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Issue #37-1.22.08
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Hire the Really Bad Employee … Or Do a Background Check Instead
It happens all too often. You’re poised to hire a new employee; her resume looks good, she interviews fairly well, and you’re willing to put a few minor shortcomings and your own lingering doubts aside. After all, you need to fill the position, and fast. You throw caution to the wind, offer her the job, and within a few months the words “you’re hired” are synonymous with “your nightmare.” How could you have been so wrong?
There’s no crystal ball when it comes to hiring and, understandably, dentists have long relied on a resume and an interview as their only tools in making these major practice decisions. But they’ve been burned time and again. Sadly many dental teams are finding that today’s applicants are doing more than just “enhancing” their resumes. In some cases they’re falsifying credentials, concealing critical information, and lying about past experiences.
Mike Moore is Human Resources Director for McKenzie Management and author of Employment Policy and Handbook. He notes that dental practices need to follow step with other employers and make applicant background checks a routine part of the hiring process.
While there are no guarantees when bringing on new staff, dentists can go a long way in protecting themselves and their practices from an unscrupulous employee, starting with the employment application. “Many applicants are lying about themselves. Job candidates claim to have certification that doesn’t exist or do not reveal that they’ve been convicted of a crime,” says Mike, “Candidates should be asked either during the interview or on the application if they have been convicted of a felony or any crime that involves deception of qualifications. And any applicant you plan to hire should be subject to a thorough background check,” he emphasizes.
Several reputable companies in the marketplace conduct background checks for a nominal fee. The practice can receive a credit report, a report on criminal history, and a verification of previous employment. However, before the check can be conducted, the practice must have the candidate under consideration sign a release form that complies with the Federal Fair Credit Reporting Act (FCRA). The form documents that the applicant gives the dentist the authority to conduct a background check under the FCRA. In addition, the practice must treat all applicants alike. One candidate cannot be subject to a background check and while another is not.
“If this employee is going to handle money, checks, or have access to any financial information, you really want to know if this person has filed for bankruptcy or has a spotty credit rating – anything in their history that could indicate future problems in handling money,” explains Mike. Typically, a background check is conducted only on the person the practice plans to hire. Just as some companies make offers contingent to an individual passing a medical exam or drug test, a dentist may make a conditional offer of employment contingent upon the candidate successfully passing the background check.
The cost of a background check costs about $90-$150 and it is one of the best investments a practice can make. “You want to know this information about the person you are considering bringing on your team. For example, if you discover an applicant to have multiple DUIs, it may indicate substance abuse problems. Moreover, if this person is under the influence and driving during business hours for business purposes and has an accident the practice can be held liable. You want to know if the applicant had problems in their last position and what was the nature of those problems.”
If a dentist chooses to withdraw an offer because of information learned during a background check, the dentist is required by law to give the individual an opportunity to dispute and correct the findings. The applicant should be given a letter explaining that the practice is withdrawing its offer because of the findings. In addition, supply a copy of the background check and a Summary of Your Rights document to the candidate.
The most effective aspect of background checks is simply the threat of one, notes Mike, “Chances are that as soon as you hand an applicant a release form to conduct a background check they are going to spill the beans on their past or withdraw their application. It’s an excellent deterrent to the bad hire.”
For further information on human resources issues such as this contact Mike Moore at 888-777-6151 or email at HRSolutions@mckenziemgmt.com.
Sally McKenzie is CEO of McKenzie Management. A nationwide dental management, practice development and educational consulting firm. Working “on-site” with dentists since 1980, McKenzie Management provides knowledge, guidance and personalized systems that have propelled thousands of general and specialty practices to realize their potential. Sally can be reached directly at 1.877.777.6151
Interested in speaking to Sally McKenzie about your management concerns? Email her at Sally@thedentistsnetwork.net
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