Pre-Employment Screening for Security Directors

CD of Live 90-Minute Telephone Conference with an Interactive Q&A Session Conducted on April 4, 2006 Now available on CD

Here’s a nightmare for a corporate security leader: Your company unwittingly hires someone with a history of stealing from employers, low productivity due to drug abuse, or violent dealings with co-workers.

Whether you’re hiring security staff or working with your HR and legal departments to screen prospective employees across the company, making smart –- and cost-effective –- decisions about checking for criminal and civil offenses and drug use is a critical job for security leaders.

It requires you to weigh the benefits of being intensely thorough against the added costs of having your vendor check more states’ criminal records or test for additional drugs.

Plus, not all crimes and drugs are created equal. Which ones can you afford to let slide without exposing your company to undue risk?

Listen from your office phone as our expert panelists give you new guidance and best practices for screening the criminal, civil and drug backgrounds of applicants for security and other jobs.

Lori Fehringer, Supervisor, ADP Screening & Selection Services, Fort Collins, CO

Scott Hewitt, Security Director, Ferguson Enterprises Inc., Newport News, VA

R. Scott McCoy, Enterprise Security Director, Xcel Energy, Minneapolis, MN

Les Rosen, President and CEO, Employment Screening Resources, Novato, CA

Their insights help you:

• Select the best firm to conduct background checks and drug screening and monitor its progress to be sure you are getting your money's worth.
• Define the appropriate scope for criminal and civil records research for your company –- how many states, how many years back, whether misdemeanors and driving offenses matter.
• Become familiar with the latest popular drugs and drug tests, so you can determine which test makes most sense for your organization.
• Effectively fortify your background research with other sources, including applications, interviews, and past employer reference checks.
• Understand the myriad state and federal laws dealing with privacy and hiring discrimination, including the Fair Credit Reporting Act and Americans with Disabilities Act.

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TELECONFERENCE CD