1. Dont Hire Your Problems A Simple, Cost Effective Approach to Pre-Employment ScreeningJohn Pate - LS Screening

2. Todays Webinar 1. Pre-employment Screening is ReallyRisk Management. 2. Where the Best Information is and Howto Access It. 3. Why Drug Testing Improves YourBottom Line 4. Applicant Rights and EmployerResponsibilities 3. Pre-Employment Screening isRisk Management What Are Your Risks? Financial: Will new hires stay long enough to justify the cost of hiring them?Environmental: Will they fit in?Reputation:Can they do the job? 4. One way to go Now Hiring: Losers 5. When it comes to hiring, no one has a crystal ball so rememberThe best predictor offuture behavior is past behavior 6. How Can You Learn About PastBehavior? Consistent Interviewing Knowledge and Skills Tests Background Checks 7. Lets Meet Your PotentialWorkforce 6 -12% have a criminal record 4 -16% will test positive for illegal drugs 25 35% will have someone elses name associated with their SSN. 8. The Perfect Interview QuestionIs there anything you havent told me that, if I knew, would cause me notto hire you? 9. The Question Not Asked CanLead to Negligent Hiring Negligent Hiring occurs when, prior to the time of the employee is actually hired, the employer knew or should have known of the employees unfitness (Garcia v Duffy 1986) Employers must do what is reasonable to check applicants past. Courts have decided a basic background check meets the standard. 10. The Cost of a Bad Hire Conservatively 20% of the annual salary For a minimum wage employee - $2900 Lets do the math 10 people hired/termed in same year Costs $29,000 11. What Can You Do? At a minimum: Check all applicants for criminal and sex offender records This can be done for approx. $25 and takes 1-3 business days. 12. The Alternatives $25 for a background check $2900 minimum cost of a bad hire $1.6 million average settlement in a Negligent Hiring Lawsuit in 2001 (SHRM)[End Part 1] 13. Where is the Best Information? 14. Where is the best information? 1. In 2001: 44% lied about work histories 41% lied about their education 23% falsified credentials 2. Dont believe everything the Applicant tellsyou even their name, SSN, date of birth orwhere theyve lived or worked. 3. (Some) Applicants lie. 15. Trust But Verify 4. The people you want to avoid serialoffenders know how to game thesystem by altering their information.Even the slightest change can allow them to slip through 16. Who Has the Best Data? 5. Go to the Source Two levels of records: State and Federal The County Courthouse is the genesis for all state criminal records. The National Criminal file is a marketing ploy and doesnt exist. Use an address history report to determine where you will search. Ah The Texas DPS Database 17. Where is the best information? 5. Assume an average of 2-3 businessdays to complete the process 6. Nine Words about databases 1- Fast 2 - Inexpensive 3 - Inaccurate 4 - Incomplete 5 9 - Not Compliant with Existing Laws 18. How Do I Figure All This Out? Partner with a licensed, insured company to provide this service your provider should reduce your liability, not increase it. Read the fine print.[End Part 2] 19. Why Drug Testing Improves Your Bottom Line First lets admit to a general feeling of discomfort associated with drug testing Some Employers think its too personal Theres a bit on ick factor Social attitudes appear to be softening towards marijuana which accounts for approximately 50% of all positive results. 20. Why Drug Testing Improves Your Bottom Line DOL says drug using Employees are: 2.2 times more likely to ask for time off/leave early 2.5 times more likely to be absent 3 times more likely to be late 3.6 times more likely to have an accident 5 times more like to file workers comp claim 2 times more likely to change jobs Function at 67% of their capacity 21. How much better would your life be if all your employees were: Always on time Never had an accident or missed work Stayed with your company forever resulting in zero turnover. Always performed at 100% [End Part 3] 22. Applicant Rights-Employer Responsibilities The Hiring Process is regulated by: The Fair Credit Reporting Act (FCRA) Full disclosure prior to background check Records used must be current Notice of Adverse Action Does it affect you? EEOC Sets a very high standard for use non-conviction records 23. Applicant Rights The right to know if a prospective employers runs a background check The right to dispute information they believe is incorrect. The right to work in an environment that is safe and non-threatening 24. Employer Obligations Disclose to an applicant if they are doing a background check Notify the applicant if the background check contributes to a decision not to hire Do what is reasonable to provide a safe, non-threatening work environment 25. Summary 1. The best predictor of future behavior ispast behavior. 2. Verify basic applicant informationthrough a third party 3. Do what is reasonable 4. Add drug testing to your hiring process 5. Use a licensed, insured, provider 26. Remember Time you spend hiring is time not spent running your business Effective background checks will reduce your turnover and decrease the time (and money) you spend on hiring. 27. Thank You.Free Download of You and Your Data How Your Personal Data Affects Your Job Searchwww.youandyourdata.comEnter: GNAP in the Promo Code Box 28. Dont Hire Your Problems A Simple, Cost Effective Approach to Pre-Employment ScreeningJohn Pate LS Screening www.lsscreen.comwww.youandyourdata.com