Pre-Employment Screening

Sensormatic Systems Remove Opportunity For Theft Part 2

Stop shoplifting-3                                                                                                           WC Blog 689
Sensormatic System – 3


Sensormatic Systems Remove Opportunity For Theft Part 2

     In the first article we discussed how removing opportunity can stop shoplifting and employee theft. The article came about because of a story I read from Loss Prevention Magazine in which the author discussed this very topic. He made valid arguments about the expense of analytical data to try to determine methods for addressing theft and tracking potential opportunities for theft to occur. He then focused on one strategy for internal theft reduction which I did not take any issue with. I encourage you to read Part 1 of this series so you can find the story I am referencing, it could prove useful to business owners. I then discussed my perspective on data and analytics and how it can become a time consuming task to review all of the information and then make it actionable. Opportunity for employee theft starts in the hiring process and then in the building design and finally how operations of the store work. The author of the article I read would probably be in agreement with me about the employment part but he feels that the labor pool is becoming smaller to choose from with the economy improving.

     The first solution to stop shoplifting and employee theft I proposed in Part 1 was the installation of new Sensormatic systems in stores. Not only do new electronic article surveillance towers at the entrance and exits of a store let potential thieves know you are serious about crime, they also let store workers know when an attempted theft is taking place. They don’t discriminate between employees and customers. Anyone trying to take merchandise out that is tagged will activate an alarm.  These systems remove opportunity one of the key elements necessary for criminals who want to steal. In Part 1 I also told readers that the best source to go to for Sensormatic systems is Loss Prevention Systems, Inc. (LPSI). LPSI is a company that has been helping retailers with shrink management and theft reduction for over 30 years. They are well equipped to give advice on anti-theft equipment and other methods to curb theft. This leads me to another issue mentioned in the Loss Prevention Magazine article the writer’s argument about hiring being a factor that employers have little control over in terms of opportunity.

     I don’t agree that as a “labor market continues to tighten there is little opportunity for retailers to take serious aim at losses from employee theft through more selective hiring” as posed by that author. I believe that the use of pre-employment screening and drug screening of applicants is still a viable option for retail owners and managers. Both of these tools are offered by LPSI as part of a larger strategy to reduce theft and shortage. A pre-employment screening is an opportunity to dig into verifying what an applicant has put on an application or in some cases finding out what was left off an application. There are a number of benefits in conducting background checks but the most important thing to know is it can reduce your chances of hiring criminals. An applicant drug screening helps minimize the chance of hiring a person who uses illegal substances who may take an opportunity to steal from your store to satisfy an addiction. Failing to screen for both of these opens an unnecessary opportunity for a crook to gain employment with your business. Combine the three, Sensormatic Systems, pre-employment background checks and drug screening and you have the makings of a truly impactful anti-theft strategy.

     Give a thief an opportunity and he or she will take it and run. Whether you are trying to stop shoplifting or internal theft the tools are available to you to keep it out of your shop. LPSI has those tools and can also assess your business for you to see if there are any other opportunities that have been overlooked. Hire the right people, get the right equipment and hear the right advice and  you will create new opportunities to grow your business.
Get more information on Sensormatic systems, contact us or call 1.866.914.2567 today. 

In the first article we discussed how removing opportunity can stop shoplifting and employee theft. The article came about because of a story I read from Loss Prevention Magazine in which the author discussed this very topic. He made valid arguments about the expense of analytical data to try to determine methods for addressing theft and tracking potential opportunities for theft to occur. He then focused on one strategy for internal theft reduction which I did not take any issue with. I encourage you to read Part 1 of this series so you can find the story I am referencing, it could prove useful to business owners. I then discussed my perspective on data and analytics and how it can become a time consuming task to review all of the information and then make it actionable. Opportunity for employee theft starts in the hiring process and then in the building design and finally how operations of the store work. The author of the article I read would probably be in agreement with me about the employment part but he feels that the labor pool is becoming smaller to choose from with the economy improving.
     

