What to Do When an Employee is Listed as a Sex Offender

Employers are often faced with tough calls when it comes to the hiring process. Obviously, you don’t want to hire just anyone – your selection will have to be highly qualified for the position with a proven track record of hard work and dedication to their position. However, many employers don’t think to check beyond this – even if an employee seems great in the interview, resume packing and flat-out lying are common practices in the working world. If you don’t invest in a solid background check, you may find that your potential employee has a criminal record. They might even be a sex offender. If a sex offender search comes back with red flags, what should you as an employer do?

Sex Offender Safety

If you don’t invest in a solid background check, you may find that your potential employee has a criminal record. They might even be a sex offender. If a sex offender search comes back with red flags, what should you as an employer do?

Best Practices for Sex Offender Checks

  • Combine a criminal record search with a national sex offender registry check

A national criminal background check by itself won’t always give you the protection you need against hiring a sex offender. However, combining a criminal record search with a national sex offender registry check can provide your business with the security required to make an informed hiring decision. It’s common practice for sex offenders to relocate to another state and neglect to register as a sex offender in their new state.

  • Check for aliases and false demographic information

People can and do lie on resumes and job applications, and some candidates will go to great lengths to hide their criminal history. A background check that includes checking for similar names and aliases while verifying social security information is ideal. For example, job candidate John Doe might check out okay, but he may also use the alias Jonathan Doe, whose criminal history would remain hidden without a check that includes this.

  • Be sure to check each employee consistently

Don’t just assume that you don’t need to check an employee because the position may not require it. For example, if you’re hiring someone for administrative work, you may not think you need to do a sex offender search because they will not have contact with any customers or clients. However, they can still pose a risk to their co-workers. In positions of education, elder care, and health care especially, sex offender checks are necessary for a safe and risk-free work environment.

All About AIR Pre-Hire

AIR Pre-Hire in Reisterstown, MD, conducts accurate and verified universal background screening, so you will have thorough background checks on your employees. Here at AIR Pre-Hire we don’t simply check the basic information, we dig deep to identify inconsistencies and make sure your potential employees (as well as existing employees) are acceptable for hire. This is the human element of our custom pre-screening service. You can count on us for timely, verified pre-screening and employee re-screening.

Learn more by visiting our website www.air-prehire.com or calling us at 1-800-469-4473. Check us out on FacebookTwitterGoogle+, and Pinterest as well.

Tags: , ,