1	Info Cubic
2	What is Background Screening?
3	Why Companies Screen Avoid violence in the workplace 10% of job applicants have a criminal record Get the right person for the job 40% of resumes contain material lies or omissions about education, past employment, or qualifications Reduce costs associated with bad hiring Lawsuits, theft, fraud, embezzlement Turnover, bad publicity, lost customers
4	Typical Screens Basic Employment Screens SSN Verification & Trace Criminal Records Search Driving Records Employment Verification Drug Test Expanded Employment Civil Records Search Education Verification Reference Check
5	The Process Subject signs an FCRA release form, authorizing screening Employer provides release form and subject data to screening agency Screening Agency conducts investigation according to federal, state, local laws Results provided to Employer, usually within 72 hours Employer shares results with subject, as required by law
6	The Advantages of Screening Eliminate uncertainty in the hiring process by basing decisions on hard information Demonstrate Due Diligence in the hiring process, promoting safety in the workplace Encourage open communication and honesty on the part of the Applicant Excellent return on a small investment
7	The History of Background Screening
8	Humble Beginnings The 1980’s . . . Forward thinking Human Resource departments use Private Investigators to check on applicants No organized network of public record retrievers Long turn-around times, expensive research The early 1990’s . . . Negligent Hiring lawsuits begin to impact the bottom line of major corporations Pre-employment screening becomes a specialty, and dedicated agencies begin to grow
9	A Decade of Growth More and more employers awaken to the high cost of not screening applicants Dedicated Pre-employment screening agencies replace traditional Private Investigators as the main supplier NAPBS emerges based on desire to address common needs within the industry
10	Today SHRM survey reports that 80% of HR professionals use pre-employment screening Total Industry Revenue = $4 Billion Public Record Retrievers (2,000+) Small and Mid-size screening firms (1,000+) Large screening firms, some public (50+) Software and Data providers (30+) NAPBS Serves a rapidly expanding industry that fills critical needs in a security conscious economy Continually improving standards and best practices
11	The Legal Environment
12	FCRA – Fair Credit Reporting Act The “Gold Standard” for protection of consumer rights Applicant must expressly authorize screen Applicant must be given notice before any negative information is used against them Screening agency must investigate applicant claims that report is inaccurate or incomplete Report may only be used for a permissible purpose (e.g. Employment or Tenant screen) Numerous state laws augment the FCRA
13	Privacy and Identity Theft Screening may uncover cases of identity theft, providing a benefit to the applicant Screens are restricted to relevant data about the applicant’s public life Strict precautions are taken to protect the confidentiality of all reports Protection of privacy and adherence to law is central to NAPBS Code of Conduct
14	Screening and the EEOC Screening agency works to help employers use data correctly, in accordance with Equal Employment Opportunity Laws Information used to determine eligibility for employment must be job related A criminal record cannot be used to automatically disqualify an applicant, unless there is a business justification
15	The Future of the Industry
16	Trends in Screening Growing public awareness and acceptance due to terrorism concerns Expanding role of background screening-- tenants, contractors, team coaches, etc. More comprehensive screenings, requiring more thorough research Screening processes integrating with other Human Resource systems Even greater emphasis on legal compliance