Arizona County Orders Tougher Background Checks

For some time now Corra Group has been monitoring the changes in the way state and public services conduct their background checks.   To say the least, there have been a number of mishaps throughout the country, embarrassing and often costly situations where it is later discovered that the responsible agency has  unwittingly hired a sexual offender or someone with a criminal record.   It has also been discovered that the job candidate, now the employee, was not qualified for the job, lacked the education he boasted of having, or had a record of incompetence or unfitting behavior with past employers.

This may all seem like remarkable stuff, as most citizens believe that the government with all its resources watches out for them, assures their safety.   They believe to a large extent that schools vet their teachers and administrative staffs, are sure they are not sex offenders, criminals or otherwise a danger to the children.   It is believed that newly hired cops have relatively unblemished records, where at the very least they haven’t been convicted of major crimes or suspected of illegality at past places of employment.

Having monitored the  news for sometime now, Corra Group is at this point not surprised that much of this simply isn’t true.   Criminal records fall between the cracks.  Sometimes public service agencies don’t bother ordering background checks.  Sometimes they will order background searches but by the time the searches are returned, no one bothers to review them.   Recently there wa s case where one township farmed out their pre-employment screening reports to background checking agencies of suspicious practices and character.

In all, it has been a mess.  That is why Corra Group is glad to see places like Pinal County, Arizona creating a much tougher policy for background checks.   According to AZ Central, the new policy will mandate at minimum criminal records checks.   Having a criminal record may not prohibit a job applicant from finding employment, but each case will be judged on its own merits, on the severity of the crimes and their possible relationship to the job at hand.   The County will authorize more extensive background checks, such as Motor Vehicle Driving Records, or MVRs for positions where job applicants will need a commercial drivers license.

This is an excellent policy.  However, we caution the policy is good only if someone reviews the background reports and the county discriminates on what job candidates are acceptable and which ones are not.   But for Pinal County, this is definitely a step in the right direction.

Check them out before you hire.