PRE-SCREENING PERSONNEL AND VENDERS WITH THE HELP OF IQM SYSTEMS

Areas of Inquiry In PRE-SCREENING Applicants And Venders
Using Official Records to Verify Qualifications

Seeking The Goal Of A Crime-Free Workplace

The Drug Free Workplace Act instructs employers to establish a policy which prohibits drugs in the workplace. IQM encourages companies to expand on that concept and go for a Crime-Free Workplace. Screening for drug abuse is an excellent place to start but that is just a beginning. Companies that take prudent action to avoid injuries and losses by not hiring violent, disturbed, or dishonest people may avoid costly lawsuits. The Commerce Department has provided guidelines, similar to pre-employment techniques, about engaging professionals and venders. Still, these good words, while making the inquiry legal in both cases do not make it any easier. Special knowledge is needed.

How Do We Do That ?

In the federally regulated world the answer to this question is easy. It is spelled out in some Code. Real world management involves design. The job description, or task, should be examined and qualifications established. All positions in that category need to be treated the same. To do the research correctly, the appropriate official files should be searched. That is where an agency like IQM can come to the rescue. IQM is registered with court clerks and many administrative agencies. This facilitates record searches like:

Criminal and civil court histories, Military Service records, Education attainment, Financial reputation listings, Driving licenses records, and Workers compensation claims.

In addition to gaining access to this vital records, and many others, IQM agents can interview former employers, suppliers, customers, and developed references to gain insight into the reputation and character of the applicant or prospective vender.

What May The Employer Ask?

Many trusting employers, or contractors, simply take the word of applicants or venders as to their: community social reputation, behavioral background, educational attainment, employment history and financial responsibility. They believe intrusive questions to be unauthorized. This can lead to a major mistake. Employers should be concerned about their own rights to make an inquiry. The Texas Employment Commission has provided strong legal opinions about the rights of the hiring party to take the appropriate action to determine the truth about prospective employees. Your state most likely has similar guidance. Some job categories even authorize employers to fingerprint applicants and submit the inked impressions to the State for a records search. IQM can help you locate guidance.

References

The Texas Workforce Commission has some excellent advise about the employees right to screen applicants.
Click here to connect with their home page.

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