In this economy we are all trying to find ways to get more for our money; employment background screening is no different. There are ways to enhance your results and minimize your risks, all without spending any money, just by better utilizing your existing screening solution. Here are some ways to discover potential mistakes your organization or your screening provider are making in the screening process, and how to resolve them.

1. You can do TOO much of a good thing

Ask yourself: "what position am I hiring for?" If that answer is an entry-level, blue-collar position, and you are still ordering credit verifications and education histories, you are probably over-spending for this position. Background screening is about both balance and due diligence. As an example, driving histories can be reserved for those positions dedicated to driving vehicles, whereas county criminal searches are necessary for all candidates. A good background screening solution provider will be able to assist you in determining the best searches to utilize for each position within your organization and enable you to set up search bundles (packages) for each different job level to best suit the needs of each specific position.

2. Due Diligence with your Screening Provider

Unbelievably, many background screening solution providers are not required to be licensed by their state. This means that they might not be properly insured or bonded either. Some employment screening providers have been known to simply "disappear" overnight. Many only take credit cards and do not list a permanent address, so make sure you look closely at contact information.

When doing due diligence on a background screening solution provider, ask for a copy of their private investigator license, insurance policy and bond information. They should have no problem supplying you with this information, as it should be readily available. Carefully vetting your screening vendor will save you headaches, money and possible litigation.

3. Keeping Fair Credit Reporting ACT (FCRA) compliant

Did you know that the FCRA requires all employers to notify applicants when a background check is performed, on a separate page from the employment application? Furthermore, background screening providers should not give legal advice. Your organization needs to seek advice from a separate entity (typically your general council). Good background screening solution providers know this, and yours should keep you compliant and out of hot water without overstepping their bounds. Not doing so can put your organization at risk for litigation and law violations.

4. Follow the Correct process when you decide NOT to hire someone

It would seem fair that if a person has an undesirable background, they would not be considered for employment. But if that decision was made based upon information gathered from a background search, the candidate must be notified, given a copy of the background report, a summary of their rights under the FCRA, and a way to dispute the information contained within the report. Many employers do not know or follow this procedure, and again, it can cause legal headaches. Your background screening provider should know this and should help to make sure you remain compliant. In addition, good screening providers usually have technology in place that makes it as easy as clicking a button, in their online ordering system, to automatically populate the name and address of a candidate and print all of the pertinent information to keep you compliant.

5. Personal versus Professional References

While it is good to gain insight from personal references, try to always conduct professional reference verifications if possible. Professional references are more obligated to be truthful and can typically give a better indication if a person will be a good fit for a position within your organization. Remember, you are hiring them, not looking for a best friend.

In conclusion, by becoming more informed of your responsibilities as an employer and making sure your screening provider is compliant, licensed, insured, bonded and truthful, you can minimize risk while maximizing the effectiveness of your employment screening process.