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Motor Vehicle Record FAQs for Employers

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In any organization, each employee has a unique set of tasks that require a unique set of skills. Some skills, such as driving, require a great deal of trust on the part of the employer. Executing that skill perfectly is essential to the well-being of the organization and the public. When a position requires a specific and important skill like driving, it makes sense to ensure the person you choose for the position has a consistent history of responsible driving. You can ensure that through a motor vehicle record check.

Hiring teams use motor vehicle record (MVR) reports to identify whether or not a candidate has a responsible driving record. Many jobs don’t require operating a car or machinery on behalf of the organization.  This means you don’t have to run a MVR check on everyone. Still, it’s in your best interest to check the driving records of anyone who might operate a vehicle while on the job. Here are some common questions about MVR reports.

What does a Motor Vehicle Record report tell me?

The information in a report might vary depending on your state and the Department of Motor Vehicles (DMV) that compiles the report, but generally you can expect the following  in a MVR:

  • Current license status (suspended, revoked, cancelled)
  • Past license statuses
  • License class
  • Accident reports
  • DUI convictions
  • Vehicular crimes
  • Traffic violations
  • Insurance lapses

Altogether, each of these pieces of information can help you decide whether or not any candidate is a responsible driver.

Should I check an employee’s MVR more than once?

Most places have rules that require you to check MVRs on a regular basis. The Occupational Safety & Health Administration (OSHA) suggests that any employee who has to drive a vehicle for work, regardless of if the employer owns the vehicle, should have an MVR report completed at regular intervals.

For employers who fall under the Federal Motor Carrier Safety Administration, they must review each driving employee’s MVR every 12 months. They must also keep the MVR on file for three years. This ensures employees keep their clean driving record throughout their time working with you.

How do I get a MVR report and how long does it take?

One Source can take care of MVR reports for you as an extension of our TotalCheck package. TotalCheck includes all the criminal history and identity checks you expect of any background report, and you can add a DMV driver’s history check or a Department of Transportation screening. You can also run a standalone driving history search on a recurring basis, or ad it as an extension of your TC package. We can help you decide what kinds of checks make the most sense for you depending on your job requirements.

At One Source, we take a lot of pride in producing thorough, accurate background reports quickly and efficiently. We strive for a turnaround time of 24-48 hours. The speed at which we can compile an MVR depends on the rules and operating schedules of your local DMV, but we generally get MVRs back in a less than a couple of hours.

To start hiring drivers with confidence, contact the One Source Client Relations Team and build your MVR process today.

How to Navigate the Changing Contractor Hiring Market

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Over the past few months on this blog, we’ve covered several aspects of how the COVID-19 pandemic has impacted hiring. One perspective we have yet to cover is the influx of companies turning to contractor hiring and contingent workers.

Some industries are utilizing contractors through the pandemic because they might not know how many of their jobs will be truly permanent. Some industries are using contingent workers to complete tasks that arose suddenly during the pandemic and won’t be necessary later. Regardless of why your company might be hiring more contractors, it’s important to have a consistent screening process in place for temporary workers.

Contractors can deal with the same sensitive, proprietary information and have the same client interactions as full-time employees. To make your investment in contractors pay off, follow these tips for choosing contractors you can trust.

Set Consistent Expectations to help navigate contractor hiring

Despite the constraints of a crisis like the pandemic, you shouldn’t abandon your usual hiring practices. Maintaining consistency in screening expectations and hiring are key to avoiding unnecessary risk from a poor hire.

Apply the same screening standards to contingent workers as you would to any other employee. If you run drug tests or driving record checks on your full-time team, perform the same checks for temporary hires. Consistency will prevent headaches for your HR team and streamline your hiring so you can get the best contractors to work as quickly as possible.

Add a Few Contractor-Specific Guidelines

While your base screening process should be the same for contractors as it is for any other potential employee, you can add some screenings specific to contingent workers to amplify your background reports.

For one-off, temporary or contingent workers, you’ll follow approximately the same screening process you would follow for any other employee. You can include a few additional screenings such as drug screenings or driving records checks.

If you’re hiring a contractor, be aware that their staffing company will run their own background checks. You can let their staffing company know if you want any screenings or specific searches beyond their background checks. For vendors, construction workers or other workers who need access to your property, you can use One Source Certified Contractors (OSCC) checks to allow them access to your site. A school, for example, would use OSCC to find a contractor to fix their plumbing or renovate the school.

