Editors Note:
Keith Greene has been a recognized leader in HR circles for nearly 30 years now. He is not only a respected leader in this profession but a good friend and mentor to those of us at employeescreenIQ. Enjoy! NF

With an increasingly turbulent economy leading to increasing pressure to maximize profit potential and business efficiencies, companies of all sizes are looking to create successful partnerships with outsourcing providers. One such area is in the area of background checking. Employers are facing cyclical staffing patterns, and with the increased availability of information through the Internet and other sources, a mutually beneficial relationship with an organization able to provide thorough, accurate and QUICK background checking information is no longer a luxury but more of a necessity.

Smart, successful employers recognize that the RIGHT human capital can differentiate it from the competition. More employers are realizing that you can't 'judge a book by its cover' and are delving deeper into a candidate's background. Why is this so? All one needs to do is to read the results of surveys such as the one done by employeescreenIQ. Some of the startling red-flag results:

• 56% of the checks performed revealed a difference in information between what the applicant provided and what the source (previous employers, academic institutions) reported.
• 15% of criminal background checks revealed a criminal record.
  

Additionally, according to ADP's Annual Screening Index from 2007, which analyzed data from more than 6 million background checks:

• Among driving records, 35% had one or more violations or convictions; five percent had four or more.
• 43% of credit report checks showed a judgment, lien or bankruptcy, or that the individual had been reported to a collection agency.
• Eight percent of workers' compensation checks revealed an exisiting claim.

As employers, we've 'got to know what we're paying for,' and we must rely on the expertise of the right background checking partner to provide us with this information. So as an employer, what should we look for in a partner:

• Competency and thoroughness in knowing what information to source and where to find it in a timely manner.
• Competitiveness in pricing structure, which doesn't necessarily mean the cheapest, but rather that you receive the optimum product at a reasonable price.
• Business savvy to understand your industry and to get a sense for your organizational culture.
• Responsiveness to your needs, both from a timeliness perspective in providing the relevant information and in returning your calls and replying to your e-mails.
• Excellent record-keeping measures for the protection of all parties.
• An ethical approach to doing business.
• A proven track record, as evidenced by references provided during the vetting process.

Like any successful partnership, your background checking provider has the right to expect certain things from you as well, such as:

• Mutually clear expectations, to ensure that the product delivered matches the product expected.
• Access to reach you, to provide you with relevant information in a timely manner.
• Feedback from you on your level of satisfaction with the services provided.
• Timeliness in receiving payment for services provided.

As HR executives continue to play important roles in setting overall business strategy and in advising C-suite executives on a myriad of matters, developing and maximizing a positive effective relationship with your background checking provider is necessary and makes sound business sense. Choose wisely, and all parties will benefit from the relationship.

Keith Greene, SPHR, was with the Society for Human Resource Management (SHRM) from January, 1993 through May of 2008. He most recently served as Vice President of Workforce Readiness and was also previously Vice President of Member Relations. Prior to joining the staff of SHRM, Keith was an HR practitioner for thirteen years. He holds a BBA Degree in Personnel Management in 1979 from the George Washington University in Washington, DC, and in 1995, he received his certification as a Senior Professional in Human Resources (SPHR). He can be reached at kginarlington@hotmail.com

For more information on the content provided in this article and, or the organizations referenced, please use the following helpful links.

Society for Human Resource Management
employeescreenIQ
The Employment Screening Value Proposition: A Primer
How Much Should a Reliable Background Check Cost?