Whether you are in the process of formulating a screening policy for your medical company, or already have a screening program in place, here are some tips to help you with your efforts to protect your company.
1. Get your business in order.
- Decide who will oversee the screening process and keep track of the paperwork. This person must be well respected in the hospital or clinic, be trusted to handle confidential information, be well organized and if possible have human resources and management experience.
- Set up a filing system. All screening documents should be stored in a locked file cabinet (within the medical cente or offsite) for an indefinite period of time. Files should never be left out in the open or in a readily accessible location. My advice is to use a Medical recruitment software, in a few words, they seem to work the best.
2. Assess risk and determine the screening requirements for the position in question. Screen appropriately for the level of risk inherent in the position.
3. Gather information from those to be screened, including the following:
- A well crafted Application Form that contains key questions concerning past incidents of inappropriate behavior.
- A Reference List of all the candidate's schools, employers, hospitals, and medical supervisors over the last five years. A minimum of three references should be checked.
- A broad Release Form to permit these references to freely divulge information about the candidate, and allow you to perform other investigative inquiries.
4. Check with the candidate's references - preferably in writing. Ask them a series of key questions to reveal any past history in the medical industry. Well worded inquiries will reveal the most information about a candidate.
5. Check appropriate public records. Based on the candidate's residential address history, perform a criminal history records check at the state level (almost all states have a central repository available), and the county level (all are available) going back five to seven years.