亚利桑那州南部的一名农民最近因雇用未获准在美国工作的个人而被美国移民和海关执法局 (ICE)罚款超过 50 万美元。
作为美国的几个监管机构之一，ICE 每年向违反I-9 表格和其他违法行为的雇主处以数百万美元的罚款。根据组织所在的州和行业，其招聘实践不仅受 ICE 法规的约束，还受其他几个监管机构的约束。
根据2020 年 观火背调 就业筛选基准报告，除了合规风险外，雇主表示他们最关心的招聘问题是候选人质量差、员工流动率高、工作场所事故、旷工、盗窃和欺诈。有了可靠的背景筛查计划，雇主就可以维持合规的招聘做法并应对这些风险。
下面我们将更详细地讨论综合背景筛查解决方案为组织增加价值的三种主要方式。
1. 提高监管合规性
雇主在招聘过程中面临多层监管。有关于资格和歧视等问题的州和联邦指导方针。在医疗保健和金融服务等行业中，管理当局制定了一些特定于行业的州和联邦法规以及许可和认证问题。不遵守这些规定中的任何一项都可能导致高额罚款或监管机构的限制性持续审计或缓刑。
对于已经负担过重的人力资源部门来说，确保满足所有合规要求可能具有挑战性。背景调查的每个部分，从犯罪记录搜索到信用检查，都必须在严格的指导方针内完成，以维护公平的就业实践并避免歧视索赔。通过提供提醒和参数，并在一个直观的视图中简化对工人的监管要求，自动化背景筛查解决方案可以更好地降低合规性和诉讼风险。
2. 提高安全性
健康背景筛查计划的另一个好处是能够识别申请人库中潜在有害的个人。通过进行药物测试以及州和国家刑事、信用和性犯罪者搜查，雇主可以更好地识别和调查候选人历史上的任何危险信号。卫生保健组织还希望检查行业制裁和医疗事故事件，以降低疏忽风险并保持对卫生保健当局的遵守。
彻底审查背景调查报告还可以减少工作欺诈、疏忽、盗窃、吸毒、暴力和虐待的情况。所有这些负面行为都可能导致罚款、昂贵的诉讼以及对公司品牌声誉的严重损害。但是，对于雇主必须如何进行上述测试和筛选程序，各州都有限制。受信任的供应商提供的自动化背景筛查解决方案可以将所有这些筛查实践捆绑在一个系统中，以符合背景报告要求。
3. 减少员工流失
在我们的基准报告中，整体招聘质量低下是雇主寻求纠正的最常见问题之一。紧随员工流失率高的是相关的员工流失率高。
正确的背景筛选政策可以帮助雇主避免因做出错误的招聘决定和处理由此产生的员工流失而浪费的时间和成本。在招聘过程中，雇主可能会考虑药物测试、犯罪和性犯罪者检查，甚至信用记录检查的结果。此信息可用于更好地评估求职者的诚信度。有针对性的背景筛查方法将很快消除那些有有害或疏忽行为历史或可能在工作中重复这种行为的工人。
A farmer in southern Arizona was recently fined more than $500,000 by U.S. Immigration and Customs Enforcement (ICE) for hiring individuals who were not authorized to work in the United States.
ICE, one of several U.S. regulators, doles out millions of dollars a year to employers who violate I-9 forms and other violations. Depending on the state and industry in which the organization operates, its hiring practices are governed not only by ICE regulations, but also by several other regulatory agencies.
In addition to compliance risk, employers said their top recruiting concerns were poor candidate quality, high employee turnover, workplace accidents, absenteeism, theft and fraud, according to the 2020 Fireback Employment Screening Benchmark report. With reliable background screening programs, employers can maintain compliant hiring practices and address these risks.
Below we discuss in more detail three main ways that comprehensive background screening solutions add value to organizations.
1. Improve regulatory compliance
Employers face multiple layers of oversight during the hiring process. There are state and federal guidelines on issues such as eligibility and discrimination. In industries such as healthcare and financial services, regulatory authorities have developed a number of industry-specific state and federal regulations and licensing and certification issues. Failure to comply with any of these requirements can result in hefty fines or restrictive ongoing audits or probation by regulators.
Ensuring that all compliance requirements are met can be challenging for an already overburdened HUMAN resources department. Every part of the background check, from criminal record searches to credit checks, must be done within strict guidelines to preserve fair employment practices and avoid discrimination claims. Automated background screening solutions can better reduce compliance and litigation risk by providing reminders and parameters and simplifying regulatory requirements for workers in an intuitive view.
2. Improve security
Another benefit of health background screening programs is the ability to identify potentially harmful individuals in the applicant pool. By conducting drug testing and state and national criminal, credit and sex offender searches, employers can better identify and investigate any red flags in a candidate's history. Health care organizations also want to examine industry sanctions and medical malpractice incidents to reduce the risk of negligence and maintain compliance with health care authorities.
A thorough review of background check reports can also reduce cases of job fraud, negligence, theft, drug use, violence and abuse. All of these negative actions can lead to fines, costly litigation and serious damage to a company's brand. But states have restrictions on how employers must conduct the tests and screening procedures described above. Automated background screening solutions from trusted vendors can bundle all of these screening practices into one system to comply with background reporting requirements.
3. Reduce employee turnover
In our benchmark report, the poor overall quality of recruitment was one of the most common problems employers sought to correct. High employee turnover is closely followed by high relative employee turnover.
The right background screening policies can help employers avoid the time and cost of making bad hiring decisions and dealing with the resulting employee turnover. During the hiring process, employers may consider the results of drug tests, criminal and sex offender screenings, and even credit history checks. This information can be used to better assess the integrity of the applicant. Targeted background screening methods will quickly eliminate workers who have a history of harmful or negligent behavior or are likely to repeat it on the job.
