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Blog Wednesday, September 21 2022
 Jobseekers can send employers their resume with the press of a button.
While most people are truthful, it’s important for hiring managers to get a clear sense of the person’s character.
This where a reference check may come in.
What Do Professional Reference Checks Entail? Chances are you’ve heard of background checks. Before onboarding a new team member, you might look into their criminal record and do a bit of digging into the candidate’s history.
Reference checks offer a vivid picture of an applicant—in a very specific way.
During a reference check, the hiring manager or screening provider will reach out to the candidate’s former employers and personal references to learn more about them.
Typical questions posed during a reference check include:
These are just some examples of the questions that come up during a standard reference check. That said, these checks may vary depending on the industry or role. Department of Transportation (DOT) reference checks, for example, are designed to meet DOT requirements. This means they will almost certainly include questions about the applicant’s drug and alcohol use as well.
Why Do Reference Checks Matter? Reference checks offer a unique assessment of the applicant’s integrity, background, and overall qualifications.
While unfortunate, some people do lie in order to get ahead. From time to time, candidates—specifically, those who assume employers won’t check references—may embellish their resume.
A reference check is a subtle yet effective way to fact-check someone’s application or interview. It’s a great way to supplement traditional background screening. Most employers consider it an essential part of the screening process.
While personal references are always appreciated, employers should note that professional ones are just as important. A former boss or supervisor can offer a unique perspective on how the candidate behaves in the workplace.
Reference Check Warning Signs What if a red flag comes up during a reference check?
If something doesn’t sit right with you, don’t be afraid to investigate. For example, if a candidate lists former colleagues rather than direct employers as references, ask for additional names. At the very least, you’ll want to understand the reason for this.
In addition, you’ll want to keep an eye out for gaps in employment references. Always ask questions if something doesn’t look right to you.
And finally, be sure to call professional references on their company phone line. This is key to making sure the person you are speaking with is who they say they are.
In today’s digital landscape, employers can connect with applicants from all over. This makes verifying your potential team members’ backgrounds more important than ever. Reference checks can help bring clarity and peace of mind amid the chaos of the hiring process.
Comprehensive Reference Checks for Texas Employers Employers in Texas cities like San Antonio, Corpus Christi, and Austin will save money—and preserve their reputation—by hiring well-qualified, properly-vetted people.
This is where pre-employment screening comes in. Reference checks are no exception. 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—searching for the same things your competitors look for in a background check.
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, August 30 2022
 In Texas and across the country, companies hire a significant number of rideshare and delivery drivers.
Vetting these team members is essential.
After all, Uber, Lyft, and taxi passengers expect their drivers to be safe.
And customers want delivery drivers they can trust.
But in the gig economy, how can employers adequately screen their staff? Prioritizing everyone’s safety is key—so does that mean assessing the candidate’s driving history, their past criminal behavior, or both?
This article will offer a deep-dive on how to vet your rideshare and delivery drivers here in Texas. Consider the following best practices to stay compliant. And remember that by screening your drivers, you can protect your people, your reputation, and your bottom line.
Motor Vehicle Records (MVR) Checks An MVR check involves driving-related information from the Department of Motor Vehicles (DMV) in each state. Companies that employ rideshare or delivery drivers must look into their drivers’ history on the road. This will help them make sure they’re hiring people with integrity and sound driving abilities.
Here are just some of the results that will come up in an MVR report:
While a lone speeding ticket might not be disqualifying, serious convictions like driving under the influence (DUI) will be. Employers who find, say, three or four minor violations in the last three years, or a major driving violation in the last three years, will want to exercise caution before extending the applicant an offer.
Concerned about a candidate who moved to Texas from another state? A reminder that MVR checks pull driving records from every U.S. state’s DMV. Chances are you’ll have all the information you need to make a decision.
Criminal Background Checks In addition to reviewing drivers’ motor vehicle records, employers should conduct criminal records checks on their potential new hires. These checks will help identify potential behavioral problems.