You can source contractors from staffing agencies who will run their own background checks for you. If you decide to hire any of the contractors full-time, you can then use your own screening process to vet them thoroughly before they become a full employee.

Whether you need several contingent workers quickly or want to spend some time finding the right person to handle a task for you, be sure to complete a proper screening before you give anyone access to your organization. One Source can help you screen all potential contractors so you can move forward. Contact our Client Relations Team to learn more about contractor screening.

One Source Background Check Resources Review: April-July 2020

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At One Source, we provide comprehensive, transparent and useful background check education and resources on a weekly basis. We are experts in the screening industry, and we want everyone to have access to a categorized review of One Source’s background check resources to determine their security needs.

We will continue to curate blog posts and include them in this quarterly review of our blog. We’ll organize the blogs by topic to make it easier to find the information you need and utilize our knowledge when you need it. With that said, let’s dive into the One Source Background Check Resources Review.

Background Check Resources Review : General Background Check Information

Should social media checks be included in screenings?

A job candidate’s social media accounts can provide a clear picture of their true behaviors and personality—and social media screenings can absolutely have a place in the hiring process. However, that screening should not be as simple as letting your hiring manager quickly scroll through a candidate’s profile(s). In this blog, we explain how you can ethically and seamlessly integrate social media checks into your hiring process.

How to maximize your investment in quality background checks

When done right, background checks drive success. But when done insufficiently, poor background checks can lead to serious difficulties. That’s why background checks should be considered as investments in the future of your organization. Here we’ll talk about how making the most of your investment in background checks strengthens your company and how you can avoid the hidden costs of inadequate screenings.

The state of the screening industry during the pandemic

This blog is from the first week of May, and we do have more current COVID-19 information on our site. However, this blog sets the baseline of the screening industry’s response to the pandemic and how the pandemic has impacted screening turnaround times and protocols.

Compliance and Ethics

Answering all of your Fair Credit Reporting Act and adverse action FAQs

The Fair Credit Reporting Act (FCRA) guides the background check process for employers and offers privileges and rights to the candidates who undergo screenings. Complying with the FCRA is essential to hiring teams, and One Source can answer all your compliance questions and guide you through an ethical hiring process.

Can I ever run a background check without permission?

Technically, if you have someone’s full name, you could run a background check on them without their knowledge. However, that doesn’t mean you should. Ethically—and often legally—you should always obtain permission before screening anyone. In this blog, we dive into the rules, expectations and potential consequences of running background checks in different contexts.

New Compliance Laws You Should Know in 2020

Regardless of whether your company is hiring right now, new compliance laws will likely affect you down the road. So it’s best to stay one step ahead and be prepared when your business is ready to hire again. Here are some of the most important state and federal regulations about screening and hiring that have been passed in recent months.

Protesting and background screenings: Is your business prepared?

Thousands of people have been arrested in recent months due to petty infractions from protests. Many of these arrests are released without charges. It’s up to each organization to decide how to manage protest arrests in their hiring, but we have some guidelines to help you develop a process.

Employers & Hiring Departments

How a background check company can enhance your hiring process

Hiring is already complicated enough—you have to write the perfect job description, filter through resumes, organize interview times and screen your candidates. Background check companies like One Source can help streamline and enhance your hiring to take some weight off you and help you find the right candidate.

Recognizing and minimizing hiring bias with background checks

First impressions are important in the hiring process, but unconscious biases can incorrectly shape those initial meetings. Background checks and smart hiring practices are effective ways to minimize biases. Here, we discuss a few screening methods you can implement to make your hiring unbiased and successful.

How employers can safely bring employees back to the office

As offices slowly start to reopen and employees begin to return, employers are busy planning how to keep everyone safe once they’re back under one roof. Not only are employers tasked with safely bringing employees back, but also creating a secure environment for customers and clients. We have some insights from the Equal Employment Opportunity Commission to guide your reopening plans.

Managing the challenges and changes of remote hiring

Remote recruiting is tricky new territory for recruiters and job seekers alike. But sometimes in hiring, adaptability is the name of the game. Meeting applicants where they are and adjusting accordingly can help bring out the best candidates. That being said, remote hiring isn’t easy—here we explore a few challenges you may encounter and how One Source can help.

Should I screen my furloughed or laid off employees if they come back?

