Background Checks: Insider Tips on the Screening Tools Your Organization Can - and Should - Be Using
Employer Resource Institute Webinar
May 19, 2011
Background Checks: Insider Tips on the Screening Tools Your Organization Can – and Should – Be Using
Where & When:
Employer Resource Institute Webinar, Thursday, May 19, 2011, 10:30 a.m. to Noon Pacific
Jared Callahan, Licensed Private Investigator and Director of Client Services for Employment Screening Resources (ESR)
Background checks are an essential component of your smart-hiring toolbox. When used properly, they can provide peace of mind that you’ve made the right decision on who to hire (or retain).
It’s a delicate balance: Do an incomplete or hurried background check, and you could find yourself talking to U.S. Immigration and Customs Enforcement (ICE) – or defending against a negligent hiring or negligent retention claim. But if you overstep your bounds and dig too deep, you could be facing a costly privacy or bias lawsuit.
Join us on May 19 for an in-depth, 90-minute webinar. Our expert - a California-based private investigator and seasoned employment screening services consultant – will provide you with an insider’s look into which screening methods are most effective for getting the information you need to make informed decisions. He’ll also explain the common misconceptions employers have about some screening methods that could land them in legal trouble.
Participants will learn:
- The screening tools every informed employer needs to be using.
- No-cost ways to pre-screen (and weed out) candidates before you even get to the background-check stage.
- Why certain screening methods should be used sparingly (Hint: credit checks are on this list, and our expert will explain why).
- Why it’s so important to understand the distinction between “false positives” and “false negatives” when researching hits on first and last names.
- The type of information California employers may uncover but can’t always use to make employment decisions.
- How to effectively use databases for criminal records checks, and a key misconception many employers have about database-recovered information.
- Why relying exclusively on automated software processes to screen out individuals with criminal records doesn’t cut it.
- When to use “add on” screening tools, such as sex offender registry or motor vehicle checks.
- Best practices for conducting social security traces and educational verifications.
- The judgment calls you must be prepared to make once “sketchy” information is returned on an applicant or a current employee.
- The questions to ask before hiring a screening-services provider about the way they go about obtaining information – so they don’t create future legal headaches for you
Jared Callahan is a licensed Private Investigator and the director of Client Services for Employment Screening Resources (ESR) in Novato, California. Callahan works with employers to conduct background checks and screenings and teaches them about legal compliance efforts across the 50 U.S. states. He began his career in employment screening in 1996 with a private investigative firm, and he has worked as an investigator in the special investigations unit of a large workers’ compensation insurance company.
Recertification Credit Hours:
This program has been approved for 1.5 recertification credit hours toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI). This program is also a California-specific continuing education activity for PHR-CA and SPHR-CA recertification. For more information about certification or recertification, please visit the HRCI homepage at www.hrci.org. The use of this seal is not an endorsement by HRCI of the quality of the program. It means that this program has met HRCI's criteria to be pre-approved for recertification credit.