Since rideshare companies and organizations that offer delivery services tend to hire a substantial number of people, these checks are critical. Customer safety is a key concern—and you don’t want to let anyone slip through the cracks.
Enter criminal background screening. By going through a database of over 1 billion records, companies can screen potential hires for violent crimes, sexual assaults, robberies, and more.
Different organizations have different rules regarding which crimes are disqualifying. Generally, the following will negatively influence employers’ hiring decisions:
Most employers will screen their drivers on an annual basis to keep their records up-to-date. Again, the overarching goal is to protect customers, passengers, and other team members from a potential hire’s criminal or reckless driving behavior.
Protect Your Texas Business with Driver Background Checks Employers in Texas cities like San Antonio, Corpus Christi, and Austin will save money—and safeguard their reputation—by hiring skilled drivers with clean records.
This is where an expert third-party screening solution may come in. At Redstar Backgrounds and DrugScreenKits.com, our team will guide you through every step of vetting your rideshare and delivery drivers.
We promise to craft the exact screening solution you need—focusing on what matters while staying compliant with the law.
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, August 24 2022
 Let’s talk about background checks—specifically, Ban the Box laws.
Also known as Fair Chance laws, this legislation is meant to reduce the stigma of a candidate’s criminal history during the hiring process. Essentially, employers must consider a job applicant’s qualifications before looking into their criminal record. In line with the term “Ban the Box,” these laws prevent employers from forcing candidates to tick a box disclosing their criminal background early on.
We’ll go into more detail shortly. This article will offer an overview of Ban the Box laws and whether they apply in the state of Texas.
Ban the Box: An Overview Ban the Box laws may vary based on location. As of December 2021, federal agencies and their contractors are subject to these restrictions under Senate Bill 387 no matter their U.S. location.
This bill summarizes these laws quite well, explaining that all applicants deserve a fair chance at employment regardless of their criminal history.
Now, this doesn’t mean that employers can’t refuse to hire a candidate with a troubling criminal record. They must, however, refrain from inquiring into a person’s criminal background until after they extend a conditional offer of employment.
Consider a person with a history of driving under the influence (DUI). If this candidate receives a conditional offer of employment for a transportation role, hiring managers would be well within their right to rescind the offer. Multiple DUIs, after all, wouldn’t bode well for a position that requires driving.
The important thing here is that this type of screening cannot take place until after the applicant gets a conditional offer. In other words, it cannot be used to determine whether an applicant is qualified for a given role (although it can certainly influence a company’s hiring decision down the road).
There are exceptions to Ban the Box laws for roles where the candidate would have access to classified information.
Ban the Box in Texas Currently, approximately 35 U.S. states and many cities and counties have adopted some form of Ban the Box legislation.
Texas does not have a Ban the Box statute at this time. The city of Austin, however, does.
The law stipulates that Austin employers with 15 or more team members cannot ask candidates questions about their criminal history (or conduct a criminal background check) until after they have made a conditional job offer.
Ban the Box Compliance In 2012, the U.S. Equal Employment Opportunity Commission (EEOC) published Enforcement Guidance on considering a job applicant’s criminal history. These guidelines recommend that employers conduct individualized assessments to determine whether potential criminal activity would affect the role in question.
This is designed to reduce the risk of discrimination—yet still make hiring decisions that promote team member and community safety.
Each year, Texas employers should revisit their state, county, and city laws for a better understanding of how to screen potential workers. Company leaders can also consult with lawyers and third-party background screening providers to ensure full compliance with Ban the Box laws.
Protect Your Texas Business with Better Background Checks Employers in Texas cities like San Antonio, Corpus Christi, and Austin will save money—and safeguard their reputation—by hiring the right, properly-vetted people.
This is where pre-employment screening comes in. 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—searching for the same things your competitors look for in a background check.
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, July 27 2022
 Background checks are important regardless of your location. Austin, Texas is no exception.