Whether employees were furloughed, laid off or worked from home, you will need to take a look at your new employee processes. With One Source’s help, businesses can determine whether it is necessary for them to screen furloughed employees.

Volunteer Organizations

Volunteer Screening Best Practices

If you’re considering volunteer screenings for the first time or increasing screening measures, you can follow One Source’s best practices. With a strong background check procedure, you can get your volunteers out to serve others quickly and safely.

One Source has an entire library of blogs, FAQs and more—covering every aspect of background checks. Review our other Background Check Resources Reviews on our blog for more useful tips and information. If you have any further questions about background screening or how One Source can assist you, contact our Client Relations team.

How COVID-19 Impacts Tenant Screenings

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There isn’t much about our daily lives the pandemic hasn’t impacted. And the housing industry is no exception. Property managers face potential for delinquent payments and apartment turnover as their tenants manage their own difficulties. The challenges become an endless cycle of waiting for the financial crisis to evolve to a more stable environment. What can potentially be lost in the shuffle is processes, or changes to them, for prospective tenants. Tenant screenings should certainly still remain a priority for property managers and owners.

Amending the FCRA During the Pandemic

As property managers screen potential tenants, it’s necessary to stay informed of changes impacting credit reports. The Coronavirus Aid, Relief, and Economic Security Act (CARES Act) in particular brings change to tenant screenings. When the CARES Act became law, federal and state government encouraged financial services companies to offer payment relief to consumers impacted by COVID-19.

However, the CARES act also triggered an amendment to the Fair Credit Reporting Act (FCRA). If a consumer accepted assistance from their financial services companies, their account status is required to adjust accordingly. The assistance could range from deferring payments, making partial payments, modifying a loan or others. If a consumer participated, regardless of the aid, their account would be required to be adjusted from “delinquent” to “current” status. For consumers with delinquent accounts who elect not to accept the assistance, their status would remain.

How Does the Amended FCRA Impact Tenant Screenings?

Property managers have the opportunity to adjust how they screen a potential tenant. However, credit reports are imperative to gaining a better understanding about whether or not the tenant will consistently afford rent. Having a clear understanding of what information is provided can help property managers fill vacancies with greater confidence.

Consider the amended FCRA and how it could impact how you approve or disapprove tenant applicants. If an applicant accepted CARES assistance, consider their financial stability prior to the pandemic and now. While the current status is important, thinking long-term could paint a clearer picture of whether or not the tenant is a right fit. We can help identify the information needed to fully understand the financial information provided and its potential impact on your decisions.

One Source provides customizable tenant screening packages that, regardless of the depth of information gathered, can be turned around in 48 hours. As a leading background check solutions provider, we believe it’s our responsibility to know and understand current state and federal regulations, and help businesses determine what information is most valuable to their decision making. 

Managing the Challenges and Changes of Remote Hiring

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Remote recruiting is tricky. It’s relatively new territory for recruiters and job seekers and it comes with different expectations, restrictions and rules. While not every company is hiring right now, those who are must adjust their processes.

But sometimes in hiring, adaptability is the name of the game. Meeting applicants where they are and adjusting accordingly can help bring out the best candidates, no matter how strange the hiring circumstances. The being said, remote hiring isn’t easy—here are a few challenges you may encounter and how One Source can help.

Hiring without meeting in person

Face to face interaction with candidates has been an essential part of the hiring process. By getting an applicant in your work environment and seeing how they interact with your team, you can tell a lot about how they’ll fit in to your staff. However, remote recruiting and hiring does not offer the luxury of in-person interviews. So how do we adapt?

One way to customize the hiring process for an online space is to lean on the technologies that you’re already using. Zoom, Google Meet and other video conferencing services are an easy way to connect face to face at any time. Generally through the hiring process, you may only speak with candidates a few times before you make a decision. These video chat apps make it easy to have more frequent conversations with applicants. You can invite them to chat with your whole team and develop a sense of their personality through shorter, more frequent conversations.

You can also lean on other hiring resources like background checks and work samples to better understand what a candidate is like. One Source’s online portal makes it easy to keep reports in one place and refer to them whenever necessary. So, despite the lack of in-person communication, online resources allow you to compile a relatively complete picture of who you’re interviewing.

