认识到医疗保健行业独特的就业筛查挑战，观火背调 创建了医疗保健聚焦，以说明领先的医疗保健组织在解决与背景调查和健康检查相关的重要问题时的常见做法。

Spotlight 是2020 年 观火背调 就业筛选基准报告的摘要，其中包括对 245 名涉及人力资源、人才管理、招聘、安全和安保以及医疗保健行业合规性的受访者的调查。该报告显示了就业筛查的趋势以及加强医疗保健提供者背景筛查计划的宝贵最佳实践。

在对调查做出回应的人中，75% 的人为提供直接患者护理的组织工作。在这 75% 的人中，37% 在医院或急症护理机构工作，18% 在长期护理机构工作，12% 参与门诊护理。超过一半的受访者担任执行、董事或管理职务。

医疗保健招聘前景
几乎所有受访者 (93%) 都表示，他们预计未来 12 个月劳动力不会减少，48% 预计就业会增加。

报告的主要背景审查挑战是减少整体招聘时间、完成就业验证、跟踪许可证和遵守背景审查规定。

将招聘需求与受访者报告的主要筛选挑战相结合，医疗保健组织评估和加强其就业筛选计划变得越来越重要。

背景调查的重要性
受访者表示，他们进行背景调查的主要原因包括遵守监管要求 (72%)、防止招聘风险 (59%)、提高招聘质量 (58%) 以及保护他们的声誉 (38 %）。

根据 HireRight 的经验，医疗保健雇主是风险不利的，似乎使用就业筛选来最大限度地降低违规罚款和处罚、诉讼、不良雇佣和品牌受损的影响的风险。雇主应检查可用于减轻这些风险的最常见和特定于医疗保健的背景调查。

根据 HireRight Health Care Spotlight 的调查结果，我们将研究受访者面临的三个主要招聘挑战，并分享一些推荐的常见做法以帮助克服这些挑战。

挑战#1：特定于医疗保健的风险和法规
与其他行业相比，医疗保健行业在背景筛查和招聘员工时面临更多的合规性规定。在医疗保健方面，应遵循非医疗保健组织的传统背景筛查最佳实践，例如就业资格、工作经历、药物检测、犯罪记录历史和背景调查。

医疗保健组织还必须遵守联合委员会 (TJC) 和美国卫生与公众服务部 (HHS) 监察长办公室 (OIG) 等监管机构的规定，否则将面临耗时的审计、罚款和处罚。

背景筛查还可以提高招聘质量，并降低滥用、疏忽或欺诈等破坏性事件的风险。事实上，根据 HireRight Health Care Spotlight，在合规问题之后，雇主使用筛查的前三大原因是防止招聘疏忽、提高招聘质量和保护组织声誉。

背景筛查提供商如何提供帮助：与值得信赖的背景筛查提供商合作可以帮助医疗保健组织构建自动化和全面的筛查解决方案，以促进合规性并降低招聘风险。按需就业筛选解决方案可以将数十个背景和医疗制裁筛选搜索捆绑到一个易于使用的系统中。自动筛选解决方案还提供可访问的审计跟踪，以简化审查准备。

挑战#2：联邦制裁数据中的差距
为了防止医疗保险和医疗补助欺诈和滥用，OIG 禁止医疗保健组织雇用或与先前受到制裁的个人开展业务。OIG 要求医疗保健雇主每年根据联邦制裁名单对工人和供应商进行筛查。

然而，制裁名单不会实时更新。在个人受到制裁和该信息出现在登记处之间可能会有严重的延迟。此外，越来越多的州正在开发自己的制裁登记处。如果一个人频繁移动，则很难知道要检查多少个状态。

搜索制裁名单只是一种筛选方法。仅限于制裁名单的搜索不会发现通过其他来源获得的犯罪和其他不利行为信息。如果仅依靠制裁检查，可能会导致筛选空白，使雇主面临更大的风险。

背景筛查提供商如何提供帮助：与其仅仅依赖联邦制裁名单，不如寻求一种按需背景和制裁筛查解决方案，在联邦、州和国家数据库中搜索与犯罪活动或制裁和排除违规相关的正面匹配。这种更广泛的搜索有助于发现一个人历史中的危险信号。

挑战 #3：人为错误
82% 的医疗保健调查受访者表示，他们曾或认识某人在背景调查期间曾撒谎。当筛选计划涉及人力资源人员根据数十个外部来源手动检查个人背景时，伪造信息和人为错误可能会被忽视。零散的人工筛查计划可能会使医疗保健组织面临招聘不良和不合规问题的风险。

背景筛查提供商如何提供帮助：集中式自动化筛查解决方案可以通过同时运行全面的身份和背景搜索来帮助减少人为错误的可能性。该系统还通过提醒人员任何不完整的结果或遗漏的合规要求来帮助减少人为错误。

Recognizing the healthcare industry's unique employment screening challenges, Fireback created Healthcare Focus to illustrate common practices by leading healthcare organizations when addressing important issues related to background checks and health screenings.