The Austin Diagnostic Clinic, Whole Foods Market, Charles Schwab—the City of the Violet Crown is home to employers of all sizes. To thrive in a competitive market, businesses must scale and take on new hires. Throughout, they should absolutely pre-screen their staff.
Why Complete Pre-Employment Screening? Conducting background checks will decrease company liability and help employers make better hiring decisions. The benefits are truly expansive and include:
Hiring the wrong candidate can cost a lot of money—and take up precious time. Repeating the recruiting process over and over again can be a real drain on a company’s bottom line. This makes background screening imperative.
Teachers, healthcare professionals, and those working in industries like transportation and law must hold specific licenses and other qualifications in order to work. Pre-employment screening will verify the applicant’s credentials before you extend an offer.
Employers are responsible for the safety of their team. Hiring a dangerous or careless employee can put other workers at risk. With a comprehensive screening program, 54% of employers claim to see more consistent company safety and security.
You know what’s expensive? Being fined or sued for failing to adequately screen your staff. Investing a small, fixed sum of money on the front-end can save precious resources down the road. If you’re looking to cut costs, don’t let it be on screening.
Many Austin companies find candidates they love before completing the background screening process. A great way to work around this is to make an offer contingent on the applicant’s background check results. This lets the candidate know you’re interested, all while protecting your business should you uncover information that might sway your decision.
FCRA-Compliant Background Checks in Austin In a poll conducted by HireRight, 65% of respondents stated the main benefit of background screening is a higher-quality hire.
By identifying potential problem candidates before they join your company, you can be proactive. From a time and cost perspective, it’s better to wait a little longer to hire the right person than it is to extend an offer to the wrong one.
Screening your staff for truthfulness, sound qualifications, and a clean criminal background can make all the difference in preserving your Austin company’s reputation.
Of course, you want to make sure you’re complying with the law. A reputable background screening provider will not only tailor a program to your company needs and size—they will also take an FCRA-compliant approach. By complying with the Fair Credit Reporting Act and Texas law, both employers and team members can enjoy the protection they deserve.
Redstar Backgrounds operates within the stringent FCRA guidelines. Our team members complete ongoing training to stay compliant, so they can continue serving businesses in Austin and throughout Texas. We would love to help you build a straightforward, effective screening plan of your own.
Hire Better with Background Screening in Austin Looking to protect your business and your bottom line? Austin, Texas-based business can build a stronger workforce with a custom screening program.
To learn more, view the services we offer at Redstar Backgrounds and DrugScreenKits.com. Please contact us for details in the meantime, or to set up a free consultation.
Our team can guide you through every step of creating the right background check solution for your unique needs. Whatever industry you work in, we’ll be right by your side—saving you time, money, and liability. A more cohesive company culture is simply an added bonus.
For more information on our pre-employment screening services, follow us on Facebook, Twitter, and LinkedIn. Thursday, July 21 2022
 There’s no one-size-fits-all approach to running a background check.
While most Texas employers will agree on the importance of screening potential new hires, people—and industries—may go about things differently. A pre-employment background check will vary based on the size and resources of the organization, along with many other factors.
Yet business owners from San Antonio, Austin, Houston, and Corpus Christi will agree that some items are absolutely essential.
What Do Companies Look for in a Background Check? These are the top five things Texas companies look for in a background check:
Most hiring managers complete criminal records checks on the job candidates they’re seriously considering. Some extend offers contingent on the applicant passing the check. Employers can conduct criminal background checks at the county, state, and federal level. It’s important to conduct a Sex Offender Registry search as well, in order to avoid putting your customers and staff at risk. Red flags include violent crimes, embezzlement convictions, DUI, and more.
Most Texas companies will look into their candidates’ work history. Hiring managers might be hoping to confirm the candidate has a certain level of experience in a particular industry or role. In other cases, they might be determining whether the candidate could bring other skills to the table that could compensate for a lack of experience in another area. Since applicants generally self-report their employment history, verification checks are equally important.