Notice and address gaps in your hiring process

While unconventional, turning your hiring process on its head by moving it online can be a good way to identify gaps and issues in your typical hiring process. Remote hiring may intensify underlying inefficiencies and frustrations. Do you need to revise your application review process? Should you ask different questions and measure different skills? Does your screening process align with your objectives? You may find yourself asking any of these questions and more as you continue remote hiring.

Don’t be afraid to think on your feet as you navigate new hiring methods. While your team should always be aligned and intentional, there has never been a better time to try new things and solve problems in creative ways. Patching up inefficiencies in your hiring will make your staff stronger in the long run.

If you feel like your background check process isn’t working toward your goals, contact us at One Source and we’ll help you build a screening process tailored to your needs. Everyone is managing change right now, so we’re here to make your hiring that much easier.

How Employers Can Safely Bring Employees Back to the Office

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As offices slowly start to reopen and employees begin to return, employers are likely busy planning how to keep everyone safe once they’re back under one roof. Not only are employers tasked with safely bringing employees back, but also creating a secure environment for customers and clients.

You might be trying to find the right way to screen your employees for illness as you start bringing employees back to the office. In issues of health, however, there are several compliance laws and regulations you must follow to protect their privacy. Screening your employees is possible. Though there is a lot of planning and considerations you need to take into account first.

Compliance with medical regulations

You can ask your employees whether they have experienced symptoms of COVID-19 and if they have been diagnosed with COVID-19. However, once you gather any medical information from your employees, it’s your responsibility to keep that information confidential. If any of your employees test positive for COVID-19, you can alert the rest of your staff, but you must not disclose the identity of the sick employee.

If you’re hiring new employees or re-screening current employees, some background screenings may include medical information including drug testing, physicals and more. First, you need to receive consent to screen anyone. This can easily be done with One Source’s contact-free release forms. As always, the content of a screening report is between you, the employee and the reporting agency. Essentially, do everything in your power to keep your team informed about the health of your company while protecting the privacy of individual employees.

Planning for a healthy work environment

Part of your plan for reopening your office should focus on the Occupational Safety and Health Administration’s (OSHA) guidelines. This will allow you to provide a risk-free work place. This may require you to move desks apart, enforce social distancing measures and more. The Centers for Disease Control (CDC) offers a comprehensive guide to maintaining a safe work environment as the pandemic continues.

Your strategy for returning to the office may include some new hires. You may feel the need to screen new employees or applicants for COVID-19 before they can enter the office. The Equal Employment Opportunity Commission (EEOC) recently released guidelines on how to fairly screen new hires. You can request that new hires get screened for COVID-19 after you make a conditional job offer and before they start working. If you want to screen all qualified applicants for COVID-19, you must also screen all new employees in the same role.

You can also require temperature checks as employees enter the office. Some thermometers simply say whether or not you have a fever, keeping the exact temperature of your employees private.

Many employers right now are juggling their plans to return to the office safely while managing screenings and information privacy. One Source can help you manage screenings efficiently and let you focus on keeping your team safe. Learn more by contacting our Client Relations team today.

Volunteer Screening Best Practices

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As the COVID-19 pandemic alters our lives every day, nonprofits and other volunteer organizations are using their volunteer base to bring community support. Some volunteers fill essential needs like food delivery and medical care—and the demand for quality volunteers continues to rise. Volunteers bring valuable care and necessary resources to communities through this pandemic. This means it’s extremely important for volunteer organizations to make sure they’re recruiting the best volunteers. The way your organization’s volunteers act through the pandemic will reflect on your organization for years to come. One of the best ways to ensure you recruit excellent helpers is to run volunteer screenings for each applicant. It may take some time to screen each applicant, but the clarity and security of a screening report is well worth it.

If you’re considering volunteer screenings for the first time or increasing your screening measures, you can follow these best practices to create an efficient screening process. With a strong background check procedure, you can get your volunteers out to serve others quickly and safely.

Find a screening partner you trust.

Your time is best spent running your organization and selecting volunteers. It should not be spent digging up background information on volunteer applicants. Regardless of how many background checks your organization may need to run, you will save time and resources by outsourcing your background checks.

Quality screening agencies like One Source are well-versed in volunteer screenings and can assist you in deciphering what screening reports really mean. When you partner with a screening agency, you  get the most accurate and complete reports. Furthermore, you get help clarifying what the screenings truly represent. At One Source, we can turn around screenings in 48 hours. Then, the results are presented on a user friendly platform. You can save valuable time and focus on finding the best volunteers to fulfill your mission.

