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Blog Wednesday, December 27 2023
 As we look forward to 2024, let’s consider the future of employment in Texas.
The outlook is overwhelmingly positive. From 2020 to 2030, experts project that employment in our state will grow by 18.3%. That translates to a whopping 2.4 million jobs. And every year, Texas is expected to have about 1.8 million job openings too. This is mainly due to people leaving the workforce, changing occupations, or simply advancing in their field.
It also means that annually, Texas employers will be tasked with screening almost 2 million potential new hires. Take Jana, who is in charge of hiring someone for a healthcare administration role. She came across Beau’s application and thought he’d be a great fit. He interviewed well, had relevant experience at another regional clinic, and seemed like the perfect hire.
Then came the results from Beau’s background check. During Jana’s investigation into Beau’s history, certain “ghosts”—or shadows—emerged. Immediately, Jana started rethinking her hiring decision.
This article will examine what might have happened.
What Do Employment Background Checks Screen for in Texas? Employment background checks are comprehensive investigations that review an applicant's history. The initial goal is to verify the accuracy of the information the candidate provided on their resume and application.
A secondary goal is to conduct a criminal records search and look at a few other factors.
Specific aspects of pre-employment screening may include:
Naturally, employers worry about any criminal convictions that may pose a risk to the workplace. In Beau’s case, a conviction from a bar brawl came up during this check.
Employers understandably want to verify that an applicant has the experience and skills they claim. Most hiring managers will also review the candidate’s education and licensure.
By checking the candidate’s references, employers can get a strong sense of the person’s character. Reference checks can also confirm the applicant would be a strong cultural fit.
In many industries, employers will screen potential new staff for drug and alcohol abuse. You can learn more about the benefits of these tests here.
Generally, employers conduct pre-employment background checks to make sure the candidate is trustworthy, qualified, and well-suited to the company.
What if a Ghost from the Applicant’s Past Comes Up During Screening? Occasionally, background checks reveal unexpected information. Without proper screening, these unfortunate insights—or “ghosts” from an applicant’s past—would simply lurk in the shadows.
What “ghosts” are we talking about, exactly? They could be a surprise criminal record (like with Beau), an unexpected gap in the candidate’s employment, or something else.
When this kind of information surfaces, employers may choose to conduct a thorough review. It’s important that they consider factors like the nature of the offense, its relevance to the position, and the time that has passed since the incident.
Important Considerations Before Taking Adverse Action If adverse information comes up during a background check, employers are required by law to follow specific procedures outlined in the Fair Credit Reporting Act (FCRA).
Applicants have the right to be informed if you deny them employment due to the results of their background check. This will also give them an opportunity to dispute or explain the findings. Employers must provide written notice, a copy of the screening report, and information on the applicant’s rights.
Candidates can take these steps to address adverse action:
If something does come up in a background check, honesty will drive a better outcome. The applicant should provide context for what happened.
It only happens rarely, but sometimes incorrect information will appear in a background check. The applicant has the right to dispute it and provide supporting evidence.
Any information that comes out of the shadows in a background check can be unsettling. As Texas employers strive to build reliable teams, candidates should address any ghosts that may emerge during the screening process. It’s important that both sides take a proactive approach.
A Trusted Screening Partner for Texas Employers At Redstar Backgrounds and DrugScreenKits.com, our team will help you through every step of the pre-employment screening process. Work with us, and we’ll tailor a background check program to your organization’s exact needs.
We have extensive background screening experience and serve clients throughout Texas and nationwide. Professional communication, fast results, and FCRA compliance are just the beginning.
Please contact us for details, or to set up a free consultation. For more information on our screening services, visit our website or follow us on Facebook, X, and LinkedIn. Wednesday, November 29 2023
 There are over 2 million healthcare workers in Florida.
According to state law, providers need to pass Level II background checks in order to find and hold employment. These checks look for disqualifying offenses such as:
The Florida Agency for Health Care Administration (AHCA) helps to enforce the latest screening regulations. The idea is to make sure all healthcare facilities conduct background checks on potential employees and report anything they find that may affect the applicant’s eligibility.
Why Conduct Healthcare Background Checks in Florida? Beyond healthcare employers’ legal obligation, these are just some of the reasons employers should pre-screen their staff.
Healthcare background checks allow employers to identify potential safety risks before they become a problem. Screening prospective workers for a history of malpractice, substance abuse, and criminal activity is essential.
Florida, like many other U.S. states, has specific screening regulations in place for healthcare facilities. Following background check requirements is both a legal obligation and an important way to build trust in your community.
We’re all human, but there’s no excuse for a breach of ethics. Patients and families put a great deal of trust in healthcare providers. Comprehensive background checks will confirm all of your practitioners have a history of professional behavior.
In Florida, healthcare background checks are mandatory. This means that failure to conduct a Level II screen can lead to legal penalties. Fines and sanctions are just the beginning for healthcare organizations that don’t comply.
Background checks include screening for exclusion from federal healthcare programs like Medicaid. The goal here is to keep employees who have been disqualified from government healthcare programs away from Florida healthcare facilities.
We all recognize the value of being proactive. Background checks are a vital, proactive risk management tool. By identifying problematic candidates before they’re hired, you can make informed decisions to mitigate risks. This will lead to a safer environment for everyone.
The honor system only gets us so far. In a shocking 2020 survey, 78% of respondents admitted to misrepresenting themselves on a resume. Background checks can verify that healthcare professionals have the licensure and qualifications they claim to have.
Background screening sends a message about the facility’s commitment to integrity. A consistent screening protocol will make it clear that you prioritize patients’ and team members’ well-being. It will also show others how much you value their safety.
Should Florida Healthcare Facilities Hire a Screening Provider? Healthcare employers can conduct their own background checks. However, working with a trusted provider is usually preferable. Partnering with a company like Redstar Backgrounds will save your facility time and make sure you comply with the latest screening regulations.
Here are some factors to consider when choosing a screening provider:
Make sure the vendor is accredited and FCRA-compliant before you hire them. This will confirm the screening process meets legal requirements and reflects industry standards.
Look for a provider that offers a range of services, from criminal background checks to license verification services. That way nothing will slip through the cracks.
In the fast-paced healthcare industry, quick results are critical. Try to find a screening company that can deliver accurate results fast. That way you can make hiring decisions promptly.
Florida Healthcare Employers’ Trusted Screening Partner At Redstar Backgrounds and DrugScreenKits.com, our team will help you through every step of the pre-employment screening process. Work with us, and we’ll tailor a healthcare background check program to your organization’s specific needs.
