Due to fan interest, attraction of media outlets, financial draw, and the mere fact you are in a literal spotlight with thousands in attendance, sports franchises are responsible for ensuring they add positive members to their staff. You must know who you are hiring so you can make well-informed employment decisions
that support your team’s reputation and success.
Nine Common Background Checks for Sports Staff
InfoMart has an excellent track record with our sports clients.
We have assisted many popular franchises in creating, implementing, and managing customized background screening programs that meet their staffing goals.
Basic Checks for Vendors and Support Staff
Lower-level sports employees tend to interact with customers in vendor or service roles, and one bad hire can risk the reputation of your entire team. For example, a parent could file a complaint after learning that one of your ice cream vendors employs a registered sex offender to serve children.
Some of the more common screenings conducted on our clients’ vendors
, as well as entry-level and support candidates, include the following:
- National Social Security Searches match the Social Security Number to the issued name
to verify a candidate’s identity and reveal an applicant’s aliases and/or additional addresses.
- Criminal History Searches can include county, statewide, federal, and international
criminal searches, depending on the scope requested.
- Multi-State Sex Offender Searches go through a comprehensive, private sex offender
database for almost instant results.
- Education Verification ensures that your candidate’s education history is accurate as
Background screening solutions are not one-size-fits-all and can vary widely. Programs are customizable and sensitive, and they should meet the needs of the franchise.
Expanded Checks for Front Office, Executives, Coaches, and Athletes
Expanded checks take a more detailed look at a candidate’s qualifications and history to ensure they will be effective in their position and protect the brand’s reputation. For example, a candidate’s discriminatory comments on social media could alienate both fans and stakeholders.
The following screenings, supplementing the above list of basic searches, provide a more comprehensive picture of candidates
who work in the front office or may be spotlights of media attention, such as executives, coaches and athletes:
- Previous Employment Verification confirms a candidate’s employment experience.
- Driving Records/Motor Vehicle Records verify an applicant’s driving history and identify
any risks associated with allowing a candidate corporate driving duties.
- Drug Testing identifies drug use and/or history of use.
- Credit Checks are pertinent to asset management jobs and recommended for applicants
slated for financial or cash-handling positions.
- Social Media Searches collect information from publicly available, user-generated Internet
content and strip the data of any protected-class information.
Whether you’re hiring stadium security, concession vendors, or athletes, comprehensive background checks are essential to mitigating risk and protecting your franchise’s reputation. When you employ thoroughly vetted talent, you set your team up to entertain your loyal fans while avoiding scandal over a bad hire’s negative past behavior.