Verification checks give hiring managers a chance to look for dishonesty. In addition to checking the candidate’s work history, HR professionals might also verify that the applicant attended a specific high school, college, or university during the dates they reported. Some verification checks might also determine whether a person has the degrees, certificates, and licenses they need to work in their field: a teaching license, for example, or a license to practice law.
References are different from employment verification checks, though each one is tied to the applicant’s career history. While employment verification looks into whether the candidate is being honest about their work experience, professional references consist of actual conversations with a person’s former colleagues and supervisors. References are more focused on the candidate’s work performance, skillset, and character than they are on uncovering discrepancies.
Finally, Texas employers often look for a clean driving record when making their hiring decisions. This is especially relevant for jobs that involve driving or operating heavy machinery. Transportation, construction, and manufacturing jobs are best-suited for candidates who don’t have a history of speeding or reckless driving. A less-than-stellar driving record can cause safety and liability problems that employers will almost certainly want to avoid.
What Can’t Employers Screen For? Employers cannot check their potential hires’ medical or military records. Criminal records that have been sealed or expunged are off-limits as well. And background check compliance is essential for business owners.
This, of course, is something the right provider can assist with.
Many Texas businesses save time, increase accuracy, and improve the quality of their team by outsourcing their background screening to a trusted partner.
Protect Your Texas Business with Better Background Checks Employers in Texas cities like San Antonio, Houston, Corpus Christi, and Austin can save money—and safeguard their reputation—by hiring the right, vetted people.
This is where pre-employment screening comes in. At Redstar Backgrounds and DrugScreenKits.com, our team will help you through every step.
No matter what industry you work in, we’ll craft the exact screening solution you need—searching for the same things your competitors look for in a background check.
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. Thursday, June 30 2022
 More workers drive than employers might initially think.
Maybe you have assistants running errands on the clock. Maybe you employ a team of journalists who drive to and from interviews each day. Or, maybe you have a couple of delivery drivers on your roster. In the manufacturing and construction industries, workers who operate heavy machinery are usually considered drivers as well.
Employers who don’t own or manage a trucking company are often lax about looking into their team’s driving history. In most industries, however, employed drivers should still undergo background screening. And in addition to your standard background check, you’ll want to complete a Motor Vehicle Records (MVR) search.
What Are Motor Vehicle Records Checks? MVR checks are also known as driver’s license checks. They shed light on applicants’ driving history and are an essential component of hiring workers who will be driving on the job.
Generally speaking, MVR checks are ideal for team members who drive:
Employers should also run MVR checks on staff who will be operating heavy machinery, or driving vehicles like cranes or tractors. In most states, individual driving records date back three to seven years.
Don’t Assume Your Drivers Are Safe Far too many employers assume their drivers are safe because they interview well. If a candidate doesn’t disclose a spotty or troublesome driving record, you might not feel the need to look into their history.
That said, consulting the Department of Motor Vehicles in the state that issued the applicant’s license is essential. A quick search will give you all the information you need on the person’s driving-related crimes and accident history.
Consider the following example. Say one of your truck drivers lied about having a commercial driver’s license (CDL) in their application. If you fail to conduct a background check on this person, and they get into a serious at-fault accident in a commercial vehicle, you could be held liable for inadequate screening.
In the worst-case scenario, a negligent hiring lawsuit can become a wrongful death lawsuit. You’ll want to protect people on the road—and reduce your company liability—by going the extra mile in making certain that your drivers are safe.
Mitigate Driving Risks and Corporate Liability The best way to reduce your liability is to tailor your screening program to each driving position. By doing so, you can streamline the background check process without putting your company property, your workers, or your community at risk.
MVR checks help Texas organizations like yours stay compliant with the U.S. Department of Transportation and the Federal Motor Carrier Safety Administration.
These checks will go over everything from license types and classes, to restrictions and expiration dates. Additional information will include alcohol-related events (like DWI), suspensions and revocations, and violations or citations. Even speeding tickets will show up in the search.
