|
Blog Tuesday, December 20 2022
 You may have found a wonderful new team member. They’re well-qualified and seem like a great fit for your organization.
Is a background check really necessary? The answer is yes. This article will outline the reasons why you should absolutely screen new employees before onboarding them to your company.
The Pitfalls of Not Conducting a Background Check John owns a boutique advertising agency in Austin. When Amanda submitted her resume, he couldn’t believe his luck. Amanda held a communications degree from an incredible school, had five years of extremely relevant experience, and submitted a stellar cover letter.
John didn’t bother conducting a background check. Then, one morning a few months into the job, Amanda didn’t show up to work. She missed an important client meeting. It turned out she was in jail following an arrest for her third DWI. John would have known this, if only he’d screened his new hire.
Something similar happened to Daniela, the HR manager of a Dallas manufacturing plant. She hired Brayden on the spot, without checking his references. Had she adequately screened him, Daniela would have learned he’d recently gotten fired for stealing petty cash from his last employer. Instead, she didn’t find out about Brayden’s record until he did the same thing to her.
Why New-Hire Background Checks Matter If the examples above aren’t enough to convince you that background checks are essential, the following list should be.
Here are some of the reasons why you must screen potential new hires:
John and Daniela were thrilled to find their new employees—only they didn’t screen them. So when Amanda and Brayden broke the law, these higher-ups had to deal with even more turnover. This could have been prevented with a thorough background check.
You don’t want to compromise your reputation. A single questionable hiring decision can deter clients from working with you, or qualified candidates from applying to join your team. Throw a risk of legal liability into the mix, and things won’t look good.
The safety of your team and the surrounding community should be top-of-mind. Background screening will ensure your employees come to work in a safe and honest environment each day. This will build camaraderie and promote job satisfaction.
Candidates who know you conduct background checks will be more likely to work with you. From there, you will continue to build a high-quality talent pool. And this has something of a snowball effect—making background checks well worth the investment.
In some industries, employers have a legal requirement to screen their staff. Roles that involve working with children or vulnerable seniors, as well as those in security or healthcare, require background checks. Staying compliant with the law will also save you hefty legal expenses.
If you own or operate a company and want help setting up a screening program, Redstar Backgrounds is here for you.
Background Screening for Texas Employers Employers in Texas cities like San Antonio, Dallas, Corpus Christi, Waco, El Paso, and Austin will save money—and preserve 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 properly 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. Tuesday, November 29 2022
 Hiring the right candidates for a manufacturing position can be challenging.
When it comes to staffing, employers must not only hire the most qualified person for the job, but the most trustworthy—and the safest. Whether you’re onboarding an executive or a new member of the factory floor team, screening your staff is essential.
This post will describe the importance of background checks for manufacturing positions. Texas employers, please take note.
Why Develop a Manufacturing-Specific Screening Solution? The manufacturing industry is essential to our economy. That said, safety is the most important factor.
Employers in this sector understand that to succeed, they have to mitigate risks. A significant part of this—in addition to having proper safety measures in place—is to hire well-qualified people.
This is where a blend of pre-employment and post-hire screening may come in. By conducting regular checks, you can decrease shrinkage, reduce liability, promote job satisfaction, and elevate safety.
Ultimately, comprehensive background checks will help you avoid hiring candidates whose values don’t align with your company’s. An applicant may have a stellar resume, for example. Yet if their references reveal a history of risky, uncooperative behavior, they may be more of a liability than an asset.
Now let’s discuss what a manufacturing background check should entail.
What Do Manufacturing Background Checks Include? Manufacturing companies in Austin, Houston, Corpus Christi, and San Antonio should incorporate the following into their background screening:
Everyone wants to build a team of people with good character. One of the best ways to cover your bases here is to conduct a criminal background check before you hire anyone new. While not all prior convictions should automatically disqualify the candidate, they should raise a red flag. The idea is to pinpoint risky hires early on and do the research you need before extending a job offer.
If the position you’re looking to fill involves driving or operating heavy machinery, then this check is critical. A clean driving record will ensure the candidate can legally—and safely—operate a motor vehicle. This will protect your company, your team, and your reputation. There are countless safety precautions to consider in manufacturing, and your entire team should be up to the task.
Naturally, you’re looking to prevent workplace accidents and damage. Testing potential hires for drug use will ensure everyone on the factory floor is of sound judgment at all times. The ethics of illicit drug use and abuse notwithstanding, drug tests will boost your company’s safety, productivity, and quality control. You’ll likely find there’s a greater sense of camaraderie in a drug-free environment as well.
In the manufacturing industry, employers strive to maintain a high standard of quality. Again, this is where background screening comes in. Pre-employment background checks can help companies verify an applicant has the experience they claim to have. This will confirm they are honest, qualified, and capable of excellence as a key member of your company.
Strengthen Your Workforce with Expert Screening Manufacturing employers in San Antonio, Houston, Corpus Christi, and Austin can save money and build a stronger team with an expert third-party screening provider. At Redstar Backgrounds, our staff will guide you through every step of conducting a comprehensive background check.
