Screening Guide

 "What kind of screening or background checks should be done on this applicant?" is a question asked thousands of times hourly by literally thousands of hiring managers throughout North America.

First of all, why do so many managers screen applicants? Two words. NEGLIGENT HIRING. The foundation for this area of litigation is that the law holds employers to be liable for certain acts of employees when such acts cause harm to others; and, if the employer had been more careful in hiring the employee, then the employee would not have been in the position to commit the harm.

The importance of conducting a check prior to hiring is best illustrated by this Oklahoma case. An employee of a pizza parlor raped a co-worker after he had asked her to stay and help him close the store.

The victim sued the employer, alleging negligent hiring on the grounds that the perpetrator had been convicted of sexual abuse prior to his being hired. The victim obtained a verdict of $1.5 million against her employer, including $750, 000 in punitive damages.

If an employer can show that an employee passed a pre-employment screening test and background check, then the employer will be able to show that he/she went through reasonable steps when hiring the employee, e.g. the employer took reasonable precautions. On the other hand, if an employer neglects to administer a pre-employment screening test, to verify the employee's identity (identity fraud is rampant), fails to order criminal background searches in those areas where the employee has lived and worked as an adult, overlooks contacting the applicant's former employers, to check references or the verify necessary licenses or certificates when such an investigation would have shown that the applicant had a questionable or even violent, or criminal background, the employer may be found negligent.

Search sets are a list of searches that employers will order on applicants, volunteers, temporary employees, contractors and vendors in order to prevent harm to their business, their employees, customers, and members that is relevant to the work being performed. See Background Checks software.

Pre-Employment Screening Tests are validated assessments that are predictive of a person's performance, behaviors, attitudes and tendencies toward theft, drug use, violence, racism, authority figures such as supervisors, work ethic, and many other factors. (See our Predictor16 Pre-Employment  Assessments free sample offer for licensed businesses and nonprofits.)

Suggested checks and tests for various job titles:

The most important suggestions that FactsFinder.com can make is the be sure that the 'search set", e.g, the different searches requested in order to check an individual's background) match the job description.  In other words, if the person drives a vehicle at any time as part of their service to the organization, then by all means order an MVR (Motor Vehicle Records aka driving license) check.  If the person will be doing no driving for the organization, then do not order an MVR check.  If the person handles cash, checks, credit cards, A/R, A/P or trade secrets, that the person should have a periodic credit report.  Keep the information for future comparisons.  Ninety percent of the embezzlers could have been detected early if their employers had performed periodic credit reports and compared spending to known income.  If the person does not handle assets, then do not do not request a credit report.   These types of reports should be done if a person is going to be moved or promoted into a job that requires, driving, handling assets, or something that may require other searches.

A motor vehicle report is a crucial search on any applicant that you are considering for a driving position.  This is an obvious practice.  But what about positions that include only occasional driving during company time?
 

• Your sales staff travels to visit clients or attend converences.    
•  Management often hits the road to attend meetings.
•  Volunteers drive students to sports and theatrical events.
•  Warehouse staff drives forklifts and other mobile machinery.
•  A bookkeeper makes a bank deposit on the way home from work.

Motor vehicle records should be pulled on all applicants who will foreseeably be behind the wheel during the workday.  After all, your organization is liable for their actions and the propensity to drive poorly in a car may transcend to other types of vehicles.  FactsFinder.com also strongly recommends that, at a minimum, you do an annuyal check to make sure driving employees' records have not changed.