Hire Safe Drivers with the Right Screening Program Protect your workforce and your community by hiring workers with an impeccable driving history.
How can you achieve this? Many clients start by browsing the services we offer at Redstar Backgrounds and DrugScreenKits.com. Please contact us for details, or to set up a free consultation.
Our team can guide you through every step of building the right program for your needs. No matter your industry, we’ll work with you to craft the exact solution you need—saving you time and money, and reducing liability as a result.
For more information on our screening services, follow us on Facebook, Twitter, and LinkedIn. Thursday, June 23 2022
 Thinking of skipping pre-employment background checks the next time you consider a new hire?
Think again. Business owners must do their due diligence and screen job candidates before extending an offer. Without a comprehensive screening program in place, you could be putting your team and your bottom line at risk.
This article will outline the costs of foregoing pre-employment background checks. Keep on reading to understand why screening potential new hires is so important.
Why Complete New Hire Background Checks? Say you find the perfect applicant—on paper, that is. The candidate may have appealing qualifications, a stellar resume, and a great attitude during their interview. You’re in a pinch, and you feel you’ve found your dream employee.
So you hire them without conducting a background check. And only later it comes to light that this person has embellished their background and failed to disclose a felony charge. Or maybe their role includes transportation, yet their driver’s license is suspended.
Believing the best in people is a great quality. Many would argue we need more optimism in the world. Yet business owners need to be cautious. Pre-employment screening can help prevent surprises down the road. Plus, a background check means once the candidate is hired, you can work together with the utmost confidence.
What Does Pre-Employment Screening Entail? An expert third-party can help you build the perfect screening program for your needs. A criminal records check and driving history search are just the beginning.
Verification services can ensure the applicant is being truthful about their current licenses, as well as their employment and education history.
Some employers may even choose to administer drug tests before extending an offer. This is because without a proper background check protocol, your company could incur a number of costs.
The Costs of Skipping Pre-Employment Screening From negligent hiring lawsuits to the cost of turnover, screening your new hires is essential. Here are just some of the costs of foregoing a pre-employment background check.
Teams are more productive when they know they’re working in a safe environment. If you build a culture of trust—one where employees can count on one another—your staff will be happier. Your employee retention rate will increase, and the results will show in your bottom line.
Under Texas law, employers can be held liable for injuries or deaths that occur due to negligent hiring practices. Uber, for example, was sued for millions of dollars in 2018—and only then did it start thoroughly screening its drivers. Background screening can protect your organization.
Word gets around about safety issues. Similarly, people will find out if someone on the inside steals money from your company. (About 5% of corporate losses occur as a result of fraud each year.) Your reputation precedes you, and you surely don’t want to lose out on precious business.
Pre-employment screening can prevent these unexpected costs from harming your business. The return on investment is massive, and the peace of mind background checks bring will allow you to focus on your core business operations.
Build Your Pre-Employment Screening Program Today Interested in building a comprehensive pre-employment screening program for your Texas business?
Curious about the services we offer at Redstar Backgrounds and DrugScreenKits.com?
Our team can guide you through every step. No matter your industry, we’ll work with you to craft the exact solution you need—saving you time and money, and reducing turnover and liability as a result.
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 31 2022
 Volunteering gives millions of Americans a sense of purpose each year. By donating our time, we can align ourselves with causes we truly care about.
But not all volunteers are qualified for the position they’re looking to fill, nor all volunteers are doing outreach for the right reasons.
Regardless of whether a position is paid, it’s important that coordinators conduct background checks on their volunteers. This article will outline the value of screening church and summer camp volunteers in San Antonio, Corpus Christi, and Austin.
Background Checks for Church Volunteers Naturally, church leaders here in Texas want to create a safe space for members. Summer is right around the corner, and with a plethora of Vacation Bible School (VBS) programs available in the coming months, coordinators will want to do their due diligence in screening volunteers.
