NAPBS urges employers to focus on background screening this holiday season

National Association of Professional Background Screeners (NAPBS) reminds employers that properly screening job applicants is more important than ever in their latest press release. “Seasonal workers are an absolute necessity to handle the increased volume of customer transactions during the holidays, but employers need to make sure they’re not compromising their hiring process in the rush to find workers to meet the increased demand,” said Judy Gootkind, NAPBS Chair. “Consumers willingly share their personal information in increasingly crowded stores and restaurants, and it’s an employer’s responsibility to make sure their workers are both skilled and trustworthy. Now is not the time to cut corners when faced with time sensitive hiring decisions.” “For our part, NAPBS has developed educational programs and training aimed at helping our members to better serve their clients and to maintain the highest standards of professional excellence, accuracy and legal compliance, including a comprehensive company accreditation program as well as individual certification programs,” said Gootkind. NAPBS offers some Do’s and Don’ts for conducting effective background checks during the heavy holiday hiring period:

1. Don’t try the do-it-yourself approach to background screening – Conducting a Google search or checking social media is not adequate or appropriate for vetting potential employees and could leave you open to legal issues.
2. Do hire a professional background screening service – Partnering with a professional will ensure you obtain the most comprehensive and accurate data to help make informed hiring decisions.
3. Do treat all employees the same during the background screening process. Whether full-time, part-time or seasonal, they are still your employees and will most likely be interacting with your customers every day.
4. Do make sure you’re aware of your responsibilities as an employer under the law – Background checks are subject to state and federal laws intended to protect those being screened, so obtain an understanding of what you are required to do by law to avoid penalties.
5. Don’t fail to communicate with the job applicant – Notify the applicant prior to conducting a background check and allow enough time for the individual to resolve any disputes related to information on the background check.