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By Melanie Lockwood Herman
Most nonprofits use some type of background check to vet potential employees and volunteers. However, the term “background check” is used to mean very different things by different people. Sometimes the term is used loosely to refer to a variety of screening tools, including:
Other organizations use the term to specifically mean criminal history background checks conducted through external vendors.
In whatever way your organization chooses to use criminal history background checks, keep in mind that this process is only one tool in your screening toolkit. Many organizations fall prey to the misconception that criminal history background checks are the only effective way to prevent the hiring of an unsuitable employee. For most nonprofits, screening may be improved by conducting criminal history background checks for employee and volunteer roles. However, to obtain a more complete picture of a potential candidate’s suitability for a specific role, a combination of screening tools is an absolute necessity. For example, when hiring an employee to run an after-school program for elementary-aged children, you may wish to obtain general information through an application, find out why the applicant is interested in the position through a cover letter and interviews, and learn about the applicant’s past experience in similar roles through reference checks and prior employment verification.
Screening for successful placement in key staff positions begins with thinking through what you need in that specific position. Whether it’s a role that has been on your org chart for a decade or a recently-created position funded through a brand-new grant, remember to resist the urge to start recruiting before you take time to design a position-specific screening process.
Resolve to screen for successful placement by taking the following steps.
Changes in federal, state and local laws coupled with the growing awareness about hiring biases are changing the landscape for staff screening. Some current areas of importance in the world of background checking and screening include:
FCRA requirements extend to any use of third-party consumer reports, including those done on potential volunteers. In July 2011, the FCRA published a report with a footnote that indicated that volunteer screening is subject to the same requirements as employee screening under the FCRA.
The good news about background checking and screening for potential employees and volunteers at your nonprofit is that today’s nonprofit leaders have faster, cheaper options for identifying prior criminal offenses that would render an applicant ill-suited for a key paid or volunteer position. On the other hand, the faster turnaround and more affordable pricing does not necessarily reduce the risk associated with poorly planned screening practices.
Using background checking processes in your organization’s screening process may be an essential piece of your toolkit—but remember that there are many other steps and tools that can help you make the most informed decisions about hiring for employee and volunteer positions at your nonprofit.
To learn more about this topic, order NRMC’s book on screening, Staff Screening Notebook.
Melanie Lockwood Herman is Executive Director of the Nonprofit Risk Management Center. Melanie welcomes your feedback on this article and questions about NRMC resources at Melanie@nonprofitrisk.org.
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