Today in our new blog post series, “Ask an Expert”, we are interviewing Edward Robusto, CEO, Predictive Leadership Solutions. Edward is an active member of NHLA and the Chairman for the Security and Safety Committee.
NHLA:
Edward, your company provides extensive employee background screening for many hotels and businesses. What are some of the components included in the screening?
Edward:
Thank you for the opportunity to share our story through the Master Key Blog “Interview with an Expert” series.
Here is a little background on who Predictive Leadership Solutions is and what we do:
We are in fact the only background screening company that focuses solely on the hospitality industry. It is all we do 24/7/365. It gives us great insights and a mastery of the elements that the hiring managers in the hospitality industry require; it’s all about the best pricing, turnaround times, compliance and customer service.
We have hotel and casino clients up and down the Las Vegas strip; we have multiple unit client hotels, restaurants, conference and convention center clients, security companies and the industries that provide support to the hospitality industry both domestically and internationally.
We believe in relationships with our client/partners. It is part and parcel of we are. Our clients are in the relationship business. We embrace those values because we see ourselves as a true partner in their success.
We will never try and force a certain approach on a potential client. We will use our industry specific knowledge to guide and direct our clients to the most efficient, cost effective and compliant process. Thus, the components of every background check are designed through a unique collaborative relationship that is developed between our clients and our own operations department. Their own unique process is based upon their needs and honestly their budget. A basic background check does NOT need to be expensive. We fulfill on their vision and their mission statement every day.
The Background Check Process
A background check may be basic, manager or executive, and various levels in between. It may also be a casino executive level search that is far more detailed and required by the gaming commission. We can include motor vehicle reports, and drug testing to any background check.
A background check may include criminal and/or civil information, social media and reputational information. We can design those detailed social media screenings to meet certain word specific insights that reveal and report any negatives that the client defines.
The most comprehensive, complete and compliant background check is the county search. These searches require checking the county records for an applicant and if there is a criminal “hit” we will send a researcher into the court to validate that the information matches the applicant. Therefore the “cheap” data base search only that many people do themselves (on-line) or pay to have done is inconsistent, not compliant, and quite frankly an illegal process that can lead to fines and litigation.
The detail and complexity of a background check generally depends on what the client wants for the position they are filling.
We also do Vendor Screening, which can include the business and the principles of that business. We typically do these for hotels that give vendors access to the back of the house.
We also do drug screening, employment and education verifications. We do credit checks through a third-party vendor/partner.
NHLA:
What problem areas are flagged most often?
Edward:
We will find everything from the minor offense to those that have committed the most heinous of acts. I would say it depends on the position.
If a person will be exposed to cash or credit information, theft is a real concern. The key here is people/applicants don’t generally steal just once. It is a pattern and we look for those patterns. I believe one published report suggested 60-70% of all employees are involved in some sort of shrinkage or theft either in goods, actual money or of time.
If a candidate is going to be a valet, traffic or substance related crimes will be a concern.
I would say that violence, violence against women and anyone who is on the sexual offender registry are almost always rejected as candidates.
We find these types of crimes daily in the hospitality industry.
NHLA:
How are flagged alerts handled?
Edward:
There are many ways that we report the information. They are all governed by the Fair Credit Reporting Act. The process by which a client receives the information becomes part of their unique process.
Generally, a report is created. Our client is alerted that the background check for their applicant has been completed, most often through an email notification. They log into our online portal and system, review the report and make a hiring decision.
We fulfill the compliance aspects of the process on behalf of our clients.
NHLA:
Are most businesses still drug testing for marijuana? If so, what happens if marijuana is found in an applicant’s results?
Edward:
This is such a good question. No, most have removed it from their screening protocols. We have found that most of our clients will continue to check for it post-accident, much like they do for all substances.
NHLA:
Why should companies utilize a professional background screening service?
Edward:
The process of doing a background check is governed at the federal, state, county and municipal level. It is fluid and constantly changing, almost daily. The specificity of the laws requires a detailed and professionally trained understanding of the process and the laws that govern that process, from the release and disclosure that an applicant must complete and sign, to how many years can be searched, what information is in scope, what are you allowed to use and or report, what are the compliance issues related to finding adverse information on an applicant.
There are many more elements than logging into some on-line for pay data base system that is honestly illegal for use in a hiring decision.
If you try to do them yourself, don’t use a professional screening company and or don’t have a compliance attorney on your staff or on retainer it is not a case of IF you will violate the law and face some sort of fine and or litigation, but WHEN. You will have exposed yourself and your business to information and regulations that quite frankly may cause your business to shutter its doors.
Our employees are trained and certified both through the FCRA and the National Association of Professional Background Screeners. We also do our own in-house training, which we continue to update, entitled “background screening 101”.
We employee highly skilled and certified analysts.
NHLA:
What other services does Predictive Leadership Solutions provide?
Edward:
We also provide drug screening domestically and internationally through many partnerships, as well as, education and employment verifications.
Predictive Leadership Solutions: An important resource
Thank you, Edward, for the interesting and valuable information. Read more about Predictive Leadership Solutions.