Spotlight is a summary of the 2020 Fireback Employment Screening Benchmark report, which includes a survey of 245 respondents covering human resources, talent management, recruiting, safety and security, and healthcare industry compliance. The report shows trends in employment screening and valuable best practices for strengthening background screening programs for healthcare providers.

Of those who responded to the survey, 75% worked for organizations that provided direct patient care. Of this 75 percent, 37 percent work in a hospital or acute care facility, 18 percent work in a long-term care facility, and 12 percent participate in outpatient care. More than half of respondents were in executive, director or management roles.

Healthcare hiring outlook

Almost all respondents (93 per cent) said they expected no reduction in the Labour force over the next 12 months, while 48 per cent expected employment to increase.

The main background check challenges reported were reducing overall hiring time, completing employment verification, tracking permits and complying with background check requirements.

It is increasingly important for healthcare organizations to evaluate and strengthen their employment screening programs in conjunction with recruitment needs and the key screening challenges reported by respondents.

The importance of background checks

Respondents said their main reasons for conducting background checks included complying with regulatory requirements (72 percent), preventing hiring risks (59 percent), improving the quality of hiring (58 percent) and protecting their reputation (38 percent).

In HireRight's experience, healthcare employers are risk adverse and appear to use employment screening to minimize the risk of fines and penalties for violations, litigation, bad hiring, and brand damage effects. Employers should examine the most common and health-care-specific background checks that can be used to mitigate these risks.

Based on the findings from HireRight Health Care Spotlight, we'll look at three major recruiting challenges respondents face and share some common practices recommended to help overcome them.

Challenge #1: Healthcare specific risks and regulations

The health care industry faces more compliance requirements for background screening and hiring than any other industry. In health care, traditional background screening best practices of non-health care organizations should be followed, such as employment eligibility, work history, drug testing, criminal history and background checks.

Healthcare organizations must also comply with regulatory agencies such as the Joint Commission (TJC) and the Department of Health and Human Services (HHS) Office of inspector General (OIG) or face time-consuming audits, fines and penalties.

Background screening can also improve the quality of hiring and reduce the risk of damaging incidents such as abuse, negligence or fraud. In fact, according to HireRight Health Care Spotlight, the top three reasons employers use screening, after compliance issues, are to prevent recruitment oversight, improve recruitment quality and protect an organization's reputation.

How background Screening providers can Help: Working with trusted background screening providers can help healthcare organizations build automated and comprehensive screening solutions to promote compliance and reduce hiring risks. On-demand employment Screening solutions bundle dozens of background and medical sanctions screening searches into an easy-to-use system. The automated filtering solution also provides an accessible audit trail to simplify audit preparation.

Challenge #2: Gaps in federal sanctions data

To prevent Fraud and abuse in Medicare and Medicaid, OIG prohibits healthcare organizations from hiring or doing business with previously sanctioned individuals. The OIG requires health care employers to screen workers and suppliers annually against a federal sanctions list.

However, the sanctions list is not updated in real time. There can be a significant delay between when an individual is sanctioned and when that information appears in the registry. In addition, a growing number of states are developing their own sanctions registries. If a person moves a lot, it's hard to know how many states to check.

Searching the sanctions list is just one screening method. Searches limited to sanctions lists do not uncover information on crimes and other adverse conduct obtained through other sources. Relying on sanctions checks alone could lead to screening gaps and expose employers to greater risk.

How background screening providers can help: Rather than relying solely on federal sanctions lists, seek an on-demand background and sanctions screening solution that searches federal, state, and national databases for positive matches related to criminal activity or sanctions and exclusion violations. This broader search helps spot red flags in a person's history.

Challenge #3: Human error

Eighty-two percent of healthcare survey respondents said they had or knew someone who had lied during a background check. When screening programs involve human resources personnel manually checking individuals' backgrounds against dozens of outside sources, falsified information and human error can go unnoticed. Piecemeal manual screening programs can expose healthcare organizations to poor recruitment and noncompliance issues.

How background screening providers can help: Centralized automated screening solutions can help reduce the potential for human error by running comprehensive identity and background searches simultaneously. The system also helps reduce human error by alerting personnel to any incomplete results or missing compliance requirements.