Hiring and Firing Smart

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Hiring and Firing Smart
Jim Williams Brian Hebeisen Matt Wakefield
Fall Safety/Claims Management Workshop Seattle,
WA September 23, 2004
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Employment Hiring Retention Practices
BOR-SON Construction, Inc.
Jim Williams Vice President - Risk Management
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Employment Hiring Retention Practices

• BOR-SON
• General contractor based out of Minneapolis, MN.
• Union trades carpentry and masonry.
• Types educational, commercial, and corporate.
• In the ACIG program for over 20 years.

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Employment Hiring Retention PracticesSafety
Programs

• Drug testing
• Return-to-work
• Training and accident reporting
• Supervisors meetings
• Incentive programs and jobsite surveys
• Measurement programs and risk assessments
• Pre-employment physicals

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Employment Hiring Retention PracticesTraditiona
l Hiring

• Human resource perspective
• Operations perspective
• We need warm bodies
• Superintendent hire on-the-spot at the jobsite
  trailer

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Employment Hiring Retention PracticesHiring

• What we came to understand based on the PLS
  initiative was the disconnect between hiring and
  HR issues and the resultant safety statistics.
• We needed to change.
• WC claims experience (hiring marginal employees).
• Best practices in conjunction with other
  industries.
• Consistent selection criteria.
• Active applicant pool.

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Employment Hiring Retention Practices

• Insanity doing the same thing over and over
  again and expecting different results.
• Albert Einstein

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Employment Hiring Retention Practices

• Heres what we implemented
• Trade and craft online application
• Electronic signature block
• Background checks (8 types)
• General superintendent held accountable
• 40-hour employee evaluation
• Fitness for duty medical exam at post hire

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Employment Hiring Retention PracticesSuccess
Stories

• Accountability models for GS and supervisors
• Know expectations for employees
• No indemnity cases since inception
• Changed our employment model
• Changed philosophy from screening to recruiting
  and retaining employees

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BACKGROUND CHECKS FOR EMPLOYMENT PURPOSES
Verified Credentials Inc.
Brian Hebeisen 952-985-2384 brian_at_v-c-i.com www.ve
rifiedcredentials.com
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Who is Verified Credentials?

• Verified Credentials (Verified) was founded in
  1984 as a "Consumer Reporting Agency", to provide
  employers a reliable source to screen job
  applicants and reduce their risk of a "negligent
  hire".
• For over 2 decades Verified Credentials has been
  one of the nations premier providers of
  decision-making applicant information/credentialin
  g.
• Verifieds state-of-the-art technology provides
  the most expedient means of sending and receiving
  orders and reports.
• As a Consumer Reporting Agency, the background
  checks Verified conducts are regulated under the
  Fair Credit Reporting Act (FCRA) and provides due
  process protections.

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Why and When

• Why conduct background checks?
• Prevent Negligent Hiring Suits
• Lower Department Costs
• Provide a Safer Work Environment
• Reduce Turnover
• When to Conduct Background Checks?
• New Hires
• Promotion
• Reassignment
• Retention

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Background Check Statistics

• 81.4 of prisoners release in 1994 had since
  been convicted of crimes other than the one for
  which they had served time.
• Bureau of Justice Statistics, 2002
• Over half of the employers that check
  references on applicants discover some kind of
  false information, and 45 of them find that
  applicants lied about criminal records.
• Society of Human Resource Management, 1998
• Juries have awarded as much as 40.6 million in
  negligent hiring suits.
• FCRA Policy Brief
• 82 of all employers now conduct background
  checks. Which is up 29 from a study done in
  1996.
• Society of Human Resource Management.