The first solution to stop shoplifting and employee theft I proposed in Part 1 was the installation of new Sensormatic systems in stores. Not only do new electronic article surveillance towers at the entrance and exits of a store let potential thieves know you are serious about crime, they also let store workers know when an attempted theft is taking place. They don’t discriminate between employees and customers. Anyone trying to take merchandise out that is tagged will activate an alarm.  These systems remove opportunity one of the key elements necessary for criminals who want to steal. In Part 1 I also told readers that the best source to go to for Sensormatic systems is Loss Prevention Systems, Inc. (LPSI). LPSI is a company that has been helping retailers with shrink management and theft reduction for over 30 years. They are well equipped to give advice on anti-theft equipment and other methods to curb theft. This leads me to another issue mentioned in the Loss Prevention Magazine article the writer’s argument about hiring being a factor that employers have little control over in terms of opportunity.
     

I don’t agree that as a “labor market continues to tighten there is little opportunity for retailers to take serious aim at losses from employee theft through more selective hiring” as posed by that author. I believe that the use of pre-employment screening and drug screening of applicants is still a viable option for retail owners and managers. Both of these tools are offered by LPSI as part of a larger strategy to reduce theft and shortage. A pre-employment screening is an opportunity to dig into verifying what an applicant has put on an application or in some cases finding out what was left off an application. There are a number of benefits in conducting background checks but the most important thing to know is it can reduce your chances of hiring criminals. An applicant drug screening helps minimize the chance of hiring a person who uses illegal substances who may take an opportunity to steal from your store to satisfy an addiction. Failing to screen for both of these opens an unnecessary opportunity for a crook to gain employment with your business. Combine the three, Sensormatic Systems, pre-employment background checks and drug screening and you have the makings of a truly impactful anti-theft strategy.
     

Give a thief an opportunity and he or she will take it and run. Whether you are trying to stop shoplifting or internal theft the tools are available to you to keep it out of your shop. LPSI has those tools and can also assess your business for you to see if there are any other opportunities that have been overlooked. Hire the right people, get the right equipment and hear the right advice and  you will create new opportunities to grow your business.

 

Get more information on Sensormatic systems, contact us or call 1.866.914.2567 today. 

 

In-Depth Pre-Employment Screening May Have Stopped A Lawsuit

Employee Background Checks-3                                                                                       WC Blog 630
Pre-Employment Screening-3
In-Depth Pre-Employment Screening May Have Stopped A Lawsuit

     It happens; companies hire employees without conducting pre-employment screening and sometimes the results are disturbing if not outrageous. There are those who would argue that employee background checks don’t give people with criminal records an opportunity to turn their lives around. They say that those with criminal histories are limited in the job opportunities where they would be considered employable. While I understand this I also have seen serious, if not dangerous situations in the workplace when people with a criminal record are hired and have not been through a thorough vetting process.

     In a recent story in wibc.com, “Lawsuits Against Goodwill Say They Failed to Stop Sex Offender”, by RTV 6, Jun. 20, 2018, they report that, “Five people have filed lawsuits in Hamilton County this week against Goodwill of Central and Southern Indiana alleging the organization failed to protect its workers from a registered sex offender.” The complaints against the stores are that an employee on the sex offender registry with a criminal record for child pornography and voyeurism was recording other employees unbeknownst to them in the bathroom of the store. A spokesperson for Goodwill said that as soon as the company learned of it was reported to police. But this is the issue, it was a reaction to a violation that might not have taken place had a more intensive pre-employment screening been conducted. One of the victims in the complaint is a teenage worker.

