How To Implement Record Checks In Your Organization
The first step is to consult with a knowledgeable attorney to develop
appropriate policies and guidelines with respect to record checks.
Clear guidelines should be established stating which types of offenses
are relevant; what offenses will disqualify a candidate; what other
factors will be considered; and how the rights of the candidate
will be preserved. Policies should also be established regarding
who has access to this sensitive information, how the information
will be stored, the length of time it will be maintained, and instructions
for disposing of the confidential files.
Once your policies/guidelines are in place and an appropriate authorization
form is approved, it is then simply a matter of getting the authorization
in front of your candidates early on in the interview/application
process. Doing so has certain advantages:
Requiring completion of the authorization early on may serve to
"self screen" certain candidates before additional resources
are devoted to the selection process.
The candidate may admit to a criminal offense that is an automatic
disqualifier for the position.
The authorization could be reviewed by a trained "intake person"
for completeness and legibilitycritical issues that can undermine
our effectivenessbefore they are forwarded to us for processing.
As you develop your policies and guidelines, be assured that ODM
has the flexibility and ability to perform any variation of services
you deem appropriate. In a few short minutes, we can have our internal
systems in place to serve your needs for record checks.