace (and reputation) safe.

Unfortunately, many background screening report providers will happily sell you unnecessary plans; however, that doesn’t help your bottom line, nor does it maximize your efficiency.  Instead of just “winging it”, we encourage you to take this quick assessment. 

It will reveal what background screening measures are needed based on each individual position at your company.  Not only is a remarkable tool for understanding what you need (and, more importantly, what you don’t), but it helps save you money in the process.

Though there’s no reason not to background check your employees, that doesn’t mean that all positions are created equal.  So do your homework and be wise about your allocation of dollars.  You’ll be glad you were prudent!

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    • Back to School Question – Are the Crossing Guards for Your Kids Background Checked?

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    Go to any school zone and you’re bound to see a lot of things, such as backpacks, brown lunch bags and the ever-present crossing guard.  But just because they’re there doesn’t mean they should be… especially if they haven’t been rigorously background checked.

    If it seems too outrageous to even consider that a crossing guard could be anything but sweet and protective, think again.  Any person can apply to any job… including a person who has a criminal record.  And if they aren’t screened, those individuals could easily have access to kids.

    So what is a parent to do?  First of all, any mom or dad should ask about crossing guards — who employs them, whether they are background checked,  etc.  If they haven’t been screened, parents should demand to know why.  And if they have, parents should definitely make it a point to meet the crossing guards if at all possible.

    Above all else, it’s a safety precaution… and our children deserve to be safe.

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    • 5 Reasons Employers Don’t Background Screen, part one

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    With all the hubbub these days about protecting our companies, our client, our clients’ information, etc., it’s interesting (and a bit shocking) to realize that many, many organizations don’t background screen new hires.

    Below are the top 5 reasons (you could even say “excuses”) that we hear when we ask, “Why don’t you background screen on a regular basis?”  We’ve included our two cents, too…

    (False) Reason #1:  Background Screening Is Expensive

    This seems to be a “catch-all” statement that corporations make when they don’t want to do something.  “It’s expensive,” they say.  Then they go out and spend their monies on wooing a client with a $200 lunch. 

    Now, there’s no reason not to woo that client; hey, that makes great business sense if a sale seems likely.  So why don’t they use that same mentality to apply to background screening?  After all, investing in new hires is very much like investing in potential clientele.

    (False) Reason #2:  Background Screening Will Cause Us to Lose Applicants

    Okay, now this could be true… but it’s usually not a problem. 

    The people who would NOT apply because they know a company performs background checks are often the same individuals who would not pass a background screening.  Thus, the fact that they know what’s going to happen encourages them to self-select.

    (False) Reason #3:  Background Screening Doesn’t Tell Us Everything

    Okay… there’s some truth to this.  Background screening isn’t 100% infallible.  Sometimes, items can slip through the cracks… but it’s not very likely and we try as hard as we can to NEVER allow this to happen.  (And we have a terrific track record to back us up on this!)  

    Besides, is that a reason to not do it at all?  It’s like saying that you shouldn’t bother to take a shower every day because you’re just going to get dirty…  It might hold a grain of truth, but it doesn’t make a lot of sense.

    In part two of our series on 5 Reasons Employers Don’t Background Screen, we’ll tackle the last two statements we often hear…

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    • Why You Need to Pay for Background Checks

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    Getting something for free is always exciting, isn’t it?  But if you’re relying only on free background checks, you’re playing a game of roulette.

    Professional, comprehensive background checks that you invest in are worlds apart from those you can find freely online.  Though you might be able to uncover some information about potential employees if you surf the Internet for quite some time, you’re not going discover everything you need to know. 

    Some of the major advantages to paying for background checks include:

    • You won’t have to spend copious amounts of time hunting for incriminating info on the Internet.  (Trust us — you could spend hours and hours and still not have a solid report.  Isn’t your time worth the price of a background check you can trust?)
    • You will have a guarantee from a long-time, trusted background checking company like VerifyProtect.  And that means a heck of a lot.
    • You can customize the information that you need.  This gives you freedom, whereas if you do some online searches, you’ll get what you get… and it might not be what you want or require.
    • You don’t have to worry that you’ve missed something because it’ll all be available in front of you.

    Again, we’re all for saving money wherever possible.  But background checking isn’t a place to pinch pennies.

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    • 5 Reasons to Background Screen Your Freelance Staff

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    A lot of companies have recognized just how much of a cost savings they can see when they hire freelance staff to perform various functions.  From virtual CFOs to marketers, freelancers are ready to tackle projects.  But that doesn’t mean you should forgo common sense when hiring them! 

    Below are 5 great reasons to background screen all freelance staff members:

    1. They’ll be representing your company.  The public won’t care if they are freelance or not if they do something wrong!
    2. They will likely have access to some confidential data.  Can you afford a breach?
    3. Their past nefarious decisions can ruin your reputation.  Who wants to hire someone with a criminal record a mile long?
    4. They might not be who they say they are.  We all know people sometimes lie on their resumes.  Who’s to say your freelancer isn’t stretching the truth?
    5. A reference checkcan tell you so much.  If you call the freelancer’s references, you’ll have a better idea of whether to move forward with him or her.

    Don’t take a chance!  Background screen anyone on your team, even those who aren’t full-time employees.

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