Workplace Violence Prevention Expert W. Barry Nixon Releases Findings From Research on Highly Effective Background Screening Practices

Workplace Violence Prevention Expert W. Barry Nixon Releases Findings From Research on Highly Effective Background Screening Practices

Nixon Offers Tips on How to Select a Highly Effective Background Screening Firm:

LAKE FOREST, Calif., Aug. 10 /PRNewswire/ -- Background screenings have increased more than tenfold over the last ten years since most organizations have made it part of their standard hiring process. Information technology advances have enabled online sources for conducting screenings to offer cheap and quick background screening information and these businesses have exploded in the marketplace. Concerns about the reliability and accuracy of the data that many of these services provide has increased at a commensurate rate. To help businesses make sense of the more than 2,000 background screening firms in the marketplace, PreemploymentDirectory.com, the leading online directory for sourcing background screening firms, has created a comprehensive guide for Human Resource Managers on how to effectively select a background screening firm. "Our goal is to provide a clear and concise set of criteria that businesses can use to decipher the many offerings and gauge their effectiveness," commented Nixon. He also stated that businesses need to understand that "A good background screening firm can keep you out of hot water, while a poor one can get you into hot water.

According to Nixon, there are 10 Primary Factors to Consider in Selecting a Background Screening Firm:

1. Provides 'Full Service' background screening including:
-- Verification of identity, e.g., social security, etc.
-- Criminal and civil records; Felonies and misdemeanors (where allowed
by law)
-- County, State and Federal records
-- Driving and professional license records
-- Previous employment, military experience and education verification
-- Credit history, as applicable
-- Terrorist check

2. Certifies that all information sent to clients will comply with
applicable federal, state and local privacy, EEO, consumer reporting,
etc. laws.

3. Certifies that criminal background checks are conducted on all
permanent and temporary staff.

4. Response time meets their client's hiring needs

5. Has a written policy defining how they protect personal identifiable
information.

6. Has certification in states that require background screening firms to
be certified.

7. Fully explains limitations of National Databases to clients.

8. Has the capability to interface and/or to integrate with the client's
HR information system(s).

9. Has the capability to collect information from court houses in
jurisdictions appropriate to meet clients needs and provides reporting
processes congruent with client's needs.

10. Have specific procedures in place to shield client from receiving
'protected information' or information that might expose the client to
legal liability.

Mr. Nixon is also the creator of the award winning web site www.workplaceviolence911.com and the Ultimate Workplace Violence Prevention Policy Maker Software.

Complete details and a full review of background screening issues can be found at www.PreemploymentDirectory.com or by contacting W. Barry Nixon at 949-770-5264 or emailing wbnixon@aol.com.

First Call Analyst:
FCMN Contact:

Source: W. Barry Nixon

CONTACT: W. Barry Nixon, +1-949-770-5264, wbnixon@aol.com

Web site:

http://www.preemploymentdirectory.com/
http://www.workplaceviolence911.com/

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