Workplace violence, theft, and negligence cost businesses over $120 billion in losses each year according to FBI reports.
Let that sink in for a minute. $120 billion.
That’s no small chunk of change. Employee crimes don’t just impact the bottom line – they jeopardize the safety and security of your entire staff and operations.
I don’t know about you, but I want my employees to feel safe coming to work each day, don’t you?
I’m guessing you do too.
This is why implementing a thorough criminal background screening process should be a non-negotiable for every company, regardless of size or industry.
In this blog, we’ll have a frank conversation about the compelling reasons conducting pre-employment criminal checks is crucial for protecting your business from substantial risks and liabilities.
I’ll dispel common concerns around conducting background screens and provide tips for implementing an effective and fair screening program tailored to your organization’s needs.
By the end, you’ll understand the many benefits of pre-employment checks and have actionable steps for integrating them into your hiring practices right away.
How do criminal checks benefit an organization?
Let’s look at a few benefits that make criminal checks a must-have!
- Reducing Legal Liability
Let me ask you something – how much is a negligent hiring lawsuit settlement worth to you?
For Darden Restaurants, it cost them $2.85 million. Ouch! That’s one they wish they could have back.
You see, if an employee commits a crime like assault, theft, harassment, or other misconduct at work, victims can sue the employer claiming it failed to exercise due diligence in vetting that worker’s background.
These types of substantial settlements could be crippling, maybe even fatal, for small businesses.
But criminal history and sex offender registry checks during hiring could have flagged red flags in that worker’s past and prevented liability exposure.
I don’t know about you, but I’d rather keep that $2.85 million in the bank where it belongs.
- Deterring Workplace Misconduct
Now, let’s be real. Some people with sketchy pasts will slip through the cracks no matter how rigorous your screening.
But here’s the upside – employees with previous records like theft, fraud, violence or sexual crimes may think twice about repeating those behaviors if they know thorough background checks were conducted.
This is especially true for individuals in financial roles.
According to the Association of Certified Fraud Examiners, background checks detect eight times as much lying on resumes versus other pre-employment screening methods. Who knew?
Simply informing candidates that comprehensive checks will be performed can discourage dishonest applicants from pursuing employment at your organization in the first place.
This weeds out bad actors and reduces misconduct risk from the get-go. It’s a win-win.
- Upholding Workplace Safety
Now let’s talk safety. Employee background screening enables businesses to identify and avoid hiring individuals who pose safety threats to the work environment.
Checks revealing past convictions for assault, battery, stalking or other violent offenses would be concerning for any position involving close interaction with staff or customers.
For schools, healthcare facilities, and other high-risk industries, it is downright dangerous not to do detailed searches for red flags.
Registered sex offender checks and terrorist watch list searches should be standard protocols for roles with access to vulnerable populations.
Such due diligence is essential for maintaining secure workplaces in these sectors. No cutting corners.
But truly, every business shares the same duty to protect its staff and interests.
Don’t let the unthinkable happen on your watch. Conduct proper vetting.
- Verifying Applicant Details
Here’s a reality check – most job seekers exaggerate or even fabricate parts of their resumes.
In fact, over 85% of resumes contain falsified details according to research published in the Journal of Personality and Social Psychology. Whoa!
Without fact-checking applicant-provided information, businesses risk making wrong hiring decisions.
Background checks verify critical details like identity, employment history, education, certifications, and licenses.
This protects employers against resume embellishments and provides greater confidence in the hiring process.
Moreover, driving record checks for positions involving transportation validate that candidates hold a valid license and are insurable to operate company cars or equipment.
Don’t get stuck with a driver who has a dirty record!
- Meeting Industry Regulations
Some industries like education, healthcare, banking, and insurance have legal obligations to conduct employee background checks under state and federal regulations.
Schools must vet backgrounds to ensure persons with unsafe histories are not hired for positions involving minor contact.
Financial institutions have some of the most rigorous pre-employment screening requirements, including fingerprinting, under the Federal Deposit Insurance Act and other regulations.
Employers in regulated industries have strong motivations for instituting compliant and rigorous screening programs.
But truly, every business shares the same duty to protect its staff and interests.
- Providing Peace of Mind
Beyond risk management, performing thorough candidate background checks provides greater peace of mind for both business owners and employees.
Business owners rest easier knowing they exercised proper due diligence in protecting the company from potential threats.
For employees, vetting coworkers’ backgrounds reinforces a culture of safety and transparency in the workplace.
Imagine the uneasiness of learning a new coworker who handles sensitive data was convicted of fraud or that a recent hire for an overnight warehouse role had past stalking charges.
Such scenarios shake staff confidence if background checks are not completed.
You owe it to employees to only onboard colleagues they can feel secure working alongside. Don’t let them down.
Real-World Examples of Workplace Crimes
If the enormous risks and liabilities are still not crystal clear, consider just a few chilling examples of workplace crimes that could have been prevented with proper background screening:
- A delivery driver for Lowe’s hired without a background check went on a shooting rampage at a San Francisco UPS facility, killing three colleagues before taking his own life.
- An Epic Systems Corp employee charged with embezzling over $11 million had a criminal history including forgery and credit card theft warranting further screening.
- A United Methodist Church daycare worker with prior child endangerment convictions was found guilty of murdering an infant placed under her care.
Addressing Common Concerns
Many employers do have valid worries when it comes to instituting background checks that must be acknowledged:
- Privacy Concerns – Only conduct checks after gaining candidate consent and limit searches to job-related offenses. Handle results ethically and allow applicants to dispute inaccuracies. Don’t overstep.
- Cost – Basic online checks can cost less than $50 per candidate, depending on state and county pricing. Very affordable compared to losses from crimes. Worth every penny.
- Ban The Box Laws – If your state restricts criminal history questions on applications, conduct checks after initial screenings to avoid any discrimination perceptions. Work around it.
By utilizing checks reasonably and responsibly, companies can keep workplaces secure without overreaching to employee privacy.
Conclusion
The staggering impact of employee crimes on workplace safety, company finances, liability risks and staff morale cannot be overstated. Implementing robust pre-employment background screening practices is mission-critical for avoiding preventable harm.
Follow these recommended best practices to get started:
- Institute a written background check policy that is consistently applied to all job candidates. No exceptions.
- Select screening packages tailored to your risk level – prioritize roles involving cash handling, driving, and child or patient interaction. Those are red flags.
- Use reputable background check companies charging reasonable fees to search relevant court records. Get what you pay for.
- Secure candidate authorization and comply with Fair Credit Reporting Act (FCRA) adverse action notification requirements. Cover your bases.
- Consider only job-related convictions and weigh extenuating circumstances like time elapsed. Use your judgment.
The time is now to evaluate your current hiring protocols and have proper background checks in place before your next candidate onboarding. The insulation from lawsuits, fraud, violence, and compliance penalties will be well worth the investment. Don’t wait for disaster to strike. Act now to protect your people, workplace, and business.
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