While protecting children from predators is the most valuable benefit of a comprehensive volunteer screening program, the advantages of conducting background checks don’t end there. They include:
No matter the position, all church volunteers should be vetted before you extend an offer. Some churches like to require members to attend the church for, say, three to six months before serving in a volunteer role. Alternatively, coordinators may ask volunteers to start working as a greeter before interacting with children.
These are solid approaches to onboarding volunteers. And with the right screening program in place, churches here in Texas will be even better-equipped to protect the communities they serve.
Background Checks for Summer Camp Volunteers Summer camp volunteers work closely with children as well. They help young people learn about themselves, explore new activities, and build lasting friendships.
These volunteers are ultimately responsible for protecting youth—both physically and emotionally. This is why multifaceted background checks are so important. In order to make sure volunteers have a clear criminal history, stellar references, and top qualifications, camps should absolutely rely on a background screening process.
The benefits of pre-screening camp volunteers include:
Background checks are more than helpful in the summer camp space—they’re essential. In 2011, the American Camp Association (ACA) updated its accreditation criteria to include mandatory background screening for all staff and volunteers above the age of 18.
While camp directors might not know where to start, most recognize the value of pre-screening volunteers. And with the right provider by your side, your camp can develop the exact volunteer screening solution it needs to thrive. From biometrics to driving records to criminal checks, Redstar Backgrounds has Texas summer camps covered.
Screen Volunteers in San Antonio, Austin, and Corpus Christi Interested in building a comprehensive background screening program for your volunteers?
Curious about the services we offer at Redstar Backgrounds and DrugScreenKits.com?
Our expert staff can guide you through every step of the volunteer screening process. Screening generally includes:
Organizations can customize their volunteer screening as needed. Whether you are a church or a summer camp, Redstar Backgrounds will work with you to craft the exact solution you desire—saving you time and money, protecting the people you serve, and reducing turnover as a result.
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, May 25 2022
 In the current labor market, many employers are happy to hire whatever qualified talent they can get. Job hopping has gradually become the norm in the past decade, and in the wake of the COVID-19 pandemic, the labor market is arguably more competitive than ever.
Does this mean that employers should forego background screening?
The answer is a hard no. Hiring managers should continue conducting background checks on prospective team members. This includes testing job candidates—and current staff—for drugs.
What About Marijuana? A key trend employers are seeing is that fewer drug test kits are screening for marijuana. In many cases, businesses’ custom panels no longer include cannabis.
This is a contentious topic. With the increased decriminalization of marijuana throughout the U.S., some companies don’t feel the need to test for cannabis use.
But should they? Many employers—those in states where recreational marijuana is criminalized, and those working in industries or roles where marijuana use is ill-advised—still view screening for cannabis a top priority.
Should Employers Test for Marijuana? It may seem like everywhere you look in the U.S., cannabis is being legalized. Medicinal marijuana is currently legal in 37 states, and recreational marijuana has been decriminalized in 19 states and the District of Columbia. Additional states are slated to follow suit in 2023, 2024, and beyond.
In 2012, Philadelphia actually joined Nevada and New York City to implement a ban on pre-employment screening for marijuana. While these laws feature exemptions for positions with a special emphasis on physical safety—for instance, those in healthcare, transportation, and manufacturing—these laws set a remarkable precedent.
Yet at the federal level, marijuana is still a Schedule I substance under the Controlled Substances Act. This makes cannabis illegal under federal law, no matter individual states’ take on the matter. It also means that while some employers feel there’s no longer a need to screen for the substance, current legislation does not give team members free rein to work under the influence.
Our take is that most employers should continue screening their applicants and staff for marijuana. However, there’s no one-size-fits-all approach to drug screening. Creating a custom program is essential.
Why Screen for Marijuana in the Workplace? If you’re wondering whether to screen your employment base for marijuana, consider the following: Many states where marijuana is now legal have exemptions for safety-sensitive positions. Legally, organizations can still prohibit their teams from working under the influence and from using cannabis on company property. In most cases, employers can still test for marijuana as well.