JOB DESCRIPTION:

School bus driver; staff person for a local youth club who transports supplies and children; youth sports coach who transports equipment and children to games:

RECOMMENDED SEARCH:

• Social Security Number Check
• NationScan Basic™.  California Employers or if the subject is a resident of California, one should use NationScan Plus™
• MVR (Motor Vehicle Records) regarding driving history and clear license (plus future- variable intervals)
• Reference checks with prior employers
• Drug Test (plus future tests)
• Worker Compensation

RECOMMENDED ASSESSMENT:

• Predictor16 Pre-Employment Screening Assessments with emphasis on dependability, Attitude Toward Customer Service, Theft/Honesty, Drug/Substance Abuse, Violence/Emotion, Diversity, Risk/Safety, Values/Dependability

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JOB DESCRIPTION:

School teacher, university professor, nurse, licensed health practitioner; (do not handle valuables  or drive on business)

RECOMMENDED SEARCH:

• Social Security Number Check
• NationScan Basic™.  California Employers or if the subject is a resident of California, one should use NationScan Plus™.
• License check
• Drug test (incl. scheduled and random future tests)
• Worker Compensation

RECOMMENDED ASSESSMENTS:

• Predictor16 Pre-Employment Screening Assessments including  Drug/Substance Abuse, Violence/Emotion, Diversity, Risk/Safety, Tenure, Supervisor and Customer Views, Values/Dependability, Assertiveness, Influencing Others, Dependability, Attention To Detail (Gestalt), Work Pace (Kinesthetic), Attitude Toward Customer Service, Energy, and Working with Supervisor Attitude.

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JOB DESCRIPTION:

Administrators, managers, sales, (unsupervised with subordinates, handles cash/valuable resources, drives on business)

RECOMMENDED SEARCH:

• Social Security Number Check
• NationScan Basic™.  California Employers or if the subject is a resident of California, one should use NationScan Plus™.
• License Check; if not licensed past employers' references checked
• Drug Test (repeated at variable intervals in future)
• Worker Compensation
• Education check
• Credit Check (repeated at variable interval in future)
• MVR (repeated at variable intervals in future)

RECOMMENDED ASSESSMENTS:

• Predictor16 Pre-Employment Screening Assessments including  Drug/Substance Abuse, Violence/Emotion, Diversity, Risk/Safety, Tenure, Supervisor and Customer Views, Values/Dependability, Assertiveness, Influencing Others, Dependability, Attention To Detail (Gestalt), Work Pace (Kinesthetic), Attitude Toward Customer Service, Energy, and Working with Supervisor Attitude. 

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JOB DESCRIPTION:

Fast food cafe workers, retail clerks, orderlies, receptionists, (non supervisory, do not drive on company business)

RECOMMENDED SEARCH:

• Search Set
• Social Security Number Check
• NationScan Basic™.  California Employers or if the subject is a resident of California, one should use NationScan Plus™.
• Worker Compensation
• Prior Employers' reference checks

 RECOMMENDED ASSESSMENT:

• Predictor16 Pre-Employment Screening Assessments including  Drug/Substance Abuse, Violence/Emotion, Diversity, Risk/Safety, Tenure, Supervisor and Customer Views, Values/Dependability, Assertiveness, Influencing Others, Dependability, Attention To Detail (Gestalt), Work Pace (Kinesthetic), Attitude Toward Customer Service, Energy, and Working with Supervisor Attitude. 

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JOB DESCRIPTION:

Business Manager, Accountant, Foundation Executive Director, Travel Agent

RECOMMENDED SEARCH:

• Search Set
• Social Security Number Check
• NationScan Basic™.  California Employers or if the subject is a resident of California, one should use NationScan Plus™.Cr
• Credit History (repeat at appropriate intervals in future)
• MVR (repeat at variable intervals)
• Education verification
• Professional association verification
• Prior employers' references check

RECOMMENDED ASSESSMENT:

• Predictor16 Pre-Employment Screening Assessments including  Drug/Substance Abuse, Violence/Emotion, Diversity, Risk/Safety, Tenure, Supervisor and Customer Views, Values/Dependability, Assertiveness, Influencing Others, Dependability, Attention To Detail (Gestalt), Work Pace (Kinesthetic), Attitude Toward Customer Service, Energy, and Working with Supervisor Attitude.

Social Security Number Allocations

Most recently, we have detected an increase in intentionally falsified Social Security Numbers from applicants for employment, housing and volunteer positions (working with children). Theory: A Liar has nothing to lose if he or she is detected lying on an application or during an interview. You have every thing to lose if you don't discover the liar and actually reward him or her with a position. After all, you have no idea who you have really hired.