Please contact us for details, or to set up a free consultation. For more information on our healthcare screening services, visit our website or follow us on Facebook, X, and LinkedIn Monday, October 30 2023
 Pre-employment screening may seem costly or time-consuming, but it’s almost always the right decision for Texas employers. Here are the top 10 reasons to complete new-hire background checks.
Keep Your Team Safe Jack charmed you during his interview—so much so that you didn’t bother conducting a background check. But after two months, he came to work in a foul mood. Jack got so angry that he grabbed his laptop and hurled it across the room. It almost hit his coworker Dylan.
If you’d conducted a background check, you would have found that this wasn’t Jack’s first incident in the workplace. Pre-screening your staff can help keep your entire team safe.
Reduce Turnover Some companies believe in hiring as quickly as possible. Slowing down and hiring the right people, however, will reduce turnover in the long term. This will save you time down the road—and keep your team from having to invest in unnecessary recruitment, interviewing, and onboarding.
A background check can help confirm you’re hiring someone committed to (and well-qualified for) the job.
Protect Your Reputation When you hired Annie, you knew right away that she’d make your clients feel at ease. However, if you’d screened her properly, you would have learned that she double-charged customers in her last role. You’d have also learned that this wasn’t a simply mistake, but an act of malice—for her own gain.
If she did this again to you, and word got out, your company’s reputation could be on the line.
Attract a Better Talent Pool Some Texas employers pre-screen every potential new hire. These companies tend to attract a better talent pool. The reason for this is twofold: strong candidates will appreciate your cautious approach, and bad actors won’t bother trying to pull one over you in the first place.
There’s no doubt about it: a company that issues pre-employment background checks will appeal to sincere, skilled jobseekers.
Save Money Did you know that if a business makes a poor hiring decision, it can cost them 30% of the employee’s first-year salary? Say you hire Markus, who earns $75,000 per year. If Markus ends up being a poor fit, the U.S. Department of Labor claims this could cost you $22,500 or more!
If you’d completed a background check and known that Markus lied on his resume, you wouldn’t have hired him in the first place.
Prevent Negligent Hiring Lawsuits Negligent hiring is tricky. On the one hand, most employers try make the right decision. However, if an employee ends up being a threat, and it turns out they have a history of violent or negligent behavior, your business could have a lawsuit on its hands.
To prevent a negligent hiring accusation, plan to make background checks a part of your hiring protocol.
Fulfill Your Due Diligence Say that Beatrice falls asleep at the wheel during a delivery job, and you learn afterward that she’s had two DUIs. Going beyond negligent hiring, don’t you want to do your due diligence before making an important hiring decision? This information would have come up in a background check.
Liability matters, but so does your own moral compass. Don’t let an applicant’s questionable history pass you by.
Pinpoint Lies If someone’s resume seems too good to be true, there’s a chance that it is. In 2022, over half of Americans admitted to lying on their resume. Reference checks, employment verification, and other searches will help you confirm when someone is stretching the truth.
If you value honesty, there’s no question that you should pre-screen your staff.
Maintain a Drug-Free Workplace Did you know that you can supplement background checks with pre-employment drug tests? This is an effective way to avoid hiring current users—and to show off your zero-tolerance policy for drugs. Not only that, but a criminal records search will help you flag candidates with a history of drug charges.
Learn more about drug testing potential new hires here.
Know You’ve Made the Right Hiring Decision Don’t waste time wondering whether you can trust your team. Instead, run background checks on every candidate you plan to hire. That way you won’t have to worry about whether your employee is a violent criminal, a thief, or dangerous on the road.
Pre-employment screening will confirm you’ve made the best possible hiring decision—each and every time.
Meet Your Trusted Background Screening Partner Are you ready to make background screening a pillar of your hiring process?
At Redstar Backgrounds and DrugScreenKits.com, our team will help you through every step. Our services are comprehensive, compliant, and perfect for employers throughout Texas. Whether you’re based in San Antonio, Dallas, Austin, or Corpus Christi, we have your needs covered.
Please contact us for details, or to set up a free consultation. For more information on our pre-employment screening services, visit our website or follow us on Facebook, X, and LinkedIn. Wednesday, October 25 2023
 Hiring can be complicated, especially when something questionable comes up in a background check.
Understandably, you may decide not to hire someone based on what you find.
Maybe you saw an unexpected criminal conviction, or you discovered that the candidate embellished their resume.
Whatever the circumstances, denying employment based on the results of a background check should kick off a process known as adverse action.
Adverse action is a federally-mandated protocol under the Fair Credit Reporting Act (FCRA). This article will share some key considerations under the FCRA.
When Does Adverse Action Apply? Adverse action applies whenever you plan to make a negative hiring decision based on a consumer report like a background check. It may seem simple, but there are clear steps companies need to take to comply. The goal is for the candidate to be able to dispute the outcome if they want to.
Best practice: Hiring managers should avoid telling candidates they’ve been disqualified—in person or in writing—before sending them a pre-adverse action notice. We’ll go over what that notice should look like shortly.
How Should You Start the Adverse Action Process? At this stage, it’s important to recognize that you found potentially-problematic information that may disqualify the candidate.
As such, the first step of the adverse action process is to send the applicant a pre-adverse action notice. You’ll want to do this before your hiring team finalizes their decision.
The FCRA outlines a two-step process for employers who intend to deny a candidate employment due to a background check:
Best practice: Plan to include a copy of the background check report for the candidate’s review. Then, let them know that they have the right to dispute a potential issue or inaccuracy.
Best practice: Note that the “allotted timeframe” is usually five days at the federal level. Some states and cities, however, have their own requirements that you’ll need to consider.
What Should You Include When Sending a Pre-Adverse Action Notice? Be sure to include the following in your pre-adverse action notice:
Best practice: Before you send out a pre-adverse action notice, you’ll want to confirm there are no other state or local ordinances you’ll need to follow. Read our article on “ban the box” laws for more information.
And there you have it. The adverse action process may seem complicated, but it doesn’t have to be. Working with a reputable background screening service provider can make the experience that much easier for your organization.
Meet Your FCRA-Compliant Screening Partner Are you ready to make background screening a key part of your hiring process?
At Redstar Backgrounds and DrugScreenKits.com, our team will help you through every step. Our services are comprehensive, compliant, and perfect for employers. Whether you’re in Texas like we are, or located in another state, we have your needs covered.
Please contact us for details, or to set up a free consultation. For more information on our pre-employment screening services, visit our website or follow us on Facebook, X, and LinkedIn. Wednesday, September 27 2023
 Tennessee employers: are you pre-screening your healthcare staff?
Are you checking to make sure they’re properly licensed?
If you aren’t yet, you should be. No—you have to be.
You see, the medical industry is highly regulated. Understandably, right?
And this means it’s important to complete background checks for all potential new hires and licensees—from administrators and scribes, to nurses and pharmacists.