We promise to craft the exact screening solution you need—focusing on what matters in the manufacturing industry 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. Monday, November 21 2022
 Employers in the healthcare industry must do their due diligence to screen potential hires.
Important for all types of healthcare facilities (from hospitals to private clinics), background checks make it easy to evaluate an applicant’s employment history and overall background.
This post will highlight why healthcare background checks are so important here in Texas.
Why Do Healthcare Background Checks Matter? In all industries, background checks ensure you’re inviting the right candidates to join your team. Screening services help employers guarantee they’re hiring safe, well-qualified, trustworthy people.
Now, this holds true in all industries. But in healthcare, background checks are even more critical. Patients may be in a vulnerable position, and they deserve to receive expert care from people they can trust.
Just consider a study from the U.S. Department of Health and Human Services Office of the Inspector General (DHHS OIG), which revealed that 19% of nurse’s aides with substantiated claims of theft, neglect, or abuse had at least one criminal conviction. Many of these hires could have been avoided with a proper background check.
With that, healthcare background checks help to achieve the following:
Some employers may periodically screen their existing staff in addition to any new hires. This ensures current team members haven’t committed any disqualifying offenses since they joined the company.
What Positions Require Healthcare Background Checks? All positions in the medical field benefit from background screening, right down to administrative ones.
Positions for which candidates are screened include:
While healthcare pre-employment screening is tailored to the industry, checks may vary based on the position. A physician, for instance, will require a more thorough background check than a home health aide. Conversely, a home health aide’s background check may have more of a focus on driving history, since these professionals typically drive on the job.
What Disqualifies Applicants from Working in Healthcare? Common screening flags that may disqualify an applicant from working in healthcare include:
Past sanctions indicate that the candidate presents a higher risk. Understanding whether an applicant has been sanctioned can help employers hire the most ethically-sound employees.
What Are Healthcare Sanctions? Physicians and nurses are licensed professionals whose employment depends on the state licensing boards where they work.
These professionals must follow a certain standard of behavior in the field. Should they fail to do so, they may be sanctioned by the state licensing board. Healthcare sanctions include public censures, fines, suspensions, or other actions.
Past sanctions are usually problematic and indicative of a potential issue in the future as well. For this reason, healthcare employers should be extra-cautious before hiring someone who has been sanctioned (or who appears on a federal exclusion list). This is especially important if the organization wants to participate in programs like Medicare and Medicaid.
Healthcare Employment Screening in Texas Employers in Texas cities like San Antonio and Austin will save money and preserve their reputation by screening their healthcare job applicants.
At Redstar Backgrounds and DrugScreenKits.com, our team will guide you through every step—helping you craft the exact screening solution you need while staying compliant with the Fair Credit Reporting Act (FCRA). We’ll develop a custom, proven program tailored to your requirements.
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. Friday, October 28 2022
 Most hiring decisions are based on a blend of factors. Some employers prioritize professional experience, while others focus on stellar references or the minimum licensure.
Then, there are factors like social media presence, driving record, and criminal background. Employers verify many of these items by way of pre-employment screening.
Background checks have become the norm here in Texas and nationwide. Education verification is a solid place to start.
What Does Education Verification Look Like? Education verification is designed to verify that the candidate has the education they claim to have. The goal is for hiring managers to make better decisions by vetting the applicant more thoroughly.
Specifically, employers use education verification to confirm the applicant is being truthful and accurate. In addition to making sure the candidate has the degree listed on their resume or application, they also look at timeframes and even the school itself.
These are the items that generally come up during the education verification process:
To verify an applicant’s education, the employer or third-party screening provider will source the candidate’s transcripts and other academic records.
The process is fairly straightforward. That said, it’s important to recognize that the results may show certain discrepancies like name variations, GPA omissions, or the rare clerical error. Employers should always feel free to bring the results up with the candidate for clarification before making a final decision.
Why Verify a Job Candidate’s Education? The benefits of education verification are extensive. Here are just some of the reasons employers may include this vital service in their background screening program:
Chances are you want to hire honest people. An effective way to make sure the applicant has strong morals is to confirm they were truthful on their application. Since you want to work with transparent, ethically-sound people, verifying a candidate’s education can help you weed out those who lie or embellish their background.
A challenging part of the hiring process is that there may be more than one qualified person for a single job opening. If two people seem equally-eligible for a position, their educational achievements can factor into the final decision. Education verification will ensure you extend an offer based on complete and accurate information.
Many employers are willing to pay more money—or be more flexible during negotiations—when their preferred candidate has an impressive educational background. A company may offer a higher salary to a candidate who either graduated from a highly-ranked school or earned a more advanced degree, for example. Verifying each candidate’s academic information is essential.
