|
Blog Wednesday, May 24 2023
 A background check is a critical part of the hiring process.
Even if a candidate seems like an amazing fit, you’ll want to do your due diligence in screening them. This article will explain why background checks matter and outline three important factors to consider.
Why Conduct Background Checks in Florida? There are 2.8 million small businesses in Florida. These companies make up 99.8% of all companies in the state!
Now, Florida is home to 22 million residents. And while there are plenty of people available to work, employers need to be cautious. Completing background checks will ensure your company hires only the most qualified, trustworthy candidates.
This is just one of the many reasons to make pre-employment screening a part of your hiring process. Now let’s discuss some considerations when conducting a background check.
3 Things to Look for in a Background Check So you’ve decided to start running background checks on your job applicants.
What should you look for in a pre-screening solution?
We recommend that you focus on three key factors:
Some candidates stretch the truth in a cover letter or application. Others flat-out lie on their resumes. A comprehensive background check will verify the applicant’s information. The right solution will avoid mistakes like:
The more experienced the background check provider, the better off you’ll be.
Employers should look at more than just the applicant’s resume. The most cutting-edge background check solutions consider a combination of the following:
You’ll almost certainly want to look at the applicant’s criminal history—both in Florida and nationwide. A successful background check provider will go over local, state, and federal court records.
You can verify an applicant’s driving history with the Florida Highway Safety and Motor Vehicles (FLHSMV). Note that a minor offense like a single speeding ticket shouldn’t affect your hiring decision.
Employers in Florida can also evaluate an applicant’s credit history by conducting a search through financial institutions like banks and credit unions.
Many screening providers will perform a deep-dive on an applicant’s education history. They may also confirm that the candidate’s licenses and certifications are current and accurate.
Your background check program must follow federal and Florida state laws. The goal here is to protect the applicant’s confidentiality and prevent problematic hiring practices. Keep the following laws in mind:
This law makes employers get the job applicant’s consent before conducting a background check. It also gives candidates the right to dispute their screening results if they believe they are inaccurate.
While Florida doesn’t have a state law that prohibits employers from asking applicants about their criminal history, certain Florida cities and counties do. Learn more about Ban the Box laws here.
Businesses with over 15 employees cannot discriminate based on a candidate’s disability. This law also forbids employers from using applicants’ medical information against them.
If you turn down a job applicant based on information you find in a background check, you’ll need to send a formal letter justifying your decision. This process is known as pre-adverse action. Employers must also give the candidate a copy of the background check and any other documents involved in the screening process.
A Trusted Screening Partner for Florida Businesses Are you ready to make background screening a pillar of your hiring process?
At Redstar Backgrounds and DrugScreenKits.com, our team will help you through every step. Our services are comprehensive, compliant, and perfect for employers in Florida. Whether you live in Tampa or Orlando, Miami or Jacksonville, or Tallahassee or Sarasota, we have your needs covered.
Please contact us for details, or to set up a free consultation. For more information on our screening services, follow us on Facebook, Twitter, and LinkedIn. Wednesday, April 26 2023
 So you’re a Texas company looking to run compliant background checks.
To follow state and federal laws, you’ll want to be fair, transparent, and communicative. This article will outline some best practices for employers like you.
Listen to the EEOC The U.S. Equal Employment Opportunity Commission (EEOC) states that it is illegal to check a candidate’s background before making a hiring decision. Hiring managers should focus on the applicant’s qualifications rather than their national origin, race, sex, or religion.
Be Open About the Screening Process Before you collect the candidate’s information, the Federal Trade Commission (FTC) and the Fair Credit Reporting Act (FCRA) have certain requirements. Specifically, you must:
Comply with Texas Law In addition to federal and general state laws, you’ll want to note that certain cities and counties have their own requirements. Consider the following:
In 2016, Austin became the first city in Texas to pass a ban-the-box ordinance. This ordinance states that employers can’t ask about a job applicant’s criminal record until after they have given the candidate a conditional job offer. The city law applies to public employers and private-sector companies with at least 15 employees.
DeSoto passed a similar ordinance to Austin in June 2021. The city’s ban-the-box law went into effect in January 2022—for all public employers and private-sector organizations with 15 or more team members. Here too, employers must make a conditional offer of employment before inquiring about the candidate’s criminal history.
In January 2022, Harris County adopted a “fair chance” policy that prohibits county employers from conducting criminal records checks until after they have made a conditional offer of employment. This law does not apply to the private sector, however.
Communicate Before Rejecting the Candidate Under the FCRA, employers must take certain steps if they plan to turn down a candidate based on their background check results. When taking “adverse action,” Texas employers must:
From there, you should inform the applicant that they have the right to dispute their report—or obtain another free report in the next 60 days.