This is especially important in Tennessee. Nashville, after all, is considered the health services capital of America. But what should healthcare background checks look like?
How Do Healthcare Background Checks Work in Tennessee? Healthcare providers undergo a specific set of screening requirements. The idea here is to make sure that only competent, qualified, reliable workers find employment in the field. The goal is to protect patients and other healthcare professionals from dishonest people, or unethical behavior.
Healthcare background checks are overseen by the Tennessee Department of Health (TDH) and its subsidiary branch, the Office of Professional Responsibility (OPR). (The TDH is responsible for providing healthcare services, while the OPR is tasked with regulating the background check process.)
Generally, healthcare background checks include:
The OPR will examine the results of these checks to determine whether candidates are eligible for a license. If they are eligible, the healthcare professional will receive a license to practice in Tennessee.
Tennessee Background Checks for Nurses There are over 100,000 registered nurses in Tennessee.
The Tennessee Board of Nursing (TBN) manages these nurses’ licensure, education, and practice. To protect the public before these professionals enter the workforce, the TBN requires all nursing candidates to pass a background check.
The aim of this check is to make sure the aspiring nurse has followed Tennessee and federal law. The Tennessee Bureau of Investigation (TBI) processes the candidate’s fingerprints through the state’s Department of Safety and Homeland Security database.
They will then examine all state, county, and federal records. So if a nurse is up for licensure and committed a crime outside of Tennessee, their criminal history will still disqualify them.
While the findings of a background check influence whether a nurse becomes licensed, they aren’t publicly available. The results are only disclosed to the candidate and the TBN.
Tennessee Background Checks for Pharmacists Pharmacists are responsible for preparing and distributing medication. To protect the general public, they need to pass a background check before they start working in the field.
Like the TBN for nurses, aspiring pharmacists must complete this check before they become licensed in Tennessee. Pharmacist licensee background checks are carried out by the Tennessee Board of Pharmacy (TBP).
In the name of public safety, these professionals must also pass a criminal history check and a fingerprint database search. If records show a candidate has been convicted of a felony, drug offense, or other crime, they will be ineligible for a license.
Here in Tennessee, the TBN and the TBP investigate nurses and pharmacists, with the goal of holding them accountable. All nurses, pharmacists, and other healthcare professionals must have a clear criminal (and disciplinary) background to work in the field.
And ultimately, employers should always make sure these team members’ licenses are current before extending an offer. Redstar Backgrounds can help with this.
Meet Tennessee’s Trusted Healthcare Screening Partner Are you ready to make background screening a key part of your hiring process?
At Redstar Backgrounds and DrugScreenKits.com, our team will help you through every step. Our services are comprehensive, compliant, and perfect for healthcare employers in Tennessee. Whether you’re based in Memphis, Nashville, Knoxville, or Chattanooga, we have your needs covered.
Please contact us for details, or to set up a free consultation. For more information on our pre-employment screening services in Tennessee, visit our website or follow us on Facebook, X, and LinkedIn. Thursday, August 31 2023
 The medical industry is high-stakes.
The sector moves quickly and is very regulated. This makes sense, when you consider the fact that many healthcare workers are under immense pressure. Some have to make life-or-death decisions on the clock.
It’s rewarding work, but it isn’t easy. To that end, clinic, hospital, and homecare administrators have to make sure that they hire qualified people with sound morals. Even a minor mistake or oversight can have devastating consequences.
Here in Texas and across the country, healthcare background checks are critical. Pre-screening a potential new hire will also improve team morale, enhance your facility’s reputation, and put patients and families at ease.
Why Are Healthcare Background Checks Important? In 2012, the U.S. Department of Health and Human Services Office of the Inspector General (DHHS OIG) conducted research that may shock healthcare administrators.
The department found that nearly 20% of nurse’s aides with a history of workplace theft, abuse, or neglect had at least one conviction on their records.
This means that employers could have saved themselves the headache of dealing with these corrupt, potentially dangerous staff by pre-screening them.
By conducting background checks on all healthcare workers before you hire them, you can reduce your risk malpractice or liability suits. Other benefits include boosting your reputation, increasing safety, and cultivating a better organizational culture.
And we all know how important a role team culture plays in healthcare. A strong work environment will reduce turnover and strengthen patient care.
How Are Healthcare Background Checks Different? In the medical field, background checks may not look terribly different from other industries. They are, however, tailored to the healthcare sector. We recommend that these background checks be as thorough as possible—with the goal of helping employers find the best possible providers and support staff.
Most healthcare background checks include the following:
For nurses and physicians, a standard pre-employment screening program will also include a Healthcare Sanctions Check.
A healthcare sanction occurs when a provider is found to be in violation of an administrative policy, criminal offense, or civil law. Even a single sanction can lead to restrictions, suspensions, or license revocations.
Sanctions make it easy to spot professionals who present certain risks in the healthcare field. It’s important that Texas employers take them seriously—and that they monitor healthcare sanctions regularly. In addition to protecting the people you serve, checking for sanctions is also a good way to keep candidates honest during the hiring process.
How to Build Your Healthcare Background Check Program An expert provider can help you develop a strong healthcare screening program.
This will ensure you comply with all the applicable federal and Texas laws.
We suggest that you take these steps to build your healthcare background check program:
1. Connect different job positions with different checks. This step is twofold. First, you’ll want to make a list of all of the positions within your healthcare organization.
Then, you’ll need to list the specific background checks you’ll want each position to include. A role that involves transporting medication will have a greater focus on driving history, for instance. Healthcare sanctions, meanwhile, are crucial for patient-facing providers like doctors and nurses.
The most important thing here is to be consistent across each position. This will keep your screening policy equitable and thorough.
2. Create a written policy around disclosure and authorization. Surely you want to be by the book and document your protocol. This means you’ll need to create a policy around the Fair Credit Reporting Act’s (FCRA) disclosure and written authorization requirements.
From there, plan to develop a procedure around the adverse action process. That way your hiring team will know exactly what to do in the event that a background check negatively impacts a future hiring decision.
3. Establish a drug testing policy. We’ve said it once, and we’ll say it again. In healthcare, drug tests are critical.
Like any other type of screening, you’ll want to make sure your drug testing policy complies with Texas and federal laws.
Pre-employment drug testing is pretty by-the-book. For random screenings, your facility will need a clear protocol around the selection process. You’ll also want to note how much time employees have to complete the test, and what you’ll do if someone’s results come back positive.
Healthcare background checks can be complicated. If you have questions along the way, please know that you don’t have to go about this process alone. You can always seek help while creating your screening program.
Meet Your Trusted Healthcare Screening Partner Are you ready to make background screening a pillar of your hiring process?
