There are always horror stories about hiring the wrong job applicant. They can be lazy, constantly late, or disruptive.
But what if you hired a sexual predator? That could lead your business to legal problems and potential employee lawsuits.
By doing a pre-employment background check on job applicants and a thorough review of the sexual predator registers, you can make sure you don’t hire a sexual predator.
Check the Sexual Predator Register
By doing a quick online search, or by paying a company to do a search throughout each state’s database, you can see if someone has ever been convicted of a sexual-based crime.
Rape is not the only reason to be listed; some lists include lesser offenses as well, which can be precursors to a more heinous sexual crime. A diligent search can help keep your business and your employees safe from sexual predators.
The Federal Bureau of Investigation keeps a listing of all states’ records for sexual abuse and misconduct.The National Sex Offender Public Website is updated on a regular basis with the latest offenders. Sex offenders are required by law to register as soon as they move, so the database typically has the most current information.
The FBI list will not have more or less people than your state or tribal registry—they just keep a nice searchable website that is easier to bookmark and use when it comes time to hire.
Do a Complete Background Check
Background checks combine many reports that have been collected on an individual. They can include credit standing, convictions, and other items that will give you an overview on an individual’s character:
- Credit – Why do you need this information? It depends on your business. If you have a financial-based company, you may be hesitant to give a job to someone with bad credit who has filed for bankruptcy twice.
- Criminal Records – This report will tell you if your applicant has ever been arrested, for what reason, and when. A candidate rich in fraud or larceny isn’t going to be a good fit for your company. The ones with sexual crimes on their records can easily be weeded out at the application stage—well before you get to the interviews.
- Workers’ Compensation Claims and Records – This will tell you whether your candidate has filed workers’ compensation on a former employer and for what reason. This can be helpful if your business is very labor-intensive and a candidate has filed a back injury claim.
By checking registers and conducting complete and thorough background checks on your job candidates, you can keep yourself relatively safe from potential trouble.
Remember, it is much easier to not hire the wrong candidate than it is to fire, hire again, and re-train an employee.
Do it right the first time, with a complete check on the applicants.
About the Author: Tina Samuels writes on many topics such as background checks and social media for companies such as Cydcor.