Focus on the Last Seven Years A reminder that in Texas, employer-generated background checks typically go back seven years. This includes background checks completed by a third-party provider.
There are some exceptions, however. Under Texas law, this seven-year limit only applies to jobs that pay a salary of $75,000 or less. For higher-paying jobs, the employer can access all of the applicant’s criminal records dating back to the time they turned 18.
Minors’ records are almost always sealed, so you won’t be able to access them when completing the check.
Texas Pre-Employment Screening in San Antonio Whether you are in San Antonio, Austin, or Corpus Christi, pre-employment screening should be a key part of your hiring process.
At Redstar Backgrounds and DrugScreenKits.com, our team will help you through every step. No matter your industry, we’ll craft the exact screening solution you need to vet your job candidates. Compliance is our top priority—and our team will use the above best practices to create your custom screening solution.
Please contact us for details, or to set up a free consultation. For more information on our screening services here in Texas, follow us on Facebook, Twitter, and LinkedIn. Friday, April 21 2023
 Volunteering is a great way to give back to your community and help people in need.
This article will go over the importance of volunteer background checks in Texas.
Why Do Volunteer Background Checks Matter? Meet Joan, who loves to help children learn to read. She volunteers at a local elementary school three days a week.
We’d also like to introduce you to Darian, who enjoys coaching baseball. He volunteers in recreational youth sports. Darian likes sharing his favorite athletic activity with other people.
Joan and Darian may be donating their time to causes they love, but they still needed to complete a background check before they got started. This is because volunteer screening helps to keep communities safe. The process involves checking a potential volunteer’s:
These checks are especially important for volunteers working with vulnerable groups like children, the elderly, and the disabled. Proper screening will prevent incidents of neglect or abuse.
Background checks are also an ideal way to protect the organizations that rely on volunteers. Hiring a volunteer with a troubling criminal history can damage your team's reputation and lead to a loss of trust in your community.
Finally, background checks can help you identify the people who might not make good volunteers. Those with a history of violent or other problematic behavior shouldn’t be around the people you serve. Having this information right off the bat can help you make more informed decisions.
Volunteer Background Checks for Texas Schools Schools are a common place for volunteers to offer their services. Just think of Joan, who you met at the beginning of this article. Many adults find meaning in helping kids—but background checks are still essential. Texas state law, in fact, requires schools to pre-screen all volunteers who have direct contact with students. These include chaperones, classroom assistants, and even coaches.
Volunteer Background Checks for Texas Churches Churches rely on volunteers just like schools do. While Texas churches aren’t legally required to conduct background checks, we highly recommend that church leaders prescreen their volunteers anyway. This will help protect all of the people who attend the church—and continue to build faith and trust in the organization.
Volunteer Background Checks for Texas Hospitals Volunteers are an integral part of the healthcare system. Visit a hospital anywhere in the state, and you’ll find plenty of kindhearted people giving their time to patients in need. It’s important to note, however, that hospitals in Texas must conduct background checks on all volunteers who work with patients. This includes those who provide direct care, oversee transportation, or handle medications.
Volunteer Background Checks for Youth Sports Remember Darian? He is proof that youth sports organizations are also a popular outlet for volunteers. In Texas, these organizations have to conduct background checks on everyone who works directly with children—including coaches, referees, and team managers.
Volunteer background checks are an essential tool. Texas companies should work with a trusted partner to guarantee a safe and positive experience for everyone involved.
Volunteer Screening in Texas You want to do right by the people you serve. This means that nonprofit leaders and volunteer coordinators like you need to screen your potential volunteers.
At Redstar Backgrounds and DrugScreenKits.com, our team will help you through every step of this process. No matter your industry, we’ll craft the exact volunteer screening solution you need. Our services are comprehensive, compliant, and perfect for organizations in all Texas cities: from San Antonio and Austin, to Corpus Christi and Dallas.
Please contact us for details, or to set up a free consultation. For more information on our screening services here in Texas, follow us on Facebook, Twitter, and LinkedIn. Thursday, March 23 2023
 Background checks are a key component of the hiring process. Here in Texas, employers perform them to verify a candidate’s resume, check their criminal record, and make sure they’re qualified.
There’s another reason companies pre-screen their new hires: employers who fail to perform thorough background checks may face legal problems. This is where compliance comes in.
Here are six strategies to keep in mind for compliant pre-employment screening:
Conducting a background check? You need to comply with state, local, and federal laws. Whether you live in San Antonio or Corpus Christi, you need to understand the regulations in your area. Texas employers must also consider the Fair Credit Reporting Act (FCRA), which outlines requirements for seeking and using consumer reports like background checks.
