$46.00 $92.00
  • Revision:2009 Edition, September 2, 2009
  • Published Date:September 2, 2009
  • Status:Active, Most Current
  • Document Language:
  • Published By:American Society for Industrial Security (ASIS)
  • Page Count:60
  • ANSI Approved:No
  • DoD Adopted:No

  • The scope of the Preemployment Background ScreeningGuideline is to aid U.S. employers in understanding andimplementing the fundamental concepts, methodologies, and relatedlegal issues associated with the preemployment backgroundscreening of job applicants. This core guideline is focused onU.S. organizations employing people within the United States. (Dueto the global nature of many U.S. organizations, it is recommendedthat the employer work with Counsel to develop a countryspecificprocess to comply with local regulations.) Unless otherwise noted,the search types described in this document are those obtained fromsources within the United States.

    Summary

    This guideline presents practical information concerning thevalue of preemployment background screening, the importance of theapplication form, important legal issues and considerations (suchas the Fair Credit Reporting Act, privacy issues, state laws,rules, and regulations), the key elements of preemploymentbackground screening, the types of information to utilize inverifying the key elements, the use of credit reporting agencies inpreemployment background screening, and an appendix of a samplepreemployment background screening flow chart. Additionalpreemployment background screening resources are listed in theReferences/Bibliography section.

    Purpose

    Employers, from the smallest to the largest, understand the dualbenefits of hiring the best people and providing a safe and secureworkplace—both physically and financially—for their employees,customers, shareholders, and the community in which they operate. Akey factor is to know as much as you can about the people you wantto hire and to know that before hiring them. Hiring a new employeeis an important responsibility for any organization. An employerwho has performed a thorough preemployment background screening onits applicants is more likely to bring into the organization ahighly-skilled person who will prove to be a tremendous asset.Unfortunately, absent a sufficient preemployment backgroundscreening, that same employer runs the risk of exposing his or herorganization to someone who could ultimately become theorganization's greatest liability.

    The guideline should also serve as an educational and practicaltool that organizations can use as a resource in understanding thereasons for preemployment background screening, understanding thelegal principles surrounding the issue of preemployment backgroundscreening, and assistance in developing policies and proceduresthat will enhance an organization's hiring policy.