It’s a new year and a great time to stop and evaluate your business practices, including your employment screening program. Background screening never been more important to ensuring your company is staffed with the talent who will help your business excel. Does your screening program meet all of your company’s business and compliance needs?

If any of the following rings true for you, should make a resolution to evaluate your screening program in 2016.

I don’t have a screening program.

It’s time to set bona fide policies and procedures for employment screening. The candidates you meet with may be great interviewers and their words can make them seem like a perfect fit for your organization, but there is often more to an applicant’s story than they let on at first.

No matter your size or industry, pre-employment background checks are now a normal and necessary part of doing business. There are plenty of professional background screening companies that can customize a program to meet your business needs while still falling within your hiring budget.

Sure, I screen; I run a criminal background check!

A background check is not merely a criminal history search; there are many useful employment details in a candidate’s background beyond the data housed by a court clerk. Federal, state, and local governments often vary in how you can use criminal data and what can be reported, and criminal searches won’t give you the full picture of your candidate so you can make an informed decision.

Job applicants with perfectly clean criminal records can negatively impact your company and/or its reputation due to a lack of credentials or relevant experience. A professional screening provider can help confirm candidates’ employment and education history, verify professional licensure, and conduct pre-employment drug testing, etc., all of which can help prevent costly bad hires.

I screen…most of the time.


Running a background check on some candidates, but not others? Consistency is a key component of a comprehensive and compliant screening program. Several hiring lawsuits in 2015 boiled down to inconsistent screening procedures that could have been avoided with definitive processes.

Review your screening requirements on a position-specific basis and apply them to all candidates equally. Don’t ask some managers to complete a drug test; if you ask one candidate for information, ask the same from all other candidates for that position.


As the federal enforcer of employment discrimination laws, the Equal Employment Opportunity Commission (EEOC) is a prominent player in the background check industry. Following their 2012 Enforcement Guidance, the EEOC has been closely scrutinizing employers’ policies to ensure that they do not disparately impact protected and minority populations.

The EEOC was responsible for investigating and bringing employment-related charges against well over 100 companies in 2015. To comply with the EEOC guidance and avoid litigation, companies that use criminal history in employment decisions should consider the age of a candidate’s crime, actions taken since the crime occurred, and the nature of the crime as it relates to the position sought.

Upgrade your background check program for 2016


InfoMart offers a full line of services which, when used properly, can help keep the bad hires away and ensure the safest workplace possible. With over 25 years of screening experience and a client base representing many different industries, InfoMart has what it takes to build a screening program that meets the needs of your company.

Some positions may require only a due diligence screening practice, while other positions will need a full suite of services to include criminal history, federal criminal history, civil court records, previous employment verification, education verification, professional references, credit history, motor vehicles reports, etc.

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