Public Power - January/February 2008 - (Page 48) HUMAN RESOURCES Making Background Checks on New Hires By Jim Paterson Public power utilities today complete more efficient and thorough background checks of prospective employees – often with the assistance of online services – but it has not necessarily made the job easier. Human resource managers still find they must be diligent and complete thorough traditional assessments themselves at times or undertake other research on employees as new challenges develop. “We perform background investigations for most jobs using specific criteria for that position and using various means,” says Ruth Erwert, recruiting and employee relations manager at Chelan County Public Utility District in Wenatchee, Wash. “But often times I’m it, lock, stock and barrel.” Erwert and other utility human resource managers say drug testing has been a prominent issue in their field, but other sensitive areas must be explored. They generally agree that four background checks are critical: Criminal records—This can include a review at the county courthouse, a statewide check, or a national search, according to Jan Stillman, recruitment and employment manager for Gainesville Regional Utilities in Flordia. She checks criminal records in the counties or states where applicants have previously lived and a nationwide fingerprint database for those holding sensitive positions or working with children. Erwert uses Intelius, an online service, for criminal investigations. 48 JANUARY-FEBRUARY 2008 Driving history—This is particularly important for employees who will be using a company vehicle. Online services again can check driving records but often information is readily available from the state. Previous employment—Online services will check the accuracy of a resume or the validity of a reference, but some HR managers, like Erwert, check themselves, verifying dates of employment, salary and other key information. She talks ports, credit checks are important if an employee will take payments or work in finance, said Sam De Leon from the human resource department at Kansas City Board of Public Utilities. “Other things might be called for on a case-by-case basis, or if something reveals itself,” he said, noting that psychological issues might, for instance, arise based on a physical or a report of medications that are used. Utilities generally report they rarely require psychological background checks, but tests might be initiated if warranted or if a specific job is sensitive, said Erwert, noting that unlawful discrimination can be poor credit rating for a good potential employee. Checking for the legitimacy of a Social Security number is not routinely done by all utilities, but Todd Owens, general manager of employment screening for Intelius, says it should be — to reveal any aliases or maiden names, and an address history. Then courthouse criminal checks can be done in those locations where the applicant lived. That should be followed by a nationwide criminal database search and a nationwide sex offender database search, he said. The cost of all background checks for most employees can range from $50 to $200, Owens Credit checks can be deceptive and should be used carefully since a family problem, natural disaster or other issue can result in a poor credit rating for a good potential employee. to most recent references and other persons at last job, plus previous places of employment, to get a glimpse of the person for the past five to seven years. Education—A diploma may be enough, but many utilities verify the applicant’s education history online (there are free online services, though some colleges don’t participate: (www.studentclearinghouse.org/ colleges) or by making calls themselves. Terri Tucker, manager of human resources at AMP-Ohio, based in Columbus, Ohio, says for new graduates without a work history, she checks the types of courses the applicant took and their grades because a diploma with no work experience may not indicate jobreadiness. In addition to these key recharged if assessments are not “absolutely relevant to the job.” Candidates can also challenge the accuracy of information used in hiring decisions under “adverse action” laws, which require background check information be provided to applicants who are turned down because of it, or, in some states, in all cases. Beth Givens, director of the Privacy Right Clearinghouse, a nonprofit consumer advocacy organization, said employers should make sure they explain the purpose of the background check and she recommended providing all candidates with results. She also warns that credit checks can be deceptive and should be used carefully since a family problem, natural disaster or other issue can result in a said. Other utility officials say many of the individual reports cost from $15-$30 and the total check averages $150. Erwert said it takes her about 2.5 hours to complete her utility’s investigation, including drug testing and other applicant queries. Stillman said she occasionally uses a search engine such as Google for a person taking a high-profile or sensitive position. She looks for scandals or other negative public reports that might not show up in criminal investigations or other records. ❚ Jim Paterson is a writer in Olney, Md. PUBLIC POWER http://www.studentclearinghouse.org/colleges http://www.studentclearinghouse.org/colleges
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