Pre-Employment Screening: Effective Policies and Best Practices

How Security and HR Can Collaborate for Better Background Checks

Recording of a 100-minute webinar with Q&A


Conducted on Wednesday, July 2, 2008

Program Materials

Description

Particularly in this rough economy, your company cannot afford to hire people with any record of criminal activity, low productivity possibly due to substance abuse, or prior conduct suggesting a propensity toward violence.

Collaboration between security and HR professionals ensures the most thorough pre-employment screening of prospective hires. Along with insights from the company's legal advisor, security and HR together can develop tighter policy and procedure for pre-hire background investigations.

Using both their experiences and knowledge of vendors, security and HR must weigh the benefits of checking more states and more years of criminal, civil, credit and driving records, and of more extensive drug tests against the increased cost and time — and where to draw the line.

Listen as our expert panel of veteran corporate security and HR executives and consultants offers you insights into best practices on pre-employment background and drug screening, as well how the security–HR partnership can make the process more effective.

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Benefits

The panel helps you: 

  • Define the appropriate scope for public records research for your company's situation — how many states, how many years back, and evaluating misdemeanors.
  • Become more familiar with the current drugs of choice and drug-testing procedures, so you can determine which panel makes most sense for your company.
  • Select the best vendor to conduct background checks and drug screening for your company and monitor its work to be sure to get your money's worth.
  • Select the best vendor to conduct background checks and drug screening for your company and monitor its work to be sure to get your money's worth.
  • Fortify your background research with additional sources of information such as job applications, effectively conducted interviews and reference checks.
  • Understand how federal and state privacy laws, such as the Fair Credit Reporting Act, will impact your investigation.

Faculty

Alan Sklar
Alan Sklar
President
Creative Services

He started his career in 1973 as a private investigator and became a partner in Creative Services three years later,...  |  Read More

William Munoz
William Munoz
Partner
Murphy, Pearson, Bradley & Feeney

His practice focuses primarily on complex civil and commercial litigation in state and federal courts, including...  |  Read More

Les Rosen
Les Rosen
President
Employment Screening Resources

He is a former prosecutor and defense attorney and now a noted consultant and expert witness in the...  |  Read More