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Blog 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. |