It may seem like a given, but employers must obtain written consent before performing a background check. This is done by giving applicants a disclosure stating that the company will be completing the check. From there, the candidate can sign and date the form, and the employer can move forward. Hiring managers should provide a copy of the FCRA summary of rights at this time as well.
This is an essential consideration. If an employer decides not to hire a candidate based on the results of a background check, they need to follow adverse action procedures. In these cases, employers should offer candidates a copy of the background check report and inform them of their right to dispute it. Employers must also give candidates what is known as a notice of adverse action.
The candidate may have consented to a background check, but they didn’t give you permission to share their confidential information. To protect a candidate’s private report, employers must keep all background check documents in a safe place—away from team members who have no reason to consult them. These documents should be disposed of in a secure manner as well (for instance, via shredding).
Employers need to make sure their background check policies don’t discriminate against protected groups. In other words, your company cannot use background checks to discriminate based on race, gender, religion, parental status, or anything else. To avoid a potential lawsuit (and showcase strong values), your background check policies and processes should apply consistently to all candidates.
The truth is that employers who conduct background checks in-house are more likely to make mistakes that can lead to legal trouble. To ensure compliance with the law, many Texas hiring managers have a third-party provider conduct their background checks for them. Companies like Redstar Backgrounds are experienced in pre-employment screening and will make sure you stay compliant.
By following these best practices, you can minimize legal liabilities, preserve your reputation, and hire the best candidates for your organization. Compliance is simply an added bonus.
Texas Pre-Employment Screening: Work with Us in San Antonio Whether you are in San Antonio or Austin, Corpus Christi or El Paso, pre-employment screening should be a key part of your hiring process.
At Redstar Backgrounds and DrugScreenKits.com, our team will help you through every step. No matter your industry, we’ll craft the exact screening solution you need to vet your job candidates. Compliance is our top priority—and our team will incorporate it into your custom screening solution.
Please contact us for details, or to set up a free consultation. For more information on our screening services here in Texas, follow us on Facebook, Twitter, and LinkedIn. Friday, March 17 2023
 One thing is certain for Texas companies: employment screening law is always evolving.
It can be difficult to keep up with the latest regulations—but it’s important for employers to stay on top of them. Staying aware of the current law will help you avoid costly fines and potential lawsuits.
With that, here are some strategies for staying up-to-date:
You need to have a solid understanding of general employment screening regulations. These regulations include the Fair Credit Reporting Act (FCRA), the Equal Employment Opportunity Commission (EEOC) guidance, and the Americans with Disabilities Act (ADA).
In addition, you should take note of any laws that apply to your industry or location. Under Texas law, for example, most employers are limited to a seven-year criminal background check for roles paying less than $75,000. For higher-paying positions, employers may be able to access the candidate’s criminal background dating back to age 18. Some Texas cities have ban-the-box laws as well.
Employment screening laws can change quickly. Texas employers should follow industry, regional, and national news to determine whether their hiring processes are affected by any changes that take place. If you don’t know where to start, you can consult legal blogs, government websites, and industry associations.
Experienced pre-employment screening providers can be wonderful resources too.
When in doubt, talk to a lawyer to make sure your screening practices are compliant with the law. A skilled attorney will walk you through complex legal issues and give you expert guidance on background check compliance.
Legal counsel is always worth the investment in these cases. To avoid hefty fines and lawsuits, your company must comply with federal, state, and local laws.
Training for human resources (HR) staff is an essential part of compliance. You’ll want to confirm your HR team and hiring managers understand the importance of compliance and the consequences of non-compliance in hiring. Make sure they know how to conduct employment background checks—and how to interpret the results correctly.
Texas companies should review their policies and processes at least every year to make sure they comply with the current screening regulations. Employers may want to conduct the occasional internal audit to pinpoint areas of noncompliance and make critical updates. Like we mentioned above, a lawyer can help your company navigate this if needed.
Detailed recordkeeping will help you comply with employment screening laws and regulations. Be sure to maintain accurate records of all your employment background checks—including consent forms, each applicant’s results, and any adverse actions you have taken in response to the screening process. A reminder that these records should stay confidential and secure.
Interested in having a trusted partner help you navigate changing regulations? A third-party provider like Redstar Backgrounds can help you stay thorough, current, and compliant in your pre-employment screening. Background check providers are extremely knowledgeable about the latest screening laws.
Pre-Employment Screening for Texas Employers Whether you are in San Antonio or Austin, Corpus Christi or El Paso, pre-employment screening should be a key part of your approach to hiring.
