October 21st, 2015 | Sterling

5 Terrifying Things That Will Spook HR

Ghosts and goblins may not have the same frightening effect as they did when you were a youngster, but don’t fear, we’ve got you covered this Halloween with our list of terrifying topics for HR managers:

1. HORRIFICALLY LONG TURNAROUND TIMES

If you’re still taking a do-it-yourself approach to background checks, sending a candidate to their local police station to obtain a criminal record check can be a dreadfully inconvenient process – not just for you, but for your candidate too! Waiting for the results may delay your hiring process by days, weeks, or even months.

A DIY screening approach will almost always take longer than using an experienced, qualified screening provider. Screening providers have the technology in place to efficiently communicate with police in order to complete criminal record checks quickly, sometimes within a few hours.

2. NEGLIGENT HIRING LAWSUITS

If an employee causes a motor vehicle accident while on duty that results in an injury or fatality, it can quickly become an HR Nightmare on Elm Street. The same goes for other accidents that occur as a result of an employee’s carelessness or negligence. In these situations, the employer could be held responsible if they did not appropriately screen their candidates or current employees.

There are a few ways HR managers can go about protecting their organizations from negligent hiring cases. First, every candidate should undergo a background check; and that background check should be pertinent to the position. For example, if an employee will drive a vehicle on behalf of the company, the company’s background check policy may stipulate that they must undergo a criminal record check and motor vehicle record check to identify any traffic infractions, suspensions, restrictions, accidents, and DUIs.

3. SKIMPING ON SEASONAL HIRING

For companies in the retail sector and those that experience seasonal highs and lows, extra hiring may be required during certain times of the year. Although these temporary, casual, or seasonal workers may only work for a short period, they still pose a risk to employers as they often handle cash or inventory and in many cases, they interact with your customers. Conducting a mediocre background check or skipping the step altogether could have frightening consequences.

4. HIRING THE WRONG CANDIDATE

A simple mistake like hiring the wrong candidate can have a devastating impact on your organization, its reputation or current employees. A bad hire may result in lower productivity and diminished employee morale, not to mention occupational fraud, theft, or even workplace violence.

Screening is a critical part of the hiring process. Even if a candidate looks good on paper and in person, there may be more to the story after you dig into their criminal history or past work experience. Background checks can help prevent that dreaded bad hire from joining your organization.

5. PRIVACY & HUMAN RIGHTS COMPLAINTS

If the first four terrifying topics didn’t give you a scare, privacy and human rights complaints arising from improper background screening should. While the other scary subjects can be mostly prevented by conducting better background checks, preventing privacy and human rights complaints is not as simple.

The best way to avoid contravening privacy and human rights laws is to have a comprehensive written screening policy that has been vetted by an outside lawyer to ensure compliance with all applicable legislation, including federal and provincial legislation. This helps ensure you are only running the checks that are relevant to the position and that their results are reviewed properly.

This publication is for informational purposes only and nothing contained in it should be construed as legal advice. We expressly disclaim any warranty or responsibility for damages arising out this information. We encourage you to consult with legal counsel regarding your specific needs. We do not undertake any duty to update previously posted materials.