It’s an intense process, and we’re not talking about working with the local building inspector. We’re talking about another type of inspection—the background checks and screening of potential employees, and it’s a subject you must take seriously in order to work on getting the best people at your firm. Here’s our uptake on screening and background checks from experts in the field.
KDJ: What’s new in employment screening processes and credentialing?
Jim Collins, president of HR Plus, a division of AlliedBarton Security Services, Evergreen, Colo.: There are several new products and services available such as: E-Verify, an online system operated by The Department of Homeland Security and the Social Security Administration (SSA). Employers can check the work status of new hires online by comparing information from an employee against SSA and the DHS databases. It is the best means available for determining employment eligibility of new hires and the validity of their Social Security Numbers. Verification software is proving to be a growth sector. One example is software from ImmigrationTracker that offers a comprehensive solution to employment and immigration compliance needs.
Mark S. Fischer, vice president and CTO, New York Merchants Protective Co., Freeport, N.Y.: In addition to background checks that are now easily obtained through a number of reputable online companies, there are also several companies that offer physiological testing and evaluation. These tests are designed to show a person’s core values and belief system, which is a helpful tool in evaluating perspective employees.
Cynthia Johnson, key accounts manager and Courtney Lewis, marketing communications manager, Brijot Imaging Systems, Lake Mary, Fla.: Passive millimeter wave camera technology and whole body screening, which is what we do, is new in the screening process. The goal is to detect concealed objects and threats.
Zsolt Sapy, vice president of Corporate Sales, Pro-Active Business Solutions, Westbury, N.Y.: In addition to physical security, we recommend to our clients that they incorporate a complete screening process into their hiring routine. This will protect them from potential threats, especially if an employee will be working with cash.
KDJ: How does a company determine what level of screening they need? Are there local, state and national codes involved?
Collins: Some industries are regulated and have specific requirements. Most industries, however, rely on established best practices and solutions that meet their particular needs and requirements.
Fischer: In New York there are minimum requirements that include fingerprinting and submittal of a prospective employee to the Department of State. Since our company provides security to numerous government and high profile, high value locations, we have chosen to exceed the minimum requirements. I believe part of our business is delivering peace of mind to our customers. In order to do this we need to be certain as to the integrity of our employees.
Johnson and Lewis: Depending on the type of business the company is involved with and their particular concerns, it is important to look at what is coming and going from the facility. Looking at the security goals of the company, many different types of controls could be put into place.
Sapy: The employment screening process is now extending to every level of employee, not just high-level hires. In fact, many of the smaller to mid-sized companies are at risk to theft as they often do not know who they are hiring. Lower wage workers should be screened as it is very affordable to do.
KDJ: What are some different physical strategies being put into place to help secure personnel, such as the Transportation Worker Identification Credentials (smart card system) and others?