At Redstar Backgrounds and DrugScreenKits.com, our team will help you through every step. Our services are comprehensive, compliant, and perfect for healthcare employers in Texas. Whether you’re based in San Antonio, Dallas, Austin, or Corpus Christi, we have your needs covered.
Please contact us for details, or to set up a free consultation. For more information on our pre-employment screening services here in Texas, visit our website or follow us on Facebook, X, and LinkedIn. Wednesday, August 23 2023
 Manufacturing companies in Texas deal with a number of staffing challenges.
One of the biggest challenges involves hiring the right people.
Naturally, the goal is to find the best person for the job. This extends from your corporate team, to your company’s plant workers and drivers.
Yet no matter how safe or trustworthy a person might seem, you’ll want to look into their history before extending an offer. A conditional offer of employment may be appropriate, but that should always be contingent on the candidate passing a background check.
But what does a manufacturing background check look like? This post will let you in on what to consider when building your custom screening program.
What to Know About Manufacturing Background Checks in Texas Redstar Backgrounds helps manufacturing companies build comprehensive background check programs.
We serve clients in:
City and county laws may vary, so there are some things you’ll want to note for our state. For example, some places in Texas enforce Ban the Box laws and other fair hiring legislation. You’ll also want to comply with the federal Fair Credit Reporting Act (FCRA) when sourcing a background check.
This involves getting each candidate’s written consent before completing a pre-employment screen, and sharing legal disclosures about the screening process. You’ll also need to share a copy of the background check report—either upon request or independently depending on your location.
Finally, if the information you find in a background check negatively impacts your hiring decision, you will have to adhere to the FCRA’s adverse action process.
What Do Manufacturing Background Checks Include? Most manufacturing companies complete the following as part of a thorough background check:
Criminal records checks search county, state, and federal records for misdemeanor and felony convictions.
These checks confirm the applicant’s employment and enrollment history, plus the positions they’ve held and any employment gaps.
By checking in with the candidate’s references, you can learn a great deal about their job performance and character.
This is a big one in the manufacturing industry. MVR checks review the candidate’s history behind the wheel. The goal here is to make sure the applicant is safe to drive (or operate heavy machinery).
How Many Years Back Do Texas Background Checks Go? In Texas, background check laws don’t have any time limitations. The FCRA, however, requires Credit Rating Agencies (CRAs) to look at a period of seven years for:
If the applicant will be earning a salary of $75,000 or more, these limitations may not be applicable.
It’s also important to note that MVR reports typically look at the past three years, and that candidates’ juvenile records will almost certainly be sealed.
Do Manufacturing Background Checks Take a Long Time? In Texas, pre-employment screening is fairly efficient—especially if you’re working with a third-party provider.
While turnaround times may vary, you’ll likely have everything you need within a week. Criminal history checks can be completed in minutes, while verification services may take up to a few days. Reference checks can take a bit longer, since some people are more responsive than others.
Regardless, background checks play a key role in manufacturing. They’re well worth the investment, and an expert provider can help your HR team put together the program you need to hire the very best people.
Manufacturing Companies’ Trusted Screening Partner At Redstar Backgrounds and DrugScreenKits.com, our team will help you through every step of the background check process. Work with us, and we’ll build a custom program for your manufacturing team.
Please contact us for details, or to set up a free consultation. For more information on our pre-employment screening services here in Texas, visit our website or follow us on Facebook, X, and LinkedIn. Wednesday, July 26 2023
 Regardless of how you structure your nonprofit organization, you’ll want to pre-screen your volunteers. A quick Google search of the candidate’s name may seem like enough, but it isn’t—you need to run a comprehensive criminal background check. This check should scour records at the national, state, and county level. Wednesday, July 19 2023
 There's no denying that background screening matters. In healthcare especially, pre-screening your staff can go a long way in protecting the people you serve. Here is what Texas employers should consider. Thursday, June 22 2023
 As the global population ages, the demand for assisted living facilities, nursing homes, and senior care centers continues to rise. Employers in Florida’s major cities like Jacksonville, Miami, Orlando, and Tampa need to properly vet their team members in order to keep residents safe.
By thoroughly screening their volunteers and staff, employers can create a secure environment. This will ensure elderly people receive the quality care they deserve.
Protecting Vulnerable Seniors in Florida By 2030, one in six people will be over the age of 60. This means Florida senior care organizations need to hire more people—and vet them accordingly.
Background checks will play a critical role in this, by serving as a safeguard against potential harm. These checks allow administrators to avoid candidates with a history of abuse or fraud, and reduce the risk of neglect.
By implementing a complete background check program, Florida facilities can maintain the highest possible standard of care.
Elevating Safety Measures Jacksonville, Miami, Orlando, and Tampa are healthy, thriving cities. These employment markets are hot, and applicants have a diverse set of skills.
This makes it important to exercise due diligence when recruiting volunteers and staff members. By conducting background checks, administrators can assess candidates’ credibility and pinpoint potential problems before the position is filled.
It’s simple: nursing homes and community centers must keep people with a history of violence or substance abuse at bay. This will reduce the risk of accidents or harm to the seniors they serve.
Building Trust and Credibility Assisted living facilities, nursing homes, and senior care community centers are built on a foundation of integrity.
Families put their trust in these businesses, and a background screening protocol will inspire confidence in the care seniors receive.
When families know their aging relatives are in the hands of professionals who have undergone rigorous screening measures, they’ll feel more at ease. So from reference checks to criminal history screens, it’s important to leave no stone unturned.
Maintaining Regulatory Compliance In Florida, state and federal regulations oversee the operation of assisted living facilities, nursing homes, and senior care centers.
Background checks are an integral part of complying with these regulations. In fact, many state licensing agencies require thorough volunteer and staff screening. Background checks are critical from not only a safety standpoint, but a legal one too.
By screening potential volunteers and staff, administrators can demonstrate their commitment to regulatory compliance and the well-being of their residents.
Preventing Liability Issues We’ve said it once, and we’ll say it again: background checks play a key role in protecting residents in Florida senior care centers. They also shield facilities from potential liability problems.
Think of it this way: if an incident were to occur due to employee negligence or volunteer misconduct, the facility could be held legally responsible.
Yet by conducting extensive background checks, facilities can prove that they took reasonable steps to prevent harm and reduce the risk of legal problems. This proactive approach will help to protect their reputation and financial well-being. That sounds like a win-win to us.
A Trusted Screening Partner for Florida Businesses Are you ready to make background screening a pillar of your hiring process?
By implementing rigorous screening processes, senior care facilities can protect their vulnerable residents. Ultimately, as Florida’s major cities accommodate a growing elderly population, background checks will remain an essential tool in providing top-quality care.