Also of note is the fact that many education and government positions have rigid salary tiers based on the applicant’s education and experience. Employers working in these sectors almost always verify their preferred candidates’ information in order to place the potential new hire in the appropriate tier. Strengthen Your Workforce with Education Verification Employers in Texas cities like San Antonio, Corpus Christi, and Austin can save money and build a better workforce with an expert third-party screening provider by their side. At Redstar Backgrounds, our team will guide you through every step of conducting a comprehensive education verification check.
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. Monday, October 24 2022
 Workplace drug screening has become more and more prevalent in the last two decades. In many cases, hiring managers will even drug-test candidates who make the final cut.
Numerous businesses here in Texas and across the country rely on drug tests to screen their staff. These tests are often preventative in nature—a deterrent for current and future staff, and a way to protect the work environment. But what type of drug tests should organizations administer?
This article will compare saliva drug screening and urine drug screening. Both are viable, but there are certain nuances to keep in mind.
Saliva vs. Urine Drug Screening If you are thinking of developing a drug screening program, you may be wondering whether to conduct urine or saliva drug tests.
Currently, urine is the most common drug testing specimen, followed by saliva.
Urine drug tests are arguably the simplest to administer. These kits generally come with dip sticks, cards, panels, and cups. With results available in under 10 minutes, this method is efficient, practical, and quick. It can also test for numerous drugs in a single test.
Saliva drug tests also produce quick and accurate results. These oral screening solutions generally feature a simple saliva card. Like urine tests, they produce results in under 10 minutes. These kits—again, similar to urine tests—can screen for numerous drugs, including amphetamines, cannabinoids like marijuana, opiates, cocaine, and phencyclidine.
Saliva drug screening solutions have become more popular in recent decades. They have a shorter detection window than urine tests (48 hours instead of 72 hours), but they are in many ways just as effective. Not only that, but they can pick up on drug use minutes after the substance is taken. Urinalysis takes a few hours for the drug to metabolize in the system before the substance can be detected.
Which Specimen Is More Accurate? Urine and saliva drug tests are similar in terms of accuracy. Urine drug tests produce results with an accuracy rate of more than 99%, while saliva drug tests are about 99% accurate. And while both can test for a broad range of illicit substances, urine tests can in most cases pick up more drugs.
So what’s the answer? Depending on your needs, industry, and setting, one solution might be preferable to the other. Saliva drug tests are usually slightly more convenient, and a little less likely to be manipulated. Oral solutions also require a minimal sample. Yet if speed and versatility are important to you, your organization might opt for urine drug tests instead.
Ultimately, the choice is yours. Whatever type of drug screening solution you choose, you can expect accuracy and efficiency. Our team is here to help you on your path to developing the best program for your needs.
Drug Screening for Texas Employers Employers in Texas cities like San Antonio, Corpus Christi, and Austin will save money and preserve their reputation by drug-testing their workers and applicants.
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—administering saliva or urine drug tests on a periodic basis. Our team can develop a custom, clinically-backed program tailored to your requirements. We are truly a leader in point-of-care testing (POCT) and instant drug screening.
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, September 28 2022
 Many Texas companies may have a few questions about their background screening process.
One common question is whether they should perform driver’s license checks.
A motor vehicle records (MVR) check can offer important insight into the candidate’s driving history and character. As a screening provider, we find these checks very insightful. For roles that involve driving (or operating any vehicle or heavy machinery), you may even find them essential.
What Does an MVR Check Entail? An MVR check looks into a candidate’s driving-related information from the Department of Motor Vehicles (DMV). It generally goes over this information in each state. This means that if an applicant has moved across state lines, their driving record will follow them.
Here are some of the results that appear in an MVR report:
While a lone speeding ticket may not be disqualifying, frequent violations or a more serious offense will almost certainly affect your hiring decision.
Why Do MVR Checks Matter? Generally, an applicant’s MVR report only matters if the job requires driving or the use of heavy machinery.
Here are some examples of roles that may require (or benefit from) an MVR check during the hiring process:
For roles that include driving as a primary or otherwise important part of the position, MVR checks are key. They’ll reduce your liability as a company, and protect your staff and other people on the road.
How Far Back Do MVR Checks Go? Each U.S. state has a Department of Motor Vehicles (DMV) with its own laws and limits on how far back an MVR check might go.
In most states, MVR checks go back anywhere from three to seven years. Some states go back as far as 10 years.
Most employers look more critically at recent infractions than they do at, say, offenses from many years ago. This is especially relevant if the driver’s more recent driving record is clean.
What Do Employers Look for in an MVR Check? All industries regulated by the Department of Transportation (DOT) are federally obligated to perform MVR checks before making a hiring decision. In these sectors, a flawless (or near-flawless) record is ideal.
Employers across the board are hoping to hire workers who don’t have a history of reckless or dangerous driving. To this end, hiring managers will generally look for:
By eliminating these risks, employers can rest assured they are hiring safe drivers. Click here for more information.
Protect Your Texas Business with Driver’s License 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 conducting a comprehensive MVR check.
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, 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. |