Know when to screen potential volunteers.

Background checks are one of many tools you can use to build a strong, dedicated volunteer base. It doesn’t always make sense to base all of your volunteer decisions on screening reports alone, but they should be an important point of consideration. To create an efficient screening process, time background checks strategically in your vetting process.

You can start your vetting process with a thorough application followed by reference checks. After evaluating applications and references, you can determine which applicants would be good volunteer fits for your organization. Those applicants can then move on to the next round of vetting: background checks and interviews. Interview your applicants to get a deeper insight into their personality and strengths. Then, you can run background checks on your top candidates. Pair the background report with the information you gained from the references and interview to decide whether someone should volunteer for your cause.

Volunteers are providing essential services to thousands of people throughout our communities and their impact cannot be understated. If your organization is sending volunteers out into the world right now, it is in your best interest to be certain they are the best representatives of your mission. Contact One Sources’ Client Relations team today to learn how we can make your volunteer screening process thorough, streamlined and effective.

5 Things You May Not Know About Background Checks

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If you help with your organization’s hiring process or are applying for a new job, the impact and value of background checks are likely on your mind. Background checks equip hiring departments to make more informed decisions and expedite the entire process. While screening has become an extremely common part of hiring, few applicants or employers know what happens behind the scenes of background reporting.

To build strong background checks or apply with a better understanding of the process, it helps to know how screening reports are created. These five facts about background checks will help you handle screenings successfully.

Reporting a criminal record can be complicated

You won’t find one all-inclusive database where you can collect someone’s entire criminal history. Criminal records are dispersed throughout thousands of county, state and federal court documents, so it requires know-how and skill to compile a criminal record.

There is a wide variety of background checks

Most background reports offer more comprehensive information than a criminal history check. At One Source, a screening report includes a criminal record as well as applicant history trace, sex offender registry checks, global watchlist reports and additional screenings if you request them.

Applicants must be aware of and approve every screening you perform

According to the Fair Credit Reporting Act (FCRA), employers must get informed, written permission from every individual they wish to screen. This protects applicants’ rights and gives a clear protocol if employers want to remove an applicant from consideration due to their report.

Complete background reports can be created quickly

As we explained earlier, compiling the information in a screening report takes thorough checking and research. However, professionals working with excellent systems can build comprehensive reports in a matter of days. One Source can deliver a report in 48 hours while upholding the highest standard of quality.

The most effective screening processes continue beyond hiring

The most important time to run background checks is during hiring but making ongoing checks a regular expectation helps too. When your employees expect rescreening, they place trust in your culture of security and hold themselves accountable.

As you embark on your job search or hiring process, know what to expect from background checks. And know that One Source is here to partner with you to deliver expertise and excellence in screenings.

One Source Resource Review: September–December 2019

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At One Source, we are dedicated to providing comprehensive, transparent and useful background check education and resources. We are experts in the screening industry, and we believe everyone should have access to professional insights to determine their security needs. Our blog is full of advice and information about background checks to answer your questions and broaden your knowledge.

As our blog expands, we will curate posts and include them in this review of our website’s resources. The blog posts are categorized by topic and include a summary of their key points. We hope these review posts will make it easier to find the information you need and utilize our knowledge when you need it. With that said, let’s dive into the One Source Resource Review. 

General Background Check Information

Frequently Asked Questions about Pre-Employment Background Checks

Learn all the basics about background checks and screening companies with these in-depth FAQs. We discuss timelines, the contents of reports and how a partnership with a screening agency can help you.

When You’re Ready to Run a Background Check, Start Here

No matter the reason for your screenings or the scale of your background check process, it can be tricky to know where to start. Our simple steps can help you begin screening with confidence.

What background checks do — and don’t — include

It can be difficult to choose the background check company best suiting your needs if you are not sure what they report. This blog breaks down our TotalCheck package so you know exactly what to expect.

How far back does a background check report?

This question is an entry point to our explanation of the legal expectations and limitations of background checks. We overview the Fair Credit Reporting Act (FCRA) and the rights it gives to the subjects of checks.

Debunking 5 common background check myths

We clear up the screening industry’s biggest misconceptions while discussing the ways background checks can benefit any organization.