Recommendation: The first background verification check, even before an interview, should be a Social Security Number check. Is this person for real or an impostor? It is your right to know.

Since 1972, social security numbers have been issued by the Social Security Administration's central office. The first three (3) digits of a person's social security number are determined by ZIP Code of the mailing address shown on the application for a social security number. Prior to 1972, social security numbers were assigned by our field offices. The number merely established that his or her card was issued by one of our offices in that state

Area Group Serial

The Social Security number consists of (9) digits: 123-45-6789. The first three digits denote the area (or State) where the application for an original Social Security Number was filed.

Within each area, the group number (middle two (2) digits) range from 01 to 99 but are not assigned in consecutive order. For administrative reasons, group numbers issued first consist of the ODD numbers from 01 through 99 and then EVEN numbers from 10 through 98, within each area number allocated to a State. After all numbers in group 98 of a particular area have been issued, the EVEN Groups 02 through 08 are used, followed by ODD Groups 11 through 99.

Within each group, the serial numbers (last four (4) digits) run consecutively from 0001 through 9999. This chart below shows how Group numbers are assigned:

ODD - 01, 03, 05, 07, 09---------------------EVEN - 10 to 98

EVEN - 02, 04, 06, 08------------------------ODD - 11 TO 99

NOTE: See the latest Social Security Number Monthly Issuance Table for the latest SSN area ranges issued to date. Alleged Social Security numbers containing area numbers other than those found on that table ARE IMPOSSIBLE. NOTE: THIS DATA IS STRICTLY FOR INFORMATIONAL PURPOSES ONLY

Social Security Numbers - Area of Origination in alphabetical order

Since 1973, social security numbers have been issued by its central office.  The first three (3) digits of a person's social security number are determined by the ZIP Code of the mailing address shown on the application for a social security number.  Prior to 1973, social security numbers were assigned by its field offices.  The number merely established that his/her card was issued by one of its field offices in that state. 

The first three digits of a Social Security Number sequence designates area of origination as shown below.  The numerical-order list is below  this alpha-order list. 

1"Enumeration at Entry" is a term used by the SSA that refers to the process of automatically assigning SSNs to newly admitted immigrants based on electronic verification of their work eligibility status by the INS. The process precludes the need for the SSA to visually inspect and verify INS documents prior to issuing an SSN." (Note to hiring authorities:  Remember that nineteen 9-11-01 terrorists all had SSNs?  This helps to prevent and/or expose fake cards used by illegal or undocumented aliens.)11/28/2007

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Social Security Numbers - Area of Origination in numerical order

Since 1973, social security numbers have been issued by its central office.  The first three (3) digits of a person's social security number are determined by the ZIP Code of the mailing address shown on the application for a social security number.  Prior to 1973, social security numbers were assigned by its field offices.  The number merely established that his/her card was issued by one of its field offices in that state. 

The first three digits of a Social Security Number sequence designates area of origination as shown below.  The alpha-order list is above this numerical-order list. 

691 - 699 ...681 - 690 ... New areas allocated, but not yet issued
654 - 658756 - 763 ... New areas allocated, but not issued as of May, 1999
587
588 ... New area allocated, but not issued as of May, 1999
752 - 755 ... New area allocated, but not issued as of May, 1999
659 - 665 ... New area allocated, but not issued as of May, 1999
627 - 645
... New areas allocated, but not issued as of May, 1999
,
648 - 649
646 - 647

680 ... New areas allocated, but not issued as of May, 1999

50 - 751 ... New areas allocated, but not issued as of May, 1999


596 - 599
586 ... Philippine Islands
700 - 728 ... Railroad Board (Issuance of these numbers to railroad employees was discontinued July 1, 1963.)

1"Enumeration at Entry" is a term used by the SSA that refers to the process of automatically assigning Social Security Numbers to newly admitted immigrants based on electronic verification of their work eligibility status by the Immigration and Naturalization Service. The process precludes the need for the Social Security Administration  to visually inspect and verify INS documents prior to issuing an SSN. (Note to hiring authorities:  Remember that twelve and perhaps more of the nineteen 9-11-01 terrorists  had Social Security cards.  This helps to prevent and/or expose fake cards used by illegal or undocumented aliens.)