     In case you are not familiar with what employee background checks are or how they work, I would like to spend a bit of time discussing them. A company that specializes in conducting checks, for example Loss Prevention Systems Inc. can research the history of a prospective job candidate on a number of levels. They can look up criminal histories, driving records, verify past employers and look at where a candidate says they have resided in the past. Perhaps an employer would like to restrict a position to someone with a certain college degree or level of college for example a Master’s in Business Finance. A pre-employment screening process can validate whether the applicant attained the educational requirements you have laid out. For the protection of employees and customers you may want to ensure a new hire is not on a sex offender registry.  There are a lot of options and background check companies can help tailor the check criteria to best suit the needs of the particular employer.  In the case of a retail store considerations include employees will be working directly with customers. They may be hired to work around money or in a work center with little direct oversight. Any of these could open up opportunities for different criminal activity.

     In the case of the Goodwill store employee, IF the allegations prove to be true there were considerations that appear to have been overlooked. Goodwill is trying to give people with criminal records an opportunity to clean up their act and get a decent job. There are other businesses doing this as well and their intentions are good. The problem is that there still needs to be a closer look at what type of history the potential employee has. Is it something that would put others in danger? It is my contention that someone who has been placed on a sex offender registry should not be working around customers and I would further suggest that the employees who would be working around this person have a right to know who may be working with them. There may be no problem hiring someone to work in a retail business if they have a DUI conviction. An employer may even give consideration to someone who has been upfront about a record for petit larceny or burglary. If a business owner has indicated on a job ad or on the application that they will consider people with criminal records for hire and the convictions are only revealed as a result of employee background checks, great care should be taken before a decision to hire is made.

     Wanting to give a person convicted of crimes the chance to turn their lives around is not a bad idea. But if you choose to do so you should make it clear your company will consider such persons with the expectation the person is honest about it on their application. A detailed pre-employment screening should be done for every candidate in the final running for a position not simply the person admitting to a criminal record. Remember that there are other people you must consider in your decision making and the reputation of your business as well. A poor hiring decision can lead to all sorts of unintended consequences. Hopefully Goodwill will make some changes in their background checks for the future.
Employee background checks are important and we can help you with it. Call 1.866.914.2567 and let’s talk.

It happens; companies hire employees without conducting pre-employment screening and sometimes the results are disturbing if not outrageous. There are those who would argue that employee background checks don’t give people with criminal records an opportunity to turn their lives around. They say that those with criminal histories are limited in the job opportunities where they would be considered employable. While I understand this I also have seen serious, if not dangerous situations in the workplace when people with a criminal record are hired and have not been through a thorough vetting process.
     

In a recent story in wibc.com, “Lawsuits Against Goodwill Say They Failed to Stop Sex Offender”, by RTV 6, Jun. 20, 2018, they report that, “Five people have filed lawsuits in Hamilton County this week against Goodwill of Central and Southern Indiana alleging the organization failed to protect its workers from a registered sex offender.” The complaints against the stores are that an employee on the sex offender registry with a criminal record for child pornography and voyeurism was recording other employees unbeknownst to them in the bathroom of the store. A spokesperson for Goodwill said that as soon as the company learned of it was reported to police. But this is the issue, it was a reaction to a violation that might not have taken place had a more intensive pre-employment screening been conducted. One of the victims in the complaint is a teenage worker.
     

In case you are not familiar with what employee background checks are or how they work, I would like to spend a bit of time discussing them. A company that specializes in conducting checks, for example Loss Prevention Systems Inc. can research the history of a prospective job candidate on a number of levels. They can look up criminal histories, driving records, verify past employers and look at where a candidate says they have resided in the past. Perhaps an employer would like to restrict a position to someone with a certain college degree or level of college for example a Master’s in Business Finance. A pre-employment screening process can validate whether the applicant attained the educational requirements you have laid out. For the protection of employees and customers you may want to ensure a new hire is not on a sex offender registry. There are a lot of options and background check companies can help tailor the check criteria to best suit the needs of the particular employer. In the case of a retail store considerations include employees will be working directly with customers. They may be hired to work around money or in a work center with little direct oversight. Any of these could open up opportunities for different criminal activity.
     

