Workplace violence and employment screening background checks

An excellent article on how employers can deal with workplace has appeared in the Coshocton Tribune in Ohio.  It was written by Ohio human resources consultant Jim Evans is president of JK Evans & Associates LLC, a Zanesville-based human resources consulting firm. 

The article recounted some recent incidents of workplace violence and reminded employers and managers that they are tools to prevent and deal with workplace violence.  For example, employers should have policies on how to deal with workplace misconduct, and managers should be trained to recognize the warning signs and how to deal with it.  The article also cites due diligent in hiring as an important tool to avoid bad hires and to demonstrate due diligence in hiring.  See: 

This article underscores the critical role of pre-employment background screening plays in the hiring process.  For employers, there are a number of resources available to accomplish employment screening.  Setting up a program is very quick and easy, and the cost is minimal compared to just one workplace incident.  As a general rule, screening employees cost less then their first day salary.  In fact, an employer can provide a great deal of protection just by a well designed application, interview and past employment checking process. 

For job applicants, background checks are NOT an invasion of privacy.  The items being checked are what a person has done in their public life, such as where they worked, where they went to school or if there are relevant criminal records. Applicants also have a great deal of rights under federal law to view any report and to correct errors, and must give their specific consent and be advised of their rights.  There are rules about using criminal records unfairly. 

The bottom-line is that workers also want the protection of a safe workplace with qualified co-workers that have the credentials claimed.  More information on how to conduct employment screening and available resources is available at A specific game plan for hiring is set out at: