每个组织都有责任为其员工和扩展劳动力提供安全可靠的环境。此过程中的一个关键步骤是制定书面就业筛选政策，其中概述了组织的标准背景筛选程序。此策略可能存在于您的公司安全策略中或独立存在。
如果您还没有，坐下来制定书面政策可以为您的组织提供急需的价值。事实上，有人可能会争辩说，在书面形式之前，您真的没有“筛选计划”。如果没有书面政策，充分分享项目的广度、深度、标准程序、部门职责和裁决标准可能具有挑战性。如果没有适当的政策，组织会使自己容易受到组织范围内的误解、检查习惯不一、裁决程序不一致、预期结果不佳和法律责任的影响。
制定书面政策后，您组织中其他部门或地点的个人可以按照您的意愿访问、阅读和采用标准筛选程序。该政策将为组织提供一份中央文件，向所有招聘员工规定他们必须遵循的程序，以符合公司标准。
有效的筛查政策阐明了雇主和发起检查的个人的责任，描述了背景和药物筛查的过程，并规定了所收集信息的机密性和接受背景调查的个人隐私的保护。该政策将确保所进行的检查类型的一致性，并确保在做出雇佣决定时适当使用过程中收集的信息。它还通过确保公司范围内遵守公平信用报告法(FCRA) 和其他联邦、州和行业管理机构规定的法律要求来保护您的组织。
作为最佳做法，雇主应考虑在其公司筛选政策中规定，在没有彻底背景调查的情况下，不得安排任何员工（无论是永久全职还是临时员工）。但是请记住，不同的职位可能需要不同的检查。例如，对所有一般业务经理进行的标准检查可能与对所有财务部门员工进行的标准检查有所不同，其中可能包括信用检查或其他与财务相关的搜索。然而，对于每个部门或员工类型，政策是明确的，这一点至关重要。
应该注意的是，筛选政策本身并不能保证筛选的一致性和合规性。相反，它是您程序的基础。一旦您的政策最终确定并获得批准，您就需要确保相关人员接收、理解并遵守您的政策。建造它，他们不会来。构建它，传达它，有效地实施它并控制它，您将走上筛选计划成功的道路！
If you do not already have one, sitting down to construct a written policy can provide your organization with much needed value. In fact, one could argue that you really don’t have a “screening program” until it is in writing. Without a written policy, adequately sharing the breadth, depth, standard procedures, department responsibilities and adjudication criteria of your program can be challenging. Without a policy in place, organizations leave themselves vulnerable to organization-wide misunderstanding, spotty checking habits, inconsistent adjudication procedures, expectedly poorer results and legal liability.
With a written policy in place, individuals in other departments or locations across your organization can access, read and adopt standard screening procedures as you have intended them to. The policy will provide the organization with a central document which dictates to all hiring staff the procedures they must follow in order to comply with company standards.
An effective screening policy articulates the responsibilities of the employer and individual initiating the check, describes the process for background and drug screening, and provides for the confidentiality of information gathered and the protection of privacy of individuals undergoing the background check. The policy will ensure consistency in the type of checks conducted and that the information gathered in the process is used appropriately when making an employment decision. It also protects your organization by ensuring company-wide compliance to the legal requirements set out by the Fair Credit Reporting Act (FCRA) and other federal, state and industry governing bodies.
As a best practice, employers should consider stipulating in their corporate screening policy that no employee – either permanent full-time or temporary – can be placed without a thorough background check. Keep in mind, however, that different job titles may require different checks. For example, the standard set of checks done on all general business managers may differ somewhat from the standard checks done on all finance department employees, which may include credit checks or other financial-related searches. It is critical, however, that the policy is clear for each department or employee type.
It should be noted that a screening policy itself is no guarantee of screening consistency and compliance. Rather, it is the very foundation of your program. Once your policy is finalized and approved, it is up to you to make sure that the relevant people receive, understand and comply with your policy. Build it, and they will not come. Build it, communicate it, effectively implement it and control it and you’ll be on your way to screening program success!