In the case of the Goodwill store employee, IF the allegations prove to be true there were considerations that appear to have been overlooked. Goodwill is trying to give people with criminal records an opportunity to clean up their act and get a decent job. There are other businesses doing this as well and their intentions are good. The problem is that there still needs to be a closer look at what type of history the potential employee has. Is it something that would put others in danger? It is my contention that someone who has been placed on a sex offender registry should not be working around customers and I would further suggest that the employees who would be working around this person have a right to know who may be working with them. There may be no problem hiring someone to work in a retail business if they have a DUI conviction. An employer may even give consideration to someone who has been upfront about a record for petit larceny or burglary. If a business owner has indicated on a job ad or on the application that they will consider people with criminal records for hire and the convictions are only revealed as a result of employee background checks, great care should be taken before a decision to hire is made.
     

Wanting to give a person convicted of crimes the chance to turn their lives around is not a bad idea. But if you choose to do so you should make it clear your company will consider such persons with the expectation the person is honest about it on their application. A detailed pre-employment screening should be done for every candidate in the final running for a position not simply the person admitting to a criminal record. Remember that there are other people you must consider in your decision making and the reputation of your business as well. A poor hiring decision can lead to all sorts of unintended consequences. Hopefully Goodwill will make some changes in their background checks for the future.

 

Employee background checks are important and we can help you with it. Call 1.866.914.2567 and let’s talk.

 

Getting An Education On Employee Background Checks

Employee Background Checks-4                                                                                                WC Blog 629
Pre-Employment Screening-3



Getting An Education On Employee Background Checks

     Employee background checks are important, but depending on what the job is they can take a LONG time to complete. Currently my eldest son is applying for a teaching job in a high school and although he had a background check done to enter the teaching program at the college he attended, he has to undergo another check. He has received a tentative job offer but until the check clears he cannot officially be given an offer of employment. As a father this is frustrating, I want to see him get the job he has his heart set on. While I know he will pass with flying colors the waiting is hard.

     I have to tell you though I can appreciate the thoroughness that the pre-employment screening company must be using. My son and the other teachers are working with children and parents want to be confident that their children are safe around the adults to whose care they are entrusted. A quick web search for news of teacher arrests finds a disconcerting number of stories of teachers accused of suspected drug use in a classroom or sexual misconduct with students or other abuses of children. It should make us grateful that school districts conduct pre-employment screening, it is just unfortunate that bad apples fall through the cracks. I would like to ask retail business owners out there, do you know who YOU are hiring? Have you ever thought about who your store serves and who the people are that represent your business as they wait on your customers? If you do not have a company conducting employee background checks for you then you are risking the well-being of your clients and even other employees.

     Do you know if you have an employee with a criminal history for assault and battery working for your company? Maybe you have a company delivery vehicle and employees have to take purchases to customers. Do any of those workers that get behind the wheel for you have a history of Driving Under the Influence? What do you really know about the people working in your building? A reputable company that conducts pre-employment screening can get the information that matters to you and the stores you run. You may not know what you should know about the staff you hire. A company that has been in retail loss prevention consulting for nearly three decades can provide sound recommendations on what a store owner should be concerned with in hiring. They can also conduct the employee background checks for businesses making it a convenient one-stop shop location. Loss Prevention Systems Inc. is just such a company. As a former Loss Prevention Manager with almost 27 years of retail experience they would be MY go to choice for advice and to conduct background checks for my potential new hires.

     You could be reading this and thinking that there is a big difference between hiring school teachers who are working with children day after day and a retail store that simply sells merchandise. I agree there is a difference but let me give you a little insight into some of the situations I have dealt with that involved employees. As a Loss Prevention Manager I have responded to the store in the middle of the night for two employees who were fighting with each other. I have sat in on an employee being fired who threatened to kill himself. I have had employees who were terminated from their positions who threatened to “get” a store manager outside of the store. I have been involved with a case where an employee claimed she was raped by a delivery driver in his delivery truck. Our store hired one person with whom I was familiar because I had caught her stealing from a store where we previously worked together. I have dealt with numerous employee theft cases involving cash, customer credit cards, gift cards and merchandise. I have investigated employees filing false accident claims, trying to get compensation from the store. I am familiar with cases in other stores of employees accused of voyeurism of patrons in restrooms and fitting rooms.