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Background Check Statistics

• 11 of all fatal work injuries in 2000 were due
  to workplace homicides.
• Bureau of Labor Statistics (2001), National
  Census of Fatal Occupational Injuries, 2000.
• Each year about 1 million workers are victims
  of nonfatal workplace violence.
• National Institute for Occupational Safety and
  Health, 2002.
• Turnover costs are 150 of an employees annual
  salary.
• Workforce Magazine 2002.
• 30 of all business failures are caused by
  employee theft.
• U.S. Chamber of Commerce
• Employee dishonesty costs businesses 1-2 of
  gross sales.
• U.S. Chamber of Commerce

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Considerations When Reviewing Criminal Records

• 1) Job-Relatedness of each conviction.
• 2) Time, nature and number of convictions.
• 3) Length of time between a conviction and
  employment decision (3-5 years).
• 4) Applicants employment history before and
  after the conviction.
• 5) Facts surrounding the case (confront in
  interview).
• 6) Applicants efforts at rehabilitation.

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Disqualifying Crimes and Considerations

• GENERAL DISQUALIFYING AREAS
• (At least a misdemeanor or more serious)
• 1) Crimes against person
• - Assault, Disorderly Conduct, Domestic Abuse,
  Murder, Threats, Harassment and any sexual
  misconduct.
• 2) Crimes involving illegal substances or showing
  a pattern of abuse
• - Possession or sale (intent to sell illegal
  drugs, intent to purchase illegal or prescription
  drugs, DWIs (generally more than one in a
  specified time period), DUIs.
• 3) Crimes against property
• - Theft, Attempted Theft, Burglary, Possession
  of Stolen Property, Breaking and Entering.

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Menu of Services

• Criminal Records (Most Common)
• County (BOR-SON)
• Statewide
• Federal
• National
• ID Search Plus Report
• Employment Verifications
• Education Verifications
• Personal/Professional References
• Driving Reports
• Social Security Trace
• Credit Report

• OIG Sanction Report
• GSA Excluded Parties List Report
• Personal/Professional References
• Driving Reports
• DOT Employment Verification
• Sex Offender Registry
• Government Watch List Report
• Professional License Verifications
• Drug Testing

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Implementing a Background Check Program

• A turnkey solution with a best practices
  background investigation package, already in use
  with Bor-Son, can be activated within minutes.
  (Package can be modified)
• Verified Credentials is directly interfaced with
  the applicant tracking system, HireTouch. Once
  HireTouch is activated, the background checks can
  be placed with just the click of a button.

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HireTouch
ImageTrend, Inc.
Matt Wakefield 952-469-1589 mwakefield_at_imagetrend.
com www.imagetrend.com www.hiretouch.com
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ImageTrend, Inc

• Provider of innovative, comprehensive software
  solutions
• Devoted to streamlining Information Management
  practices
• Focused on Web-based applications
• Privately Held
• Debt Free
• Founded in 1997

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Company Career Website

• Standard Website
• Listing of open positions
• Applicants search and apply online
• Inform with detailed job, company, and benefit
  descriptions
• Reduce applicant questions
• Attract candidates from anywhere, anytime.

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Electronic Version of Paper Application

• Replicate existing paper application
• Or create an unique application for each job
• Easily updated
• Required Fields
• Unlimited questions
• Field validation
• Save time, money and pre-qualify candidates
  electronically

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Electronic Signature and EEOC Data

• Capture applicant signature
• Custom forms to collect EEOC data
• Complete data collection and authorization at
  once.

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Monitor your Applicants

• Maintain pool of available applicants
• Access 24x7x365
• Centralize documents, notes, and correspondence
• Send automatic correspondence
• Make your life easier while hiring better,
  faster.

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Order Background Checks

• Quick order
• User friendly
• Track order status
• Email Reports
• Build your confidence
• and
• Know who you hire!

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EEOC Reporting

• Applicants by gender
• Applicants by race
• Applicants by disability
• Export to PDF, Word, Excel
• One Click
• These reports are done.

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Post Hire Practices

• Track Employee Progress
• Custom Forms
• Rate and Weigh Responses
• Check your quality!

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Thank You
Jim Williams BOR-SON Construction,
Inc. 952-854-8444 jwilliams_at_borson.com Brian
Hebeisen Verified Credentials Inc. 952-985-2384 br
ian_at_v-c-i.com Matt Wakefield ImageTrend,
Inc. 952-469-1589 mwakefield_at_imagetrend.com