1. Background Checks By: Lisa Donlin Allison Lischer Josh Mandel
Matt Maccaux
Adam Roth
Catherine Smith

2. Guidelines for Interviewer
Always
Use a uniform policy and procedure for all applicants
Verify information an applicant submits, contact references, and give references when asked
Administer background and reference checks during the hiring process
Notify applicants and incumbents that references will be checked (consent should be obtained but it is not necessary).

3. Guidelines for Interviewer
Never
Ask questions that aren’t job related
Political, religious, or sexual beliefs
Make statements or opinions that can’t be backed up by facts.
Lie or tell half truth when giving a reference

4. Guidelines for Interviewee
Stick to the FACTS
Don’t volunteer information that hasn’t been requested
If you don’t know something, simply say so

5. Types of Background checks
Criminal Background
Social Security #
Fingerprinting
Hiring private investigator/consulting firm
DMV/Drivers license
Non-Criminal
References
Past-employers
College
Credit Rating

6. Why background checks are important
Can prevent tragedies or disasters
The best qualified applicants stand out
Can be used as a good defense for discrimination, wrongful discharge, or negligent hiring lawsuits.

7. Additional information
Between Jan 1998 and Oct. 2000, (ABI) stated “10-20 percent of applicants flat out lie”
8.3% of applicants screened had criminal backgrounds
23% misrepresented their employment or education credentials
Costs
$35-$50 for a regular employee
$150-$200 for a more senior employee

8. Negligence
An employer is liable for harm resulting from his or his agents conduct, if negligent or reckless, and in the employment of improper persons or instumentalities

9. Case Study Discussion
Questions ?