What Background Checks Should Include:
The best indicator of a person’s future behavior is his or her past behavior. This is why background checks are essential. Resume fraud alone is rampant and can range from minor embellishment to a complete and total fabrication that can embarrass an institution or result in exposure to danger. With this in mind, whether you are conducting background checks in-house or have contracted an outside source, here are six points to consider:
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Criminal Record Investigation: The first step should be a criminal background check that investigates, at a minimum, the past seven years of a candidate’s life. It’s not enough to just check the past few years. Even if an item of concern is a distant memory, it’s simply better to be aware of it so an organization is not caught off guard if questions do arise down the road.
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Sex Offender Check: Whether it’s an elementary school, college or hospital, campuses are very attractive targets for sexual predators, and students, patients and staff need protection. In addition to examining the pasts of job candidates, it is also wise for an organization to work with local authorities and make certain they are aware of any se
x offenders within their immediate area, at a minimum, within five miles of a campus.
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Prison Record Review: A question that should be asked of a candidate, and investigated, is if he or she has served prison time. If so, it is important to learn not only the circumstances of the person’s arrest, but the terms of his or her release. There may be some restrictions as to what type of activity the employee can perform. Note that various agencies do not necessarily share information, so it is important that an investigation be comprehensive.
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Motor Vehicle History: An inquiry with the Department of Motor Vehicles about a candidate’s driving history is highly recommended. While this is obviously crucial for anyone responsible for transporting students, patients, visitors and staff, or operating company vehicles in general, it can provide additional insight into a candidate’s behavior not necessarily captured in a criminal background investigation.
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Credit History: Particularly in tougher economics times, it is understandable a candidate’s credit history could be adversely impacted. However, a questionable financial past may also reveal motives for potential thieves, or expose a person’s inability to recognize the importance or severity of situations. While reasonable explanations can be made about a credit history, it is an area to check, and one where a candidate should be questioned.
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Online Search: The Internet is a very powerful and easy-to-use tool, and a simple search on a candidate can produce amazing results. A Google or Yahoo! search is a great place to start. Also of interest should be a candidate’s social networking habits. It should also be noted, however, that not everything you find on the Internet about a person can be assumed to be accurate and viable in judging character.
These various checks make up a reasonably thorough background screening process. Also, for higher leadership posts and those in positions that can directly impact the safety of students, patients, visitors and staff, such inquiries should be made periodically. Those whose behavior has become erratic should also be closely monitored. After all, people and their circumstances can change over time.
IDs, Visitor Management are Your Next Steps
By Steve Blake and Robin Hattersley Gray
Once a new hire has been properly vetted, others on campus must be able to identify that the new employee is authorized to be there. The same holds true for visitors and vendors. Campus-issued ID cards can help maintain security, particularly in large organizations. The following steps will help you update your identification credentials, and visitor management policies and procedures.
1. Determine the cards’ functions: Will they be used only for identification or for other purposes, such as cafeteria, debit and library privileges or logical access control? Also consider who will need to use the cards. Students, staff, vendors and visitors have different requirements and uses for their credentials.
2. Identify what level of visual security is required: Because cards can be easy to counterfeit, access control experts often recommend IDs include photos and holographic security elements.
3. Determine the technologies within the card: Most campuses start with bar codes and magnetic stripes. For campuses with greater security needs, proximity cards or smart cards may be appropriate.
4. Layout the card: Often ID cards that will be carried in wallets are printed horizontally while IDs worn on a lanyard are printed vertically. Also be certain the typeface is easy to read. Information that is visible on the card should include the person’s name, photo and organization logo.
5. Consider using visitor management software: Electronic visitor management systems are now so advanced that some can process visitors and vendors in as little as 10 to 20 seconds. They can automatically read a driver’s license or business card, and print professional-looking badges with your organization logo, visitor photo and any other information. Additionally, some can run reports, query a database and even preregister visitors.
John Nagy is senior vice president of Andrew International.
Note: This article originally was featured in the November/December 2009 issue of Campus Safety magazine.
