Nationwide, many people live in large apartment complexes that might have dozens or even hundreds of units. The companies that manage these complexes must respond to maintenance requests regularly. Hiring individuals who live and work on the property makes the most sense for some. With such a blend of employment and living arrangements, employers must conduct a thorough criminal background check during hiring.
Remember, these aren’t just workers providing maintenance or landscaping—they will interact with residents and enter their properties. The risks of hiring an unsuitable individual are immense. Unfortunately, one recent case in Indiana highlights how severe the consequences of inadequate hiring can be. The case also reveals some troubling potential shortcomings in the screening solutions used.
According to police, a maintenance worker named Tevis Walker allegedly shot and killed a 15-year-old girl who lived in the same apartment complex where he worked. The circumstances of the murder remain under investigation. However, it seems that Walker met the girl while living and working on the grounds. Most notable about the case is the suspect’s criminal history.
Reports say that Walker had active arrest warrants in Florida and Georgia for narcotics violations, serious traffic violations, and handgun charges. Any pending charges might have posed a red flag serious enough for the management firm to deny his employment—yet the company says their background check provider did not report these charges.
The employer allegedly used a third party whose checks included a national criminal database. The job provider also told the media that they investigated how and why their provider did not report these risk factors. Whether they will receive answers remains to be seen.
How are criminal background checks done to end in such a gross oversight? It is possible, for example, that the screening provider did not have the pending charges in their most recent database update. It is also possible that the checks used were too narrow in scope despite the company’s claims to the contrary. The human error of neglecting to consider the results of the background check fully might also come into play.
A thorough approach to vetting is essential. Casting a wide net is part of that process. With backgroundchecks.com, for example, it is simple to order a report that includes county-specific information based on where a candidate previously lived. By looking beyond the boundaries of the state where you hire workers, you can increase the likelihood of uncovering vital information.
Remember, the answer to “How far back does a criminal background check go?” can vary from state to state. Know what you can find in your area and other places you wish to look. Such steps are crucial to discovering as much relevant information as possible.
Services that provide a “continuous” background check solution also help manage risk. Instead of needing to continually return and order criminal background checks online, you can receive alerts when something changes in a candidate’s criminal record. New and pending charges would appear on such a search. For employers hiring workers who spend most of their time around the public, such diligence is worth the peace of mind.
The Indianapolis story is a tragedy—especially when it may appear that the employer took the appropriate steps to protect the tenants of the complex. Nonetheless, this episode illustrates the importance of taking a proactive and engaged role in the screening process. Evaluating your methods and exploring their efficacy from time to time is essential.
A thorough criminal background check that explores beyond your home state is critical when protecting the public. County courthouse checks and continuous criminal monitoring can provide insight into red flags. With the right tools and a commitment to overseeing your staff, you can contribute to a lower-risk environment that fosters peace of mind.