The Nineteen 9-11-01 Terrorists' possible use of Social Security cards was reported by James G. Huse, Jr, Inspector General for the Social Security Administration to the House Judiciary Committee on June 26, 2002 and is partially quoted as follow:  "We associated SSNs with 12 of the 19 names.  Of the SSNs associated with these 12 names, 5 appeared to be counterfeit (SSNs that were never issued by SSA).  In addition, 1 was associated with a child, leaving 6 names associated with SSNs that were issued by SSA.  Further, 4 of these 6 names were associated with multiple SSNs.  At this juncture, we cannot assert whether any of the 6 subject names associated with these SSNs are, in fact, September 11^th terrorists." 

NOTE: The same area, when shown more than once, means that certain numbers have been transferred from one State to another, or than an area has been divided for use among certain geographic locations. Any number beginning with 000 will NEVER be a valid SSN.

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Wednesday, 28. November 2007

Retention Incentives For Protecting The Investment Required To Recruit A New Employee.

After you and/or key members of your staff have completed all the steps necessary to making a successful "hire", i.e., updating the written job description and entry compensation, running the ads and/or other recruitment activities, answering the telephone calls, reviewing the applications and/or resumes, contacting the candidates, setting the appointments for interview, interviewing, possible testing, re-interviews, test/interview evaluations, job tours, making the final selection and job offer, drug testing, background verification steps, authoring the written job offer, communicating the job offer, evaluating background search results, scheduling and possibly giving company orientation and completing all the "new hire" reports and possibly scheduling training, your company has invested considerable time, effort and money to obtain the best person possible. The last thing you want to see is that employee's resignation. Therefore, decision makers often for effectiveness should review RETENTION INCENTIVES. The trap to avoid is to form a paradigm about incentives because "that's the way we have always done it..." The effectiveness of incentives beyond meeting the minimum wage or salary relevant to a given position appears to change dramatically with each new generation or cultural change. It wasn't that long ago that many companies had only full time career employees. Now, many of these same companies offer part-time, job sharing and telecommuting positions.

Awards and anniversary gifts, retirement gifts, recognition and holiday gifts will be available soon. 

CONSIDER THE PEOPLE YOU COME IN CONTACT WITH THAT PLAY A VITAL ROLE IN YOUR LIFE AND YOUR BUSINESS AS APPROPRIATE CANDIDATES FOR BACKGROUND VERIFICATION AND ASSESSMENTS!

APPLICANT - EMPLOYEE - VOLUNTEER - TENANT - PRIEST - PASTOR - RABBI - COUNSELOR - TEACHER - CANDIDATE - BOARD MEMBER - CUSTOMER - ACCOUNTANT - CONTRACTOR- SUPPLIER - MECHANIC - CARE GIVER - MEDICAL PRACTITIONER - CHIROPRACTOR - PSYCHIATRIST - DENTIST - OPTICIAN - NATUROPATH - MASSEUSE - HOMEOPATHIC PHYSICIAN - NURSE - NUTRITIONIST - LAWYER - BANKER - FINANCIAL PLANNER - CARE GIVER - NANNY - TEACHER - YOUTH WORKER - BUS DRIVER - TRUCK DRIVER - COMPANION - COACH - TRAVEL AGENT - GUIDE - THERAPIST - REPAIR PERSON - ORDERLY - CUSTODIAN - STEWARD - SERVER - TRUSTEE - ACCOUNTANT - BOOKKEEPER - GUARD - FOOD PREPARER - DELIVERY PERSON - REAL ESTATE AGENT - PARTNER - MENTOR - PHARMACIST - BROKER - PILOT - BROADCASTER - COSMETICIAN - PRIVATE INVESTIGATOR - DOMESTIC - PEST CONTR0L TECHNICIAN - CLERK - ASSOCIATE - RETAILER - PLAYGROUND SUPERVISOR - MANAGER

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