JDP recently attended and exhibited at the Little League Baseball and Softball Southwest Regional Roundtable in Houston, Texas.   This is the second of five regional roundtables we will be attending.

As Little League’s preferred background screening vendor, this was a great opportunity to have interactive and meaningful discussions with District Administrators and Assistants to discuss the importance of background screening for youth sports volunteers and coaches as well as SafeSport legislation to help prevent child abuse in youth sports.

Discussions also covered new rules and regulatory changes as well as educational topics for District Administrators and Assistant District Administrators.

What does JDP’s Youth Sports Background Check Report On?

Our sources include:

• National Criminal Records Search looks through over 685 million criminal records and sex offender registries
• Federal, state and local wanted fugitive lists
• FBI terrorist lists
• Department of Public Safety and Department of Corrections
• We even review data from OFAC
• We flag any records we find, so you can make a sound judgement on whether someone can join your team.

It was great to meet with everyone and also give away a Yeti Cooler to lucky winner Arik Riley from New Mexico District 9!

In partnership, JDP and Little League share an important mission:   End Abuse.  Every Child.  Every Day!

To learn more, visit us at jdp.com.

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Focusing on eradicating child abuse in Youth Sports, JDP’s Lance Pshigoda, Senior Vice President of Sales, and Matt Huguenin, Senior Director of Enterprise Sales, recently spoke on the topic of The Evolution of Background Screening in Youth Sports at the United Soccer Coaches and US Youth Soccer 2020 Annual Convention held in Baltimore, MD January 15-19, 2020 .

Billed as “the world’s largest annual gathering of soccer coaches and administrators,” the United Soccer Coaches Convention and US Youth Soccer Workshop draws more than 6,300 coaches and more than 14,000 attendees.  During the five-day conference, there were over 250 education opportunities, including this one given by JDP.

“As a whole, the industry is aware of the issue of sexual abuse of our children and the importance of addressing it directly.  With the introduction of SafeSport and the Congressional mandates, it is at the forefront of youth sports organizations’ agendas in 2020.  Our job as a Consumer Reporting Agency is to provide a fresh perspective on outdated screening practices and introduce innovative solutions that remove this risk for young athletes.  Opportunities like these round table discussions are important for us to hear firsthand about the obstacles organizations face in building new practices and extend our resources to assist all leagues in promoting a safer environment for our children nationwide,” states Pshigoda.

JDP’s presentation “The Evolution of Background Screening in Youth Sports” covered how emerging technologies, working in conjunction with standard screening practices, such as the historic methodology of reporting sexual offender history and criminal record history, can be harnessed to close the gaps in the volunteer screening process.

Simply providing public record data is no longer the best solution.  We need to create a broad consortium and network of organizations banding together and sharing data and best practices across leagues, teams, and all sports to best protect our youth and end abuse.

It’s only together that this problem is solved, and we were delighted at the reception we received from soccer organizations worldwide on this solution.

JDP is on a mission to End Abuse.  Every Child.  Every Day.

For more information, please contact us at https://www.jdp.com/contact/.

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Background checks are common when screening potential hires. But can you conduct a background check on your current employees? According to the U.S. Equal Employment Opportunity Commission (EEOC), you can screen existing employees. Whether they’ve been with your company for one year or ten, it’s important to maintain confidence in your employees.

When Should You Screen Current Employees?

There are several reasons to conduct a background screening check on existing employees. It’s important to maintain current records of your employees. Even within a year of the first background check at the time they were hired, many things can happen.

1. Reassignment

   If you’re reassigning an employee to a new position you may want to conduct another background check. The new position may have different responsibilities that were not covered by a previous background check.

2. Retention

   Some employers will conduct background checks on current employees as part of a decision process. Before you decide which employees to keep on at your company, consider conducting a background check.

3. Promotion

   Just as with reassignment, a promotion usually involves new responsibilities and a new job description. You can guarantee you’ve chosen the right candidate by conducting another background check.

4. Workplace accidents

   Many companies will conduct background checks on current employees after a workplace accident in order to clearing up issues with insurance companies and the legal department. It can also help the company learn to prevent similar accidents from occurring again.

Should You Conduct Routine Background Checks?

As always before conducting background checks on current employees, make sure you know the rules. If there is no evidence to suggest your employee has done something wrong at work, you must have their consent before screening them. Sometimes companies will include a clause in the original consent form allowing them to conduct background checks even after hiring. If you have any questions about screening current employees, feel free to contact us or leave a comment. We’re happy to help you with your employment screening needs.

The post Can You Get Background Checks On Existing Employees? appeared first on JDP.

1. Continue the conversation.

Millennials are often very comfortable and skilled at finding out information online. Employers should take a page from their book and learn about these candidates in advance of an interview. That way, the interview can be more about continuing the conversation, rather than using it as a simple introduction.

2. Set expectations early on.

One of the best ways to keep Millennials on board during the hiring process is to let them know exactly what to expect. It can take several weeks or even a couple of months from receiving a resume to making a final decision. Let your job candidates know how long the process will take, as well as what it involves, up front. This helps you show that you value their time and talent – and gives them a clearer picture of what to expect.

3. Don’t forget a background check.

Yes, background screening may seem silly for a person who’s only 20, but don’t forget that even young people may have had the opportunity to get into trouble. You may not be able to spot the recurring patterns that you may see in background checks with more experienced employees. However, background checks may help uncover any number of problems, from faked credentials to legal troubles.

4. Consider the possibilities.

Millennials get a bad rap for including personal flavor like favorite hobbies on their resumes, or wearing less-than-professional gear to a job interview. While in some cases, this may be because they don’t take the opportunity seriously, in other cases, it might be a case of misaligned expectations. Make sure you look beyond “resume fluff” to see if a candidate you might otherwise dismiss could be an asset to your organization.

5. Ask them about long term goals.

Another perception of Millennials is that they tend to change jobs very quickly. One way you can sidestep this issue is to ask interviewees what their long term goals are. Chances are, they’ll be able to tell you – in great detail. If you can help them gain skills in areas where they’d like to excel, they’ll be much more likely to stick around and continue contributing.

6. Set clear policies.

Once you’ve hired a Millennial, make sure you set policies and expectations with them. Having a clear policy on social media use, for example, can help both you and your new employee avoid social gaffes. Consider developing a flexible work-at-home policy, if possible, and if it’s required that they’re in the office for certain hours, make sure you set the expectation up front.

Millennial job candidates have different priorities than previous generations. They expect to do it all – and given the room to succeed, they can. Try out these tips, and you could find a wealth of Millennial talent at your fingertips.

Contact us to discuss employment background screening!

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