Outsourcing Background Checks

Topics:
Interviews
Tags:
Background Check,
Human Resources,
Legal Protection,
Outsourcing,
Recruitment & Selection,
Society For Human Resource Management,
Workforce Management
Source:
Society for Human Resource Management

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Overview: The article underlines the fact that avoiding workplace disasters involving theft, violence and fraud—and the legal repercussions they can bring—many HR professionals hire outside screening companies to help them discover any skeletons in the closets of potential employees. While using a third party for such checks can provide practical and legal advantages, the legal protection afforded employers is far from complete. It is akin to having a shield that protects the head and torso, but leaves the legs exposed. Hiring a third-party investigator buys the company more legal protection than if one perform the own investigation. The Fair Credit Reporting Act (FCRA), the primary federal statute governing third-party background checks, provides limited legal immunity to employers who hire third-party investigators. The legal protection gained by using a third party is not absolute. HR still must take certain steps to minimize legal liability. HR professionals also have legal hurdles to overcome when background checks turn up negative information on job applicants. In such cases, HR managers should make sure they comply with the law to minimize their legal risks when acting on this information, experts say. While complying with FCRA requirements can save employers a lot of misery, they still can be sued under other federal and state statutes. Read for further apprehension.

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Format: HTML | Date: Mar 2001 | Pages: 1

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