Security and Risk Management

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Candidates may have questionable gaps in their employment history for many reasons. Such reasons include maternity leave, pursuing personal businesses, education or incarceration (Nixon & Kerr, 2008). Candidates may make efforts to cover up these gaps by lying about their previous jobs. Others are also likely falsifying titles to woe for higher pay. Conducting employment verification is important in providing valuable background information about the candidate’s working habits, integrity, and attitude. The economy is rapidly gaining momentum and employers have to fill qualified candidates.

The checks that are conducted by Oregon state University

The routinely sought after in employee background checks by the university are Court records, Credit reports, Social Security number, Drug tests, Driving records, Character references, Property ownership records, Past employers, Personal references, and the Sex Offender lists. Some records like credit reports and drug tests require the applicant’s consent before conducting. However, they are still regarded as routine records that must be used when performing background checks. Regardless of the nature of the record, the human resource department of the University of Oregon always makes sure that the inquiry is relevant to the job.

Criminal Background Checks

The state of Oregon recommends any employer should not inquire about past convictions during job applications. However, in any case, they make such inquiries, it has to be limited to and related to the position in question and be considered a necessity (Nixon & Kerr, 2008). The university is always keen to conduct a search in the National Sex Offender Registry to ensure that the applicant is not registered as a sex offender

Employment History Checks

The human resource management of the University of Oregon verifies past employment in several ways. First, it uses databases as updated in company payroll records using Social Security numbers. They may directly contact the past employer to verify the employment. In normal cases, the past employer can only reveal information relevant to that company including dates of employment, job titles, and the candidate’s eligibility for rehire.

What is the policy on drug testing?

The laws regarding employment drug screening are different from state to state. Oregon state laws allow employers to test applicants irrespective of whether they have formally been offered a position or not but at their consent. Oregon state university has a strict Policy calling for a Drug-free Workplace. Drug testing facilitates the human resource management to nature a healthy and productive workforce (Oregon State University, 2016). Besides conducting the drug tests, Oregon State University has a drug-free workplace program, which monitors drug abuse in the workplace. Legally the Oregon state university has established it within its rights to screen out abusers before hiring them.

Motor Vehicle History Check

The university conducts motor vehicle history checks of the potential candidates as a condition for selection in a position that requires driving as a necessary function (Oregon State University, 2016). All other categories may, however, be subject to this check. The practices relevant to the motor vehicle history checks get conducted in a way that conforms to the University’s commitment to open recruitment and in accordance to the Commercial Vehicle Safety Alliance. Many government agencies are active in enforcing road safety rules. Oregon University focuses on ensuring that employees have undergone driver safety programs.

Credit check

Companies primarily do credit checks to prevent or reduce any chances of theft (Arthur, 2012). It is assumed that perhaps people who tend to be under large debts are more inclined to stealing. The checks therefore potentially lower the liability for negligent hiring. Oregon state laws restrict employers from taking advantage of credit reports as a determinant during the hiring process. However, for employees who will have access to financial accounts, the University of Oregon has their credit checked.

Interview with previous and current neighbors

The University of Oregon conducts a neighborhood check for certain cases. In such instances, the investigators speak to current and past neighbors so as to find out whether the candidate was involved in any suspicious activity. Nixon & Kerr (2008) argue that the neighborhood check is however not meant to exclude any candidate from employment. It simply points to more questions that the employer might have asked the candidate to gain insight of their overall background.

References

Oregon University considers taking up references as part of the employment process. In fact, if a candidate receives glowing references, the hiring department is more likely to pay little attention to them. Employment decisions are based on many other factors. The references are merely part of the hiring process

Relevance of the background check procedure

The Fair Credit Reporting Act is in charge of regulating how employers go along performing employment background checks. Oregon University complies with all the regulations within the Act. Under the FCRA, the institution is typically free to carry out employment background checks as long as they are of business interest.

Recommendations to enhance the process

There are genuine reasons that compel employers to proceed with employment background checks. First, threats and incidents of violence at the workplace and second is the risk of negligent hiring lawsuits that tend to be on the rise (Nixon & Kerr, 2008). Oregon state university is obliged to protecting its workers and students from any security risk posed by employees, and therefore the need for a sound and efficient procedure. They should lay more emphasis on contacting former employers when conducting employment background check. However, it should be kept in consideration that any questions asked to former employers, neighbors or references should be restricted to job-related issues. Information brought forward by all candidates should be considered genuine and without discrimination, unless proven otherwise.

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References

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