Employment Screening Resources® (ESR) – a global background check provider – has released a complimentary whitepaper written by ESR founder and CEO Attorney Lester Rosen entitled “21 Shortcuts and Traps that Can Lead to Inaccurate Criminal Records” that is a summary of ways background screening firms could potentially take shortcuts that may undermine the accuracy of criminal records data. The whitepaper is at www.esrcheck.com/Whitepapers/21-Shortcuts-Lead-To-Inaccurate-Criminal-Records/.
Rosen – author of “The Safe Hiring Manual” – explains in the whitepaper: Unfortunately, because there are so many moving parts when searching criminal records, there are numerous ways a screening firm can cut corners. A screening firm may appear to be doing a complete job and yet take shortcuts under the hood that may allow them to advertise faster turnaround times, or to lower their internal costs and increase profits. But the real question is whether employers and job applicants are well served.
Rosen explains that the “problem for decision makers is that it can very difficult to know if a background screening firm is taking shortcuts or not.” Unless an employer or Human Resources (HR) professional really understands how to take a look “under the hood,” it can be very difficult know if a screening firm is taking the right steps to obtain accurate and complete information. However, the whitepaper provides a summary of shortcuts that are not necessarily to the employer’s advantage, which include:
“National” criminal databases can be a source of potential mistakes such as “false negatives” when a person is reported as having no criminal record when they do, and “false positives” when a person is reported as having a criminal record when they do not.
“Instant searches” can be a problem since the words “instant” and “criminal checks” simply do not belong together in the same sentence so employers are well advised to avoid any background screening service that advertises itself as providing “instant” criminal records.
“Alias or AKA (Also Known As)” names can be a potential trap for employers if a screening firm ignores highly-related names and only runs the criminal record search based upon the provided name even if other logically valid alias names are known or developed as part of the screening. FULL ARTICLE