At Redstar Backgrounds and DrugScreenKits.com, our team will help you through every step of the background check process. No matter your industry, we’ll craft the exact screening solution you need to vet your staff—in line with the latest regulations.
Please contact us for details, or to set up a free consultation. For more information on our screening services here in Texas, follow us on Facebook, Twitter, and LinkedIn. Tuesday, February 28 2023
 In the digital age, you may feel we’re all connected. Now more than ever, applicants are considering employment opportunities far from home. People can choose a city or a role they’re interested in and relocate in just a few weeks.
Many candidates come to Texas. Others live in one Texas city and search for work in another. Members of a third group may choose to pursue a new career opportunity in the same city. Here in San Antonio, we see this a great deal.
Yet companies must be diligent about the people they hire. This is where pre-employment screening comes in. Background checks confirm each person you invite to join your team is qualified, trustworthy, and safe.
To screen candidates thoroughly and accurately, many employers hire a professional background check service. Here are five reasons you should have a licensed third-party provider oversee your pre-employment screening:
1. Manage liability risks. Did you know that employers are liable for their employees’ actions in the workplace? This means that if a team member does something illegal on the job, the company could be responsible. To avoid hiring someone with a criminal background or a history of illicit behavior, many employers turn to a professional background check provider. The right service will mitigate your organization’s liability risks.
2. Verify the candidate’s history. You’d be surprised by how many job applicants embellish their qualifications and experience. Research shows that 55% of Americans have lied on their resume at least once. To avoid hiring untruthful people, Texas employers may choose to work with a screening service that can catch those discrepancies early. An experienced provider will go the extra mile in making sure your applicants have the skills they claim.
3. Cultivate a safe work environment. Remember how we mentioned that employers have a legal responsibility for their team members’ actions? They’re also tasked with providing a safe workplace for their staff. This starts with conducting comprehensive background checks on each new candidate—and making sure you aren’t hiring someone with a history of violence or drug use. Your community’s safety, after all, should be a top priority.
4. Protect your organization’s credibility. Hiring the wrong person can have serious consequences on your company’s reputation. Word of mouth spreads quickly, and one person’s actions can hurt your business for years. To preserve your brand and reputation, you’ll want to make certain you only hire high-character people whose values align with your own. Again, this is where a professional background check provider may come in.
5. Hire more efficiently. If you’re reluctant to outsource your pre-employment screening, just think about how more efficient you’ll become. Background check providers have access to a full suite of databases and tools that allow them to conduct comprehensive, accurate checks quickly. This will help your Texas organization make better, faster hiring decisions that will save you time and money.
The job market is competitive, and you want to consider only the best candidates for your company. Redstar Backgrounds can help you make the right hiring decisions by verifying candidates’ credentials, checking their references, and confirming other key information.
Pre-Employment Screening in San Antonio Whether you are in San Antonio or Austin, Corpus Christi or El Paso, pre-employment screening should be a key part of your hiring process.
At Redstar Backgrounds and DrugScreenKits.com, our team will help you through every step. No matter your industry, we’ll craft the exact screening solution you need to vet your job candidates.
Please contact us for details, or to set up a free consultation. For more information on our screening services here in Texas, follow us on Facebook, Twitter, and LinkedIn. Wednesday, February 22 2023
 Pre-employment background checks play a key role in the hiring process.
In addition to making sure a candidate is a good fit for the organization, these checks verify the information applicants provide. A simple screening is an effective way for Texas employers to make sure they are hiring honest, well-qualified people.
This post will offer an overview of pre-employment background checks. It will also cover the benefits of background checks and explain how to conduct them.
What Goes into a Pre-Employment Background Check? Pre-employment screening involves a thorough review of the candidate’s personal, educational, and employment history. The vast majority of background checks look into the applicant’s criminal background too. Reference checks and motor vehicle records (MVR) checks may also come into play.
The purpose of a pre-employment background check is to confirm the applicant has provided truthful, accurate information. Another goal is to uncover potential red flags—say, a felony charge or a fudged resume—that would disqualify the person from being considered.
Different Texas employers may adjust their approach to pre-employment screening based on their needs. For example, a company that hires delivery drivers or requires staff to operate heavy machinery will emphasize driving history more than a healthcare facility would.
Why Conduct Pre-Employment Background Checks? Here are some of the benefits pre-employment screening brings employers:
Looking to elevate your company’s security? Background checks are a great place to start. By conducting a thorough review of a candidate’s criminal history, you can identify safety concerns before you onboard a potentially problematic team member.
By verifying a candidate’s background—namely their criminal, employment, and education history—employers can confirm the applicant has the right skills, character, and experience for the role. This brings us to our next point.
