BINGO!

Early this year I checked another box on my suburb dad bingo card... coaching my kids' team. And just like everyone else interacting with the kids I filled out a background check form and turned it in. Unlike everyone else, I was eager to get the results. No, I wasn't worried about what they'd find. I was curious to see how well they were looking. Especially since our county isn't in most criminal databases. The lack of appropriate disclosures upfront should've given it away... 

I waited... days turned to weeks and nothing. Without a straight answer from the league, I finally called the provider and found it was never ran. Turns out while we had been coaching the kids for the past month & a half the forms had been sitting the President's desk. Baffled as to why, we spoke, and he described a time intensive process that fell to the bottom of the leadership's priority list. 

In talking with the board, I was able to dispel the following the myths they and probably most people have:

1. The background check process is complex.

"Simplicity... is the last limit of experience and last effort of genius." - George Sand

Yes, adjudicating the results can be difficult at times however initiating a background check should be easy-peasy. Background screeners all have roughly the same tools at their disposal, the difference is knowing how & when to utilize them to create simple easy to follow processes that supports the end-user. If it's difficult, something's wrong.

2. Comprehensive background checks cost too much and take too long..

Yes, there are some counties that can take forever (looking at you San Luis Obispo) but on average comprehensive results should take 1-3 days. Take us for example, we currently average a little over a day. While the database searches, aka national/muti-state/etc, can complete in a matter of seconds they're notoriously incomplete. Even the FBI admits their own NCIC database is incomplete. As for cost, it’s not as much as you may think nor will any parent tell you to skimp on protecting their child (in our case, we had already paid for it ourselves). 

3. It’s just volunteers, compliance concerns (disclosures, consumer copies, etc.) don't matter.

Compliance always matters. While the risk may be lower, there's always someone looking for a quick payday and most non-profits aren't financial able to avoid bankruptcy & disolution. Had something happened to one of the kids the local and national levels of the league could be held liable (see Doe vs. US Youth Soccer). Not to mention, there's probably an attorney willing to argue the local president's actions were reckless and caused harm, thus exposing him to liability as well. 

4. We checked Megan's Law. 

The Megan's Law site is a great resource but like any database has its flaws. It also only addresses registered sex offenders and as a parent I'm concerned about a lot more than that. Violence, drugs, and other poor decision-making scenarios should be reviewed as potentially disqualifying events. 

5. We've never had a problem. 

Do I really need to respond to this one? 

So, moral of the story?

Parents - Get involved, ask questions, confirm your assumptions and never waiver on your expectation of safety for your kid. If you'd like some insight on background screening or pointers on how to question the league w/o ruffling feathers then click the button below to schedule a quick chat. 

Leaders - Be cognizant of the true priorities, don't overstretch yourself and choose to work with companies that truly support you. If you're overwhelmed by the process then something is wrong... and we can help. If you're interested in a second opinion and/or reassurance that you're doing enough, we're happy to review your program as well. Just click the button below to schedule a time to talk. 

This is no time to skip steps, gloss over time consuming checks, or hire in haste. Rather, you should take extra time and care to make sure you’re onboarding the right people who will serve you best. 

Because most areas of the country are still practicing social distancing, it’s not yet feasible to bring candidates into the workplace to meet with your hiring team. This forces many employers to switch things up, conducting virtual interviews via Zoom, Skype, or Google Hangouts rather than face-to-face. 

You may have to require them to come into your workplace for an in-person interview and you must make available the proper safety precautions, such as six feet of distance, masks, gloves  and more to protect both parties. 

Employers should put incoming employees through the same screening standards as their regular employees. In the face of an emerging, unique employment landscape, it’s vital that you maintain consistent employment screening practices across the board – particularly as more contingent employees are being brought in to perform critical tasks, interact with customers and handle sensitive customer data. ​

When performing background checks, specific positions within certain industries are subjected to specific background check types. You can move the hiring process along when you know in advance which employees and industries fall into those categories. Consider role-based screening when transitioning current employees into higher-level roles – even if on a temporary basis. 

The basics for any onboarding program include outlining the procedures ahead of time and putting standardized procedures in place for training sessions. This shouldn’t change when workers are remote. Start off with a broader company overview and then offer a more specific briefing on the department where the candidate would be working.   

A typical onboarding process is usually very lengthy, and remote vetting processes pose further challenges. It’s still important to take the time to fully onboard and integrate an employee to the extent possible that they can understand how your organization works. Your HR department can set up video conference calls to introduce the team, email them welcome packages and provide schedules of remote video meetings.

To learn how we can help you make smart hiring decisions during COVID-19 and beyond, contact us at 858-329-0410 or fill out our online form. From remote employees to multiple locations with multi-step processes, we can help. Book your conversation with one of our Screening Consultants today. 

How are you doing with the stay-at-home order? 

Struggling? I think we all are. Everything has changed and no one knows what tomorrow holds... yet as adults, experience tells us that we will make it through and this too shall pass. 

Now think about the young adults, teenagers and kids who are experiencing everything we are yet have no past experiences to reference. The Great Recession is a distant memory to most, if they even remember it. Even before covid our nation's youth showed  increasing rates of anxiety, now they're facing the same feelings of uncertainty but with no life or work experience to fall back on. 

I urge you to reach out to your local (or alma mater) schools/colleges, share your insight and give them hope. A big Thank You to Angela Tilley-Ruiz at Cuymaca College for this opportunity.