Your Fair Credit Reporting Act compliance crash course

This blog includes a cautionary tale for businesses not complying with the FCRA and clear instructions to ensure you are in line with its regulations.

Employers and Hiring Departments

The 5-step guide to starting your company’s background check process

If your business is hiring several new team members soon, this blog is a must-read. We take you through the entire process of identifying your background check needs and how to put a plan in action.

A beginner’s guide to completing background checks

For those who have never conducted a background check before, this is an excellent place to start. We cover all the basics and are always available to answer questions.

4 Reasons to Screen Applicants with a Criminal Background Check

Background checks do more than just verify your applicants’ histories. They can help protect—and even grow—your business by promoting a positive culture and maintaining your image.

What Ban-the-Box Laws Mean for Employers

Many states no longer allow employers to ask applicants if they have criminal records. We explore what this means and how to promote security while complying with the law.

Volunteer Organizations

The Top 3 Reasons Nonprofit Volunteers Need Background Checks

One Source offers screening solutions designed specifically for nonprofits. Here’s how background checks can benefit your organization and volunteer base.

Does your organization need a background check process?

This checklist will help you evaluate the security requirements of your organization. Knowing this will help to create the best screening process for you, specific to your needs.

Questions Nonprofits Should Ask About Background Checks

Learn how to gather relevant information from background reports and develop an ethical hiring code with this guide.

Hiring Certified Contractors

Learn how to hire a reliable contractor

One Source has a set of guidelines dedicated to certified contractors so you can make educated decisions about your contractors.

OSCC Quarter 3 Report

We screened over 4,600 contractors in the third quarter of 2019 and built a report of our findings.

That will do it for this edition of the One Source Resource Review. To learn even more about One Source’s background check offerings, contact our Client Relations Team.

Questions Nonprofits Should Ask About Background Checks

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Nonprofit organizations solve problems, enrich communities and advocate for social good. The altruistic nature of many nonprofits’ work includes consistent interaction with vulnerable populations such as children, the elderly and people with disabilities. In order for nonprofits to protect the people they serve and expand their mission, they must do everything in their power to ensure safety and honesty in their staff and volunteer base. 

One way nonprofits can promote security is by background checking all of their workers, both paid and volunteer. By screening everyone who would like to associate with a nonprofit, leadership can more carefully select those representing the organization and place more trust in its team members. Before any nonprofit initiates a screening policy, it should clarify these questions nonprofits should ask about background checks with a screening agency.

What background information do nonprofits need to know?

A criminal history check is the baseline screening every organization should run on their applicants. Different organizations may require more specialized checks like driving records or certifications, but background check agencies can easily bundle those screenings with criminal checks. One Source provides county, state, multi-court and federal criminal checks as well as searches of the National Sex offender Registry and global watchlists in its standard TotalCheck package.

TotalCheck provides a full picture of an applicant’s criminal history, and One Source can include additional checks if necessary. You should identify screenings that may be relevant to your nonprofit—driving history, child abuse registries, drug screening or others.

How can a nonprofit create an ideal screening program?

Background checks are just one piece of an entire resource toolkit nonprofits should use to promote a safe environment. By developing and implementing a security program, you can supplement the information from background checks and further build credibility. Safety should be an expectation integral to a nonprofit’s organizational culture.

All team members should be screened every few years so you can stay up to date on the status of everyone associated with your organization. Subsequent screenings paired with educational materials demonstrating how safety is imperative to your mission should help create a transparent culture of security. When staff and volunteers join your nonprofit with the understanding of regular screenings, they will be more open to all security measures. One Source has screening programs designed just for nonprofits to allow consistent screening and stay within budget with special nonprofit pricing.

What if a background report raises concerns?

In order to disqualify applicants ethically and consistently, create a code of expectations your nonprofit follows when reviewing background reports. Determine what offenses do and do not exclude applicants from participating in your organization and stick to that plan. If you need assistance in deciding how your nonprofit will interpret reports, One Source can help.

If you decide not to hire an employee or volunteer based on the results of their background check, you must follow (pre) adverse action requirements and notify them in writing of as quickly as possible. Provide context for your reasoning and give the applicant the contact information of your screening agency so the agency can handle any disputes the applicant may file.

You should be able to focus on doing good without having to worry about their team members. Nonprofit screening solutions with One Source can help your organization stay safe even on a budget. Contact One Source Client Relations to learn more.