At Redstar Backgrounds and DrugScreenKits.com, our team will help you through every step. Our services are comprehensive, compliant, and perfect for senior care employers in Florida. Whether you live in Tampa or Orlando, Miami or Jacksonville, we have your needs covered.
Please contact us for details, or to set up a free consultation. For more information on our screening services, follow us on Facebook, Twitter, and LinkedIn. Tuesday, May 30 2023
 Patients want to rely on healthcare workers they trust. The same thing applies to assisted living groups—residents depend on the team members who serve them each day.
This makes healthcare background checks especially critical. Subject to federal and Texas state law, healthcare is an industry with stringent training requirements and crucial ethical considerations.
As a result, background checks aren’t the exception in healthcare—they’re the rule. This article will describe how healthcare organizations and assisted living groups can use background checks to promote safety and quality care.
What Disqualifies Candidates from Working in Healthcare? Medical patients and assisted living residents are vulnerable. This makes protecting these people’s safety a top priority. Texans should note that the following factors will disqualify people from working in healthcare in our state:
Many criminal convictions are a red flag for applicants who hope to work in healthcare. Employers must disqualify candidates who have been convicted of violent crimes, sexual offenses, or fraud. Drug-related crimes should also be disqualifiers, as they pose a risk to patient safety.
Everyone makes mistakes—but a history of professional misconduct goes far beyond that. If a candidate has a history of malpractice or ethical violations, employers shouldn’t hire them. These behaviors reflect a lack of integrity that could compromise the organization’s standard of care.
If a candidate has had their medical license or certification revoked (or even suspended), employers should resist the urge to offer them a job. These things don’t happen out of nowhere, and you wouldn’t want to hire someone with poor judgment.
People grappling with drug or alcohol abuse deserve compassion. That doesn’t mean they should work in healthcare, however. Candidates with active substance abuse problems may be disqualified due to impaired judgment and compromised patient safety.
Healthcare sanctions are another factor to consider.
What Are Healthcare Sanctions in Texas? Healthcare sanctions are punitive measures against workers who fail to meet the industry’s high standard of care. Regulatory bodies like the Texas Medical Board, the Texas Board of Nursing, and the Texas Department of Aging and Disability Services impose them to protect the general public.
Sanctions may include:
These sanctions are designed to keep people with a history of misconduct out of the medical and assisted living fields. Employers should be diligent about identifying sanctions during the hiring process.
What Should a Healthcare Background Check Include? Here in Texas, we recommend that healthcare and assisted living employers conduct thorough pre-employment screenings. These should encompass:
Employers should pay especially close attention to violent or drug-related crimes, sexual offenses, and fraud.
Most people are honest, but employers should still confirm the validity of an applicant’s license or certification.
This is an effective way to check the authenticity of an applicant’s degrees and other credentials they claim to have.
By verifying the candidate’s employment history, healthcare organizations can assess their past conduct and performance.
We can’t emphasize enough how important sanction screening is. This process will shed light on any disciplinary actions taken against the candidate.
Drug testing is an effective screening tool. If an applicant has substance abuse issues, it’s unlikely they’ll be able to serve patients or residents to the extent that they should.
Healthcare organizations and assisted living groups are expected to maintain a high standard of care. By making background checks an essential part of their hiring process, employers can go the extra mile in protecting the communities they serve.
Texas Healthcare Organizations’ Trusted Screening Partner At Redstar Backgrounds and DrugScreenKits.com, our team will help you through every step of the pre-employment screening process. Work with us, and we’ll tailor a healthcare background check program to the exact position you’re looking to fill.
Please contact us for details, or to set up a free consultation. For more information on our healthcare and assisted living screening services here in Texas, visit our website or follow us on Facebook, Twitter, and LinkedIn. Wednesday, May 24 2023
 A background check is a critical part of the hiring process.
Even if a candidate seems like an amazing fit, you’ll want to do your due diligence in screening them. This article will explain why background checks matter and outline three important factors to consider.
Why Conduct Background Checks in Florida? There are 2.8 million small businesses in Florida. These companies make up 99.8% of all companies in the state!
Now, Florida is home to 22 million residents. And while there are plenty of people available to work, employers need to be cautious. Completing background checks will ensure your company hires only the most qualified, trustworthy candidates.
This is just one of the many reasons to make pre-employment screening a part of your hiring process. Now let’s discuss some considerations when conducting a background check.
3 Things to Look for in a Background Check So you’ve decided to start running background checks on your job applicants.
What should you look for in a pre-screening solution?
We recommend that you focus on three key factors:
Some candidates stretch the truth in a cover letter or application. Others flat-out lie on their resumes. A comprehensive background check will verify the applicant’s information. The right solution will avoid mistakes like:
The more experienced the background check provider, the better off you’ll be.
Employers should look at more than just the applicant’s resume. The most cutting-edge background check solutions consider a combination of the following:
You’ll almost certainly want to look at the applicant’s criminal history—both in Florida and nationwide. A successful background check provider will go over local, state, and federal court records.
You can verify an applicant’s driving history with the Florida Highway Safety and Motor Vehicles (FLHSMV). Note that a minor offense like a single speeding ticket shouldn’t affect your hiring decision.
Employers in Florida can also evaluate an applicant’s credit history by conducting a search through financial institutions like banks and credit unions.
Many screening providers will perform a deep-dive on an applicant’s education history. They may also confirm that the candidate’s licenses and certifications are current and accurate.
Your background check program must follow federal and Florida state laws. The goal here is to protect the applicant’s confidentiality and prevent problematic hiring practices. Keep the following laws in mind:
This law makes employers get the job applicant’s consent before conducting a background check. It also gives candidates the right to dispute their screening results if they believe they are inaccurate.
While Florida doesn’t have a state law that prohibits employers from asking applicants about their criminal history, certain Florida cities and counties do. Learn more about Ban the Box laws here.
Businesses with over 15 employees cannot discriminate based on a candidate’s disability. This law also forbids employers from using applicants’ medical information against them.
If you turn down a job applicant based on information you find in a background check, you’ll need to send a formal letter justifying your decision. This process is known as pre-adverse action. Employers must also give the candidate a copy of the background check and any other documents involved in the screening process.
A Trusted Screening Partner for Florida Businesses Are you ready to make background screening a pillar of your hiring process?
At Redstar Backgrounds and DrugScreenKits.com, our team will help you through every step. Our services are comprehensive, compliant, and perfect for employers in Florida. Whether you live in Tampa or Orlando, Miami or Jacksonville, or Tallahassee or Sarasota, we have your needs covered.