      The list goes on and I can only say no, you aren’t hiring school teachers but you are responsible for the people who work for you and count on you to make sound hiring decisions. The safety of your staff and customers IS something you must give consideration to when deciding who will be on your team. Hire a company that can do complete employee background checks on potential job candidates and know that it is an investment in operating a safe and secure store. That leads to a happier more productive team and can only mean good things for you.

Need information on employee background checks? Give us a call at 1.866.914.2567 now.

 

Employee background checks are important, but depending on what the job is they can take a LONG time to complete. Currently my eldest son is applying for a teaching job in a high school and although he had a background check done to enter the teaching program at the college he attended, he has to undergo another check. He has received a tentative job offer but until the check clears he cannot officially be given an offer of employment. As a father this is frustrating, I want to see him get the job he has his heart set on. While I know he will pass with flying colors the waiting is hard.
     

I have to tell you though I can appreciate the thoroughness that the pre-employment screening company must be using. My son and the other teachers are working with children and parents want to be confident that their children are safe around the adults to whose care they are entrusted. A quick web search for news of teacher arrests finds a disconcerting number of stories of teachers accused of suspected drug use in a classroom or sexual misconduct with students or other abuses of children. It should make us grateful that school districts conduct pre-employment screening, it is just unfortunate that bad apples fall through the cracks. I would like to ask retail business owners out there, do you know who YOU are hiring? Have you ever thought about who your store serves and who the people are that represent your business as they wait on your customers? If you do not have a company conducting employee background checks for you then you are risking the well-being of your clients and even other employees.
     

Do you know if you have an employee with a criminal history for assault and battery working for your company? Maybe you have a company delivery vehicle and employees have to take purchases to customers. Do any of those workers that get behind the wheel for you have a history of Driving Under the Influence? What do you really know about the people working in your building? A reputable company that conducts pre-employment screening can get the information that matters to you and the stores you run. You may not know what you should know about the staff you hire. A company that has been in retail loss prevention consulting for nearly three decades can provide sound recommendations on what a store owner should be concerned with in hiring. They can also conduct the employee background checks for businesses making it a convenient one-stop shop location. Loss Prevention Systems Inc. is just such a company. As a former Loss Prevention Manager with almost 27 years of retail experience they would be MY go to choice for advice and to conduct background checks for my potential new hires.
     

You could be reading this and thinking that there is a big difference between hiring school teachers who are working with children day after day and a retail store that simply sells merchandise. I agree there is a difference but let me give you a little insight into some of the situations I have dealt with that involved employees. As a Loss Prevention Manager I have responded to the store in the middle of the night for two employees who were fighting with each other. I have sat in on an employee being fired who threatened to kill himself. I have had employees who were terminated from their positions who threatened to “get” a store manager outside of the store. I have been involved with a case where an employee claimed she was raped by a delivery driver in his delivery truck. Our store hired one person with whom I was familiar because I had caught her stealing from a store where we previously worked together. I have dealt with numerous employee theft cases involving cash, customer credit cards, gift cards and merchandise. I have investigated employees filing false accident claims, trying to get compensation from the store. I am familiar with cases in other stores of employees accused of voyeurism of patrons in restrooms and fitting rooms.
     

The list goes on and I can only say no, you aren’t hiring school teachers but you are responsible for the people who work for you and count on you to make sound hiring decisions. The safety of your staff and customers IS something you must give consideration to when deciding who will be on your team. Hire a company that can do complete employee background checks on potential job candidates and know that it is an investment in operating a safe and secure store. That leads to a happier more productive team and can only mean good things for you.

 

 Need information on employee background checks? Give us a call at 1.866.914.2567 now.