Now, 16% of global companies are fully remote today. And yes, this adds yet another layer of complexity to the drug screening process. But employers still, generally speaking, have the right to screen their staff. Many company leaders have reasonable concerns involving:
Current trends show that these are just some of the pitfalls of not testing team members and job applicants for marijuana use. The most important thing is for human resources teams to reconsider blanket testing, or testing for all positions unnecessarily in states where recreational marijuana is legal.
Hiring managers have the right to develop specific policies for individual roles where marijuana testing would be relevant—checking with the laws in their jurisdiction to make sure their approach is compliant, ethical, and aligned with the risks involved in the position.
Now, we’re not saying all employers should terminate every team member—or nix every candidate—who tests positive for marijuana. We are simply urging organizational leaders to take this matter seriously. Current trends show that not testing for cannabis puts the company at risk of negligent hiring and retention claims—and no one wants that liability.
Build Your Employee Drug Screening Program Today Interested in building a comprehensive drug screening program for your workforce and job candidates?
Curious about the services we offer at Redstar Backgrounds and DrugScreenKits.com?
Our team can guide you through every step. No matter your industry, we’ll work with you to craft the exact solution you need—saving you time and money, and reducing turnover and liability as a result.
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 27 2022
 While some employers view pre-employment background checks as a cost worth cutting, others view it as an investment.
The latter group is onto something. Healthcare organizations in particular should absolutely pre-screen all potential hires.
Are Healthcare Background Checks Mandatory? Most states require employers in the medical field to screen job candidates they’re thinking of hiring. However, not all background checks are created equal.
Different types of employers may benefit from different screening programs—and a Fair Credit Reporting Act (FCRA)-compliant background check provider can help employers navigate this. One thing of note is that it’s essential to go beyond the bare minimum required by law.
This is especially important in light of a Department of Health and Human Services (HHS) report that found a number of statutes only require healthcare background checks for specific employees.
The truth is that all team members working in the medical field should be pre-screened, even those who don’t work directly with patients. Employers should also pre-screen human resources coordinators, administrators, janitors, and other staff.
Ultimately, pre-screening should be an integral part of the hiring process for every position. Healthcare employers in San Antonio and Bexar counties should absolutely set an example for other organizations, throughout Texas and across the United States.
What Goes into Healthcare Pre-Employment Screening? In the medical field, pre-employment screening will generally include the following:
While most information can only be reported for seven years under the FCRA, there are some exceptions depending on the state, position salary, and other factors. The knowledge employers need to make a sound hiring decision will generally remain accessible beyond this timeframe.
Certain types of information—for instance, sex crimes—will remain public information indefinitely. Education and license verifications, as well as sanctions information (which we’ll discuss in detail in the next section), aren’t covered by restrictions either.
An experienced background check provider can help you understand the nuances at play. The important thing is to be consistent, objective, and reliant on data when conducting background checks in the healthcare field.
What Are Healthcare Sanctions? We discussed the importance of screening all medical staff, including those who don’t have direct access to patients.
Now let’s talk about the value of screening licensed healthcare professionals such as doctors and nurses. These workers are overseen by their state’s licensing boards and expected to meet the standards of their role. This typically comes down to ethics, skill, and behavior.
Workers who fail to meet these standards may have healthcare sanctions on their record. These are suspensions, fines, or public censures that occurred in the worker’s past position.
Pre-screening potential candidates can help employers make sure their new hires are free of healthcare sanctions. Knowing whether a worker has been sanctioned can help medical employers make the best possible hiring decisions, reducing the risk of ethical, financial, and safety problems.
Pre-Screen Your Healthcare Staff in San Antonio and Bexar Counties Interested in building a comprehensive background screening program for your healthcare team?
Curious about the services we offer at Redstar Backgrounds and DrugScreenKits.com?
Our expert staff can guide you through every step of the process. Whether you are a hospital, a private clinic, or a volunteer medical organization, we’ll work with you to craft the exact solution you need—saving you time and money, protecting patients, and reducing staff turnover as a result.
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. |