Background checks can also reduce turnover. The idea is to make sure the candidate is a good fit both culturally and for the role in question—before they join the team. This helps to improve retention rates and save money on recruitment.
Background screening offers financial protection against liability. By reviewing an applicant’s history before extending a job offer, employers can show they have taken reasonable steps to avoid putting the company at risk.
Now let’s discuss what a pre-employment background check might look like.
The Pre-Employment Screening Process Here are some common steps involved in a pre-employment background check:
1. Obtaining the applicant’s written consent Before conducting a pre-employment background check, employers must seek the candidate’s consent in writing. This generally includes a release form that authorizes the employer to perform the check.
2. Collecting the candidate’s information After obtaining the release, the employer may request the applicant’s name, address, and date of birth. Companies will likely require the candidate’s Social Security and driver’s license number as well.
3. Completing the background check Finally, the employer can complete the pre-employment background screening process. They can then review the results to determine whether the applicant is right for the role.
Texas employers should note that when it comes to background screening, compliance is key. Redstar Backgrounds can help you stay thorough, compliant, and proactive in your hiring process.
Pre-Employment Screening for Texas Employers Whether you are in San Antonio or Austin, Corpus Christi or El Paso, pre-employment screening should be a key part of your approach to hiring.
At Redstar Backgrounds and DrugScreenKits.com, our team will help you through every step of the background check process. No matter your industry, we’ll craft the exact screening solution you need to vet your staff.
Please contact us for details, or to set up a free consultation. For more information on our screening services here in Texas, follow us on Facebook, Twitter, and LinkedIn. Tuesday, January 24 2023
 Pre-employment screening is about so much more than making sure your new hires are qualified. A meticulous background check will provide insight into a person’s character, criminal history, and more.
In the medical field, background checks are truly invaluable. They help healthcare organizations protect patients and staff, preserve their reputation, and cultivate a strong culture.
This article will explore the nuances of background checks in healthcare.
Pre-Employment Screening in the Medical Field Healthcare organizations in San Antonio, Austin, and Corpus Christi must develop the screening program they need to safeguard patients and hire the right people.
Generally, a background check in the healthcare industry will include the following:
By running the candidate through a database with over 1 billion records, you can confirm they have a clean criminal history.
An MVR search will bring additional transparency to potential hires—from vehicle-related crimes to their accident history.
Employment, education, and identity verification are essential. They confirm the candidate is not only qualified, but truthful.
Drug abuse costs Texas healthcare organizations money and puts patients at risk. Stay ahead of problems with a custom program.
It’s extremely important that you look into healthcare candidates’ career history. Screening for sanctions will help you weed out medical workers who have been penalized, suspended, or who have faced disciplinary action.
Why Healthcare Background Checks Matter Texas healthcare employers should screen all of their staff. Hiring managers ought to conduct background checks on administrators, physicians, nurses, physical and occupational therapists, healthcare transport workers like EMTs, and even marketing and janitorial staff.
If this sounds like overkill, it’s not. There is significant demand for healthcare workers throughout the U.S., and Texas is no exception. Hospitals, clinics, home care agencies, and even medical device manufacturers are searching for new team members.
Despite this demand, healthcare companies can’t just hire anyone. In all industries, but particularly in the medical field, employers need to be on high alert. They need to know which candidates have problematic criminal pasts, concerning suspensions or probations, or a history of drug abuse.
The ethics of inadequate screening notwithstanding, it’s important to note that healthcare employers also have a legal obligation to pre-screen their staff. A limited (or nonexistent) background check program could lead to serious consequences. Litigation, malpractice accusations, reputation damage, and safety issues are just the beginning.
A Seamless Approach for Healthcare Companies As Texas companies continue to hire healthcare workers, they need to improve their hiring strategies. Yet human resources departments are often so overwhelmed by hiring that they fall short on screening.
A third-party provider can step in and assist companies in the medical field. Together, you can integrate a vetted screening solution into your own hiring practices, customizing them as needed and staying compliant with the law throughout.
Are you ready to create a custom pre-employment screening program? Redstar Backgrounds will make it happen. Let us help you exceed healthcare industry standards and hire the best talent around.
Background Screening for Texas Healthcare Employers Healthcare employers in San Antonio, Austin, and Corpus Christi will save money—and protect their reputation—by hiring the right people people.
This is where pre-employment screening comes in. At Redstar Backgrounds and DrugScreenKits.com, our team will help you through every step of the background check process. No matter your industry, we’ll craft the exact screening solution you need to vet your staff.
Please contact us for details, or to set up a free consultation. For more information on our screening services, follow us on Facebook, Twitter, and LinkedIn. 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. |
