CRA_DR_Blue_V2.0.jpg
Intelicrunch_Banner_Header.jpg

Employment Screening Resources Releases Whitepaper Showing How Shortcuts Can Lead to Inaccurate Crim


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

© 2020  InteliCrunch.com

InteliCrunch is a free service provided by a collective of people who monitor the background screening industry and how events affect not only the people in it, but even more importantly, the real human impact the industry has on today's society.*All third party logos and / or images used on this website are the sole property and / or registered trademarks of their respective companies or copyright holders. Use of these logos, images or likenesses does not, in any way, imply the endorsement of InteliCrunch by any of the businesses, brands or individuals represented, their parent companies, officers, employees, partners, or affiliates. Any such usage is for informational / news purposes only.  Any / all articles, announcements, releases or third-party-authored content is / are linked back to the original "source"  and author credit given  Furthermore, InteliCrunch is not responsible for, and does not warrant the safety of any third-party links or sites to which any viewer may be directed from InteliCrunch.  InteliCrunch has made reasonable efforts to ensure that any news or informational links on the site are from "known and reputable"  sources / websites.