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Employment background screening has become an extension of the HR function. In fact, over eighty percent of large U.S. companies now make criminal background checks on all new employees and most companies are expanding their efforts to include the testing of the history of employment, education verification, check credit history, driving history and background screening services for more jobs. Background check is as much a part of mainstream business which is now integratedsoftware for e-recruiting, so that HR professionals can initiate checks in seconds. This integration saves time and reduces the risk of errors or fraud.

Despite the increasing popularity of screening work situation, and the technology is a tool that can access, organizations are still many errors in the screening procedures and practices. These errors may be vulnerable to companies that are leaving the screening process to background –nonchalant attitude, violence, and the presence of sex offenders, terrorists, drug or other criminal behavior in the workplace. Here are some common mistakes to avoid:

Mistakes 1 who have not passed a background screening policy standards must be determined

Just because a company introduces a form of background check does not mean that the recruiter or HR professional to conduct inspections in accordance with constant or data. After a policy of standard writingjob guarantees each title that the same types of controls more and more as individuals and that the data are used in compliance with all company, industry, state and federal regulations. It also avoids any appearance of discrimination.

2 errors Otherwise, to verify employment and education

Sometimes the desire to quickly obtain a seemingly good candidate, a company can bring the data back to accept at face value. This can be a big mistake. Approximately one third of all resumes containa kind of deception in relation to the history of work, training or experience. Also, "diploma mills" to a production of 200 million dollars and further expand the industry. Even for jobs where no experience or training is crucial for success, a deliberate deception of characters can cause problems in a signal of rent.

3 errors Otherwise, check with suppliers, contractors and temporary workers

One CEO of a large multinational company explained that it was illogicalwhich may be a background check and to see a stock to its CEO, but the man could be maintained for the Office of the plants at the office of the CEO to walk freely at any time and without accompaniment. One of the biggest weaknesses of the company is one of the large number of suppliers verified and temporary workers. The sad fact is that people with questionable backgrounds, including a trend for the industry for which background checks are performed only rarely on employees. Making Background ScreeningTime, contract and supplier staff should be a standard part of the policy of any company.

Error 4 Otherwise, run the international controls, if necessary

Today's talent pool is global. Even the candidates who are nationals of the United States, have a part of their training or experience that took place outside the country. It 'also important to the international source for what's happened to occur locally. International background checks are more complex andgoverned by different local laws, regulations and procedures. HR professionals should strive for a reliable partner, the use of screening international authorities in their country-specific background knowledge and know-how and quality to ensure the process accordingly.

Error 5 Otherwise, the protection against negligent retention

If an employee or cause harm in the workplace, and recent criminal activity, violations of driving or drug abuse may have discovered throughthe employer before the accident at the workplace, the employer may be held liable for negligent hiring and retention. The suit for negligence average recruitment and retention of today is more than $ 1 million. Carrying out checks on all new hires for duty, is essential. Also note that anything can 'happen in the coming years, after a new appointment is on board. Organizations should consider protecting yourself with a post-hire criminal checks and periodic drug testing.

Error 6 Based on internal manualProcesses

More often the basic information the candidate is entered by hand, in various forms or systems, the more likely is due to human error. In addition, unscrupulous candidates can obtain various information on his resume, job application form and background check, based on the fact that the company has not pointed out the discrepancy between the stacks of paper. Currently, companies can overcome these problems, looking for a background screening process that is builtIn software for e-recruiting. Employee data can be applied automatically in the form of a request for background screening providers' screening and checks can be ordered seamlessly, without having to send a fax or double data entry.

Screening, while the background technology is becoming increasingly built up, it is important to note that the background of effective screening requires human intervention and intuition from the provider of screening fence (Penalty –Controls, for example, which is often a manual review of court documents and files). Be careful to be provided in fully automated systems that instant checks. The search for solutions that combine the best of automation and human research on the optimal return on investment.

The conduct background checks effectively, while respecting the rights and privacy of all parties involved a balancing act for HR professionals. Avoid these common mistakes can standardize policies, reduceRisk of litigation and to ensure a safe, productive, honest people.