Please contact us for details, or to set up a free consultation. For more information on our screening services, follow us on Facebook, Twitter, and LinkedIn. Wednesday, April 26 2023
 So you’re a Texas company looking to run compliant background checks.
To follow state and federal laws, you’ll want to be fair, transparent, and communicative. This article will outline some best practices for employers like you.
Listen to the EEOC The U.S. Equal Employment Opportunity Commission (EEOC) states that it is illegal to check a candidate’s background before making a hiring decision. Hiring managers should focus on the applicant’s qualifications rather than their national origin, race, sex, or religion.
Be Open About the Screening Process Before you collect the candidate’s information, the Federal Trade Commission (FTC) and the Fair Credit Reporting Act (FCRA) have certain requirements. Specifically, you must:
Comply with Texas Law In addition to federal and general state laws, you’ll want to note that certain cities and counties have their own requirements. Consider the following:
In 2016, Austin became the first city in Texas to pass a ban-the-box ordinance. This ordinance states that employers can’t ask about a job applicant’s criminal record until after they have given the candidate a conditional job offer. The city law applies to public employers and private-sector companies with at least 15 employees.
DeSoto passed a similar ordinance to Austin in June 2021. The city’s ban-the-box law went into effect in January 2022—for all public employers and private-sector organizations with 15 or more team members. Here too, employers must make a conditional offer of employment before inquiring about the candidate’s criminal history.
In January 2022, Harris County adopted a “fair chance” policy that prohibits county employers from conducting criminal records checks until after they have made a conditional offer of employment. This law does not apply to the private sector, however.
Communicate Before Rejecting the Candidate Under the FCRA, employers must take certain steps if they plan to turn down a candidate based on their background check results. When taking “adverse action,” Texas employers must:
From there, you should inform the applicant that they have the right to dispute their report—or obtain another free report in the next 60 days.
Focus on the Last Seven Years A reminder that in Texas, employer-generated background checks typically go back seven years. This includes background checks completed by a third-party provider.
There are some exceptions, however. Under Texas law, this seven-year limit only applies to jobs that pay a salary of $75,000 or less. For higher-paying jobs, the employer can access all of the applicant’s criminal records dating back to the time they turned 18.
Minors’ records are almost always sealed, so you won’t be able to access them when completing the check.
Texas Pre-Employment Screening in San Antonio Whether you are in San Antonio, Austin, or Corpus Christi, pre-employment screening should be a key part of your hiring process.
At Redstar Backgrounds and DrugScreenKits.com, our team will help you through every step. No matter your industry, we’ll craft the exact screening solution you need to vet your job candidates. Compliance is our top priority—and our team will use the above best practices to create your custom screening solution.
Please contact us for details, or to set up a free consultation. For more information on our screening services here in Texas, follow us on Facebook, Twitter, and LinkedIn. Friday, April 21 2023
 Volunteering is a great way to give back to your community and help people in need.
This article will go over the importance of volunteer background checks in Texas.
Why Do Volunteer Background Checks Matter? Meet Joan, who loves to help children learn to read. She volunteers at a local elementary school three days a week.
We’d also like to introduce you to Darian, who enjoys coaching baseball. He volunteers in recreational youth sports. Darian likes sharing his favorite athletic activity with other people.
Joan and Darian may be donating their time to causes they love, but they still needed to complete a background check before they got started. This is because volunteer screening helps to keep communities safe. The process involves checking a potential volunteer’s:
These checks are especially important for volunteers working with vulnerable groups like children, the elderly, and the disabled. Proper screening will prevent incidents of neglect or abuse.
Background checks are also an ideal way to protect the organizations that rely on volunteers. Hiring a volunteer with a troubling criminal history can damage your team's reputation and lead to a loss of trust in your community.
Finally, background checks can help you identify the people who might not make good volunteers. Those with a history of violent or other problematic behavior shouldn’t be around the people you serve. Having this information right off the bat can help you make more informed decisions.
Volunteer Background Checks for Texas Schools Schools are a common place for volunteers to offer their services. Just think of Joan, who you met at the beginning of this article. Many adults find meaning in helping kids—but background checks are still essential. Texas state law, in fact, requires schools to pre-screen all volunteers who have direct contact with students. These include chaperones, classroom assistants, and even coaches.
Volunteer Background Checks for Texas Churches Churches rely on volunteers just like schools do. While Texas churches aren’t legally required to conduct background checks, we highly recommend that church leaders prescreen their volunteers anyway. This will help protect all of the people who attend the church—and continue to build faith and trust in the organization.
Volunteer Background Checks for Texas Hospitals Volunteers are an integral part of the healthcare system. Visit a hospital anywhere in the state, and you’ll find plenty of kindhearted people giving their time to patients in need. It’s important to note, however, that hospitals in Texas must conduct background checks on all volunteers who work with patients. This includes those who provide direct care, oversee transportation, or handle medications.
Volunteer Background Checks for Youth Sports Remember Darian? He is proof that youth sports organizations are also a popular outlet for volunteers. In Texas, these organizations have to conduct background checks on everyone who works directly with children—including coaches, referees, and team managers.
Volunteer background checks are an essential tool. Texas companies should work with a trusted partner to guarantee a safe and positive experience for everyone involved.
Volunteer Screening in Texas You want to do right by the people you serve. This means that nonprofit leaders and volunteer coordinators like you need to screen your potential volunteers.
At Redstar Backgrounds and DrugScreenKits.com, our team will help you through every step of this process. No matter your industry, we’ll craft the exact volunteer screening solution you need. Our services are comprehensive, compliant, and perfect for organizations in all Texas cities: from San Antonio and Austin, to Corpus Christi and Dallas.
Please contact us for details, or to set up a free consultation. For more information on our screening services here in Texas, follow us on Facebook, Twitter, and LinkedIn. Thursday, March 23 2023
 Background checks are a key component of the hiring process. Here in Texas, employers perform them to verify a candidate’s resume, check their criminal record, and make sure they’re qualified.
There’s another reason companies pre-screen their new hires: employers who fail to perform thorough background checks may face legal problems. This is where compliance comes in.
Here are six strategies to keep in mind for compliant pre-employment screening:
Conducting a background check? You need to comply with state, local, and federal laws. Whether you live in San Antonio or Corpus Christi, you need to understand the regulations in your area. Texas employers must also consider the Fair Credit Reporting Act (FCRA), which outlines requirements for seeking and using consumer reports like background checks.
It may seem like a given, but employers must obtain written consent before performing a background check. This is done by giving applicants a disclosure stating that the company will be completing the check. From there, the candidate can sign and date the form, and the employer can move forward. Hiring managers should provide a copy of the FCRA summary of rights at this time as well.
