Thursday, December 18, 2014

Perspective: Why #1 Matters in Background Screening

In today’s society, a company’s reputation can make or break its business. Ethically minded consumers, anti-globalists, and informed investors are not just concerned with whether a product or service is good; they also want to know how any company they partner with is publicly perceived. It is for this reason that it is increasingly crucial to do business with a reputable background screening company.

There are perhaps hundreds of vendors that provide background screening services. Industry wide, there is significant volatility, with most producing less than $500,000 in revenue. Among larger vendors, ranks are shrinking through mergers and acquisitions. Massive global players easily process millions of transactions each year, while full-service vendors emphasize their broad spectrum of services and customized solutions. No matter what an employer’s needs, the right fit can be found.

For employers who select the wrong background screening company, the two biggest negative consequences are lawsuits from job applicants or employees, and investigations and audits by government watchdogs. The adverse impact associated with negligent hiring and retention, especially as the result of a less than thorough and legally compliant background screen, can devastate a company. Customer trust, employee morale, industry scrutiny, damaging publicity, and the company bottom line are only part of the fallout.

Take for example:
  • The well-known ride share company facing a class action lawsuit for using a background screening company that allegedly failed to proscribe and provide pre-adverse action notices and a reasonable opportunity to dispute information under the terms of the Fair Credit Reporting Act (FCRA).1
  • The background screening company that provided data from a bulk data collection service and potentially failed to confirm the information with the official court records. The report provided to the employer contained felony and misdemeanor convictions not associated with the job applicant. In this case, a name match only search was performed, neglecting to use an SSN trace or address history comparison. As a result, an offer for employment as a doorman in New York City was rescinded.2
  • The giant food retailer that became embroiled in a class action lawsuit for allegedly using invalid authorization forms in their background screening process. More important, the plaintiffs claimed the retailer routinely ordered background checks prior to obtaining a valid consent as part of their online automated consent function.3
Organizations owe it to themselves, and to everyone with whom they come in contact, to know everything they can about the provider who surfaces background information about prospective employees, volunteers, contractors, and team members, on their behalf. In fact, screening the background screening company should be an integral part of the vendor selection process.

There are lots of reasons why an employer chooses one company over another. Employers may perform the proper due diligence when surveying potential firms, looking for competitive pricing, superior service, cutting-edge technology, and great execution. They may seek compliance guidance and tools, specialized training, or financial stability from a 100% U.S. based company.

One thing is certain, however. There are some things where coming in second or third is acceptable; background screening is not one of them. The only place to be is first. Since there is a lot riding on this decision, getting it right can mean lots of success for an organization. Getting it wrong brings significant challenges

If you are looking for what matters most, Aurico Reports, Inc. should be on your radar. As #1 overall and #1 for quality of service in HRO Today Magazine’s 2014 Pre-Employment Screening Baker’s Dozen list of top performers, Aurico has built the reputation for world class process and innovative technology. Ranking 6th in 2012 and 5th in 2013 on the same annual list, Aurico has demonstrated “a consistent level of extraordinary performance,” says CEO of HRO Today, Elliot Clark.4

When selecting a new background screening vendor, Clark can point to thousands of companies that reference (71%) and are strongly influenced by (79%) customer satisfaction rankings. “Competition is fiercer than ever and providers must do big programs with great service to be #1,” said Clark.

Aurico’s list of awards, certifications, and milestones reflects its outstanding performance in the marketplace.
  • #1 Overall and #1 for Quality of Service, HRO Today Pre-Employment Screening Baker’s Dozen – 2014
  • HRO Today Pre-Employment Screening Baker’s Dozen (#3 Overall in Customer Service Ratings) – 2012, 2013
  • Nominated for Deloitte WhatWorks® Award in Acquiring Top Talent Category - 2014
  • Nominated for 2014 Chicago Innovation Awards
  • Green Business Certification by Institute for Green Business Certification (IGBC) - 2014
  • DATIA Accredited Third Party Administrator - 2014
  • Inc. 5000 Fastest Growing Company – 2011, 2012, 2013, 2014
  • Torch Award for Marketplace Ethics Better Business Bureau (BBB) – 2014
  • International Organization for Standardization (ISO) 9001:2008 Certified – 2013
  • American Business Stevie® Award for New Product or Service of the Year (WebACE™) – 2013
  • National Association of Professional Background Screeners (NAPBS) Accreditation – 2012
  • Entrepreneurial Excellence Award for Growth – 2012
  • SCORE Foundation Outstanding Veteran-Owned Business Award – 2012
As a company that adheres closely to industry best practices, performs research using strict care standards, and innovates on an ongoing basis to comply with laws and special business needs, Aurico excels at providing several critical functions: 
  • Protect the rights of consumers
  • Help employers comply with hiring standards set by state and federal law
  • Help employers avoid legal exposure from negligent hiring
  • Ensure a safe workplace and avoid workplace violence, theft, or hiring based upon fraudulent credentials
  • Improve profitability and productivity by enhancing the employer’s ability to make better hiring decisions and lowering the high cost of turnover. 
In summary, background screening firms are not created equal. A provider who consistently rises to the top can help you build an effective employment screening program that reduces negligent hiring risks, builds a safer and more productive workplace, and supports the overall strategic goals of your organization. Aurico knows being #1 matters and has the necessary systems, processes, staff, and experience to prove it.

1 http://pando.com/2014/11/28/uber-faces-a-class-action-lawsuit-over-credit-reports-during-background-checks/
2 http://www.nydailynews.com/new-york/bad-background-check-cost-manhattan-dad-job-suit-article-1.1777819
http://www.geninfo.com/newsletter/compliance/Case_314-cv-00592.pdf
4 https://www.youtube.com/watch?v=TKDb7NR_WMY


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