This is an essential consideration. If an employer decides not to hire a candidate based on the results of a background check, they need to follow adverse action procedures. In these cases, employers should offer candidates a copy of the background check report and inform them of their right to dispute it. Employers must also give candidates what is known as a notice of adverse action.
The candidate may have consented to a background check, but they didn’t give you permission to share their confidential information. To protect a candidate’s private report, employers must keep all background check documents in a safe place—away from team members who have no reason to consult them. These documents should be disposed of in a secure manner as well (for instance, via shredding).
Employers need to make sure their background check policies don’t discriminate against protected groups. In other words, your company cannot use background checks to discriminate based on race, gender, religion, parental status, or anything else. To avoid a potential lawsuit (and showcase strong values), your background check policies and processes should apply consistently to all candidates.
The truth is that employers who conduct background checks in-house are more likely to make mistakes that can lead to legal trouble. To ensure compliance with the law, many Texas hiring managers have a third-party provider conduct their background checks for them. Companies like Redstar Backgrounds are experienced in pre-employment screening and will make sure you stay compliant.
By following these best practices, you can minimize legal liabilities, preserve your reputation, and hire the best candidates for your organization. Compliance is simply an added bonus.
Texas Pre-Employment Screening: Work with Us in San Antonio Whether you are in San Antonio or Austin, Corpus Christi or El Paso, pre-employment screening should be a key part of your hiring process.
At Redstar Backgrounds and DrugScreenKits.com, our team will help you through every step. No matter your industry, we’ll craft the exact screening solution you need to vet your job candidates. Compliance is our top priority—and our team will incorporate it into your custom screening solution.
Please contact us for details, or to set up a free consultation. For more information on our screening services here in Texas, follow us on Facebook, Twitter, and LinkedIn. Friday, March 17 2023
 One thing is certain for Texas companies: employment screening law is always evolving.
It can be difficult to keep up with the latest regulations—but it’s important for employers to stay on top of them. Staying aware of the current law will help you avoid costly fines and potential lawsuits.
With that, here are some strategies for staying up-to-date:
You need to have a solid understanding of general employment screening regulations. These regulations include the Fair Credit Reporting Act (FCRA), the Equal Employment Opportunity Commission (EEOC) guidance, and the Americans with Disabilities Act (ADA).
In addition, you should take note of any laws that apply to your industry or location. Under Texas law, for example, most employers are limited to a seven-year criminal background check for roles paying less than $75,000. For higher-paying positions, employers may be able to access the candidate’s criminal background dating back to age 18. Some Texas cities have ban-the-box laws as well.
Employment screening laws can change quickly. Texas employers should follow industry, regional, and national news to determine whether their hiring processes are affected by any changes that take place. If you don’t know where to start, you can consult legal blogs, government websites, and industry associations.
Experienced pre-employment screening providers can be wonderful resources too.
When in doubt, talk to a lawyer to make sure your screening practices are compliant with the law. A skilled attorney will walk you through complex legal issues and give you expert guidance on background check compliance.
Legal counsel is always worth the investment in these cases. To avoid hefty fines and lawsuits, your company must comply with federal, state, and local laws.
Training for human resources (HR) staff is an essential part of compliance. You’ll want to confirm your HR team and hiring managers understand the importance of compliance and the consequences of non-compliance in hiring. Make sure they know how to conduct employment background checks—and how to interpret the results correctly.
Texas companies should review their policies and processes at least every year to make sure they comply with the current screening regulations. Employers may want to conduct the occasional internal audit to pinpoint areas of noncompliance and make critical updates. Like we mentioned above, a lawyer can help your company navigate this if needed.
Detailed recordkeeping will help you comply with employment screening laws and regulations. Be sure to maintain accurate records of all your employment background checks—including consent forms, each applicant’s results, and any adverse actions you have taken in response to the screening process. A reminder that these records should stay confidential and secure.
Interested in having a trusted partner help you navigate changing regulations? A third-party provider like Redstar Backgrounds can help you stay thorough, current, and compliant in your pre-employment screening. Background check providers are extremely knowledgeable about the latest screening laws.
Pre-Employment Screening for Texas Employers Whether you are in San Antonio or Austin, Corpus Christi or El Paso, pre-employment screening should be a key part of your approach to hiring.
At Redstar Backgrounds and DrugScreenKits.com, our team will help you through every step of the background check process. No matter your industry, we’ll craft the exact screening solution you need to vet your staff—in line with the latest regulations.
Please contact us for details, or to set up a free consultation. For more information on our screening services here in Texas, follow us on Facebook, Twitter, and LinkedIn. Tuesday, February 28 2023
 In the digital age, you may feel we’re all connected. Now more than ever, applicants are considering employment opportunities far from home. People can choose a city or a role they’re interested in and relocate in just a few weeks.
Many candidates come to Texas. Others live in one Texas city and search for work in another. Members of a third group may choose to pursue a new career opportunity in the same city. Here in San Antonio, we see this a great deal.
Yet companies must be diligent about the people they hire. This is where pre-employment screening comes in. Background checks confirm each person you invite to join your team is qualified, trustworthy, and safe.
To screen candidates thoroughly and accurately, many employers hire a professional background check service. Here are five reasons you should have a licensed third-party provider oversee your pre-employment screening:
1. Manage liability risks. Did you know that employers are liable for their employees’ actions in the workplace? This means that if a team member does something illegal on the job, the company could be responsible. To avoid hiring someone with a criminal background or a history of illicit behavior, many employers turn to a professional background check provider. The right service will mitigate your organization’s liability risks.
2. Verify the candidate’s history. You’d be surprised by how many job applicants embellish their qualifications and experience. Research shows that 55% of Americans have lied on their resume at least once. To avoid hiring untruthful people, Texas employers may choose to work with a screening service that can catch those discrepancies early. An experienced provider will go the extra mile in making sure your applicants have the skills they claim.
3. Cultivate a safe work environment. Remember how we mentioned that employers have a legal responsibility for their team members’ actions? They’re also tasked with providing a safe workplace for their staff. This starts with conducting comprehensive background checks on each new candidate—and making sure you aren’t hiring someone with a history of violence or drug use. Your community’s safety, after all, should be a top priority.
4. Protect your organization’s credibility. Hiring the wrong person can have serious consequences on your company’s reputation. Word of mouth spreads quickly, and one person’s actions can hurt your business for years. To preserve your brand and reputation, you’ll want to make certain you only hire high-character people whose values align with your own. Again, this is where a professional background check provider may come in.
5. Hire more efficiently. If you’re reluctant to outsource your pre-employment screening, just think about how more efficient you’ll become. Background check providers have access to a full suite of databases and tools that allow them to conduct comprehensive, accurate checks quickly. This will help your Texas organization make better, faster hiring decisions that will save you time and money.
The job market is competitive, and you want to consider only the best candidates for your company. Redstar Backgrounds can help you make the right hiring decisions by verifying candidates’ credentials, checking their references, and confirming other key information.
Pre-Employment Screening in San Antonio Whether you are in San Antonio or Austin, Corpus Christi or El Paso, pre-employment screening should be a key part of your hiring process.
At Redstar Backgrounds and DrugScreenKits.com, our team will help you through every step. No matter your industry, we’ll craft the exact screening solution you need to vet your job candidates.
Please contact us for details, or to set up a free consultation. For more information on our screening services here in Texas, follow us on Facebook, Twitter, and LinkedIn. Wednesday, February 22 2023
 Pre-employment background checks play a key role in the hiring process.
In addition to making sure a candidate is a good fit for the organization, these checks verify the information applicants provide. A simple screening is an effective way for Texas employers to make sure they are hiring honest, well-qualified people.
This post will offer an overview of pre-employment background checks. It will also cover the benefits of background checks and explain how to conduct them.
What Goes into a Pre-Employment Background Check? Pre-employment screening involves a thorough review of the candidate’s personal, educational, and employment history. The vast majority of background checks look into the applicant’s criminal background too. Reference checks and motor vehicle records (MVR) checks may also come into play.
The purpose of a pre-employment background check is to confirm the applicant has provided truthful, accurate information. Another goal is to uncover potential red flags—say, a felony charge or a fudged resume—that would disqualify the person from being considered.
Different Texas employers may adjust their approach to pre-employment screening based on their needs. For example, a company that hires delivery drivers or requires staff to operate heavy machinery will emphasize driving history more than a healthcare facility would.
Why Conduct Pre-Employment Background Checks? Here are some of the benefits pre-employment screening brings employers:
Looking to elevate your company’s security? Background checks are a great place to start. By conducting a thorough review of a candidate’s criminal history, you can identify safety concerns before you onboard a potentially problematic team member.
By verifying a candidate’s background—namely their criminal, employment, and education history—employers can confirm the applicant has the right skills, character, and experience for the role. This brings us to our next point.
Background checks can also reduce turnover. The idea is to make sure the candidate is a good fit both culturally and for the role in question—before they join the team. This helps to improve retention rates and save money on recruitment.
Background screening offers financial protection against liability. By reviewing an applicant’s history before extending a job offer, employers can show they have taken reasonable steps to avoid putting the company at risk.
Now let’s discuss what a pre-employment background check might look like.
The Pre-Employment Screening Process Here are some common steps involved in a pre-employment background check:
1. Obtaining the applicant’s written consent Before conducting a pre-employment background check, employers must seek the candidate’s consent in writing. This generally includes a release form that authorizes the employer to perform the check.
2. Collecting the candidate’s information After obtaining the release, the employer may request the applicant’s name, address, and date of birth. Companies will likely require the candidate’s Social Security and driver’s license number as well.
3. Completing the background check Finally, the employer can complete the pre-employment background screening process. They can then review the results to determine whether the applicant is right for the role.
Texas employers should note that when it comes to background screening, compliance is key. Redstar Backgrounds can help you stay thorough, compliant, and proactive in your hiring process.
Pre-Employment Screening for Texas Employers Whether you are in San Antonio or Austin, Corpus Christi or El Paso, pre-employment screening should be a key part of your approach to hiring.
At Redstar Backgrounds and DrugScreenKits.com, our team will help you through every step of the background check process. No matter your industry, we’ll craft the exact screening solution you need to vet your staff.
Please contact us for details, or to set up a free consultation. For more information on our screening services here in Texas, follow us on Facebook, Twitter, and LinkedIn. Tuesday, January 24 2023
 Pre-employment screening is about so much more than making sure your new hires are qualified. A meticulous background check will provide insight into a person’s character, criminal history, and more.
In the medical field, background checks are truly invaluable. They help healthcare organizations protect patients and staff, preserve their reputation, and cultivate a strong culture.
This article will explore the nuances of background checks in healthcare.
Pre-Employment Screening in the Medical Field Healthcare organizations in San Antonio, Austin, and Corpus Christi must develop the screening program they need to safeguard patients and hire the right people.
Generally, a background check in the healthcare industry will include the following:
By running the candidate through a database with over 1 billion records, you can confirm they have a clean criminal history.
An MVR search will bring additional transparency to potential hires—from vehicle-related crimes to their accident history.
Employment, education, and identity verification are essential. They confirm the candidate is not only qualified, but truthful.
Drug abuse costs Texas healthcare organizations money and puts patients at risk. Stay ahead of problems with a custom program.
It’s extremely important that you look into healthcare candidates’ career history. Screening for sanctions will help you weed out medical workers who have been penalized, suspended, or who have faced disciplinary action.
Why Healthcare Background Checks Matter Texas healthcare employers should screen all of their staff. Hiring managers ought to conduct background checks on administrators, physicians, nurses, physical and occupational therapists, healthcare transport workers like EMTs, and even marketing and janitorial staff.
If this sounds like overkill, it’s not. There is significant demand for healthcare workers throughout the U.S., and Texas is no exception. Hospitals, clinics, home care agencies, and even medical device manufacturers are searching for new team members.
Despite this demand, healthcare companies can’t just hire anyone. In all industries, but particularly in the medical field, employers need to be on high alert. They need to know which candidates have problematic criminal pasts, concerning suspensions or probations, or a history of drug abuse.
The ethics of inadequate screening notwithstanding, it’s important to note that healthcare employers also have a legal obligation to pre-screen their staff. A limited (or nonexistent) background check program could lead to serious consequences. Litigation, malpractice accusations, reputation damage, and safety issues are just the beginning.
A Seamless Approach for Healthcare Companies As Texas companies continue to hire healthcare workers, they need to improve their hiring strategies. Yet human resources departments are often so overwhelmed by hiring that they fall short on screening.
A third-party provider can step in and assist companies in the medical field. Together, you can integrate a vetted screening solution into your own hiring practices, customizing them as needed and staying compliant with the law throughout.
Are you ready to create a custom pre-employment screening program? Redstar Backgrounds will make it happen. Let us help you exceed healthcare industry standards and hire the best talent around.
Background Screening for Texas Healthcare Employers Healthcare employers in San Antonio, Austin, and Corpus Christi will save money—and protect their reputation—by hiring the right people people.
This is where pre-employment screening comes in. At Redstar Backgrounds and DrugScreenKits.com, our team will help you through every step of the background check process. No matter your industry, we’ll craft the exact screening solution you need to vet your staff.
Please contact us for details, or to set up a free consultation. For more information on our screening services, follow us on Facebook, Twitter, and LinkedIn. |
