Download Predatory Applicants

Screening for Predators
the need for risk management
 Staffing firms assume risk at the time a
hiring decision is made and a job order is
filled
 Typically 2nd greatest expense
 Cost containment becoming more critical
How much do claims
really cost?
cost of workers comp claims
Back Claim
$50,000
Net Profit Margin
5%
Sales Needed
$1,000,000
Bill Rate
÷ $12
Hours to Fill
83,333
Hours per Week
÷ 40
Weeks
2,083
Weeks per Year
÷ 52
Temporary Workers Per
day for One Year
40
Risk Management is not just about saving
money… It’s about sending employees home
at the end of the day safe and free from
accidents and injuries.
risk management takes
a team approach
 Recruiters
 Receptionists
 Branch Managers
 Interviewers
 Salespeople
 Back Office
 Risk Managers
 Owners
natural predators
 These guys are
predators by
nature.
 Are there those
who are predators
by choice?
potential predators
 Applicants/Employees
 Attorneys
 Doctors
 Customers
 Insurance
Carriers/TPA’s
 Staffing Company
predator applicants/employees
 Conscious
 Semi-conscious
 Unconscious
which one is this?
 “Sometimes you have to
wreck the truck, to collect
the insurance, to get the
money for the truck
payment.”
The number one converter
of claimant to predator. . . .
“When you make an
applicant eligible for
assignment,
you extend your
insurance coverage
to them.”
fraudulent/suspect claims –
who files them?
 Drug related individuals…………….70%
 Criminals/Ex-cons…………………...60%
 People earning close to minimum
wage…………………………………….90%
prescreen - telephone inquiries
 Previous criminal history and drug use =
High probability for predator
Start screening
as early as the
initial phone
conversation
prescreen - facility visuals
 Convey strong risk management culture
 Visuals should address:
– Safety issues
– Fraudulent behavior
– Workers comp guidelines and philosophy
– State regulations
– Substance abuse
summary of possible red flags
in prescreen phase
 Unwilling to comply with substance abuse
policy
 Unwilling to release background history
 Inquiries concerning drugs tested for
 Inquiries about how far back criminal history
will be checked
 Inquiries about workers comp benefits
including modified duty
application - automated electronic
application process
 Abort process if applicant does not complete
or is unwilling to comply with policies/
procedures
 All electronic/automated files should
be maintained according to Federal/State laws
 The application is the “auto biography” of the
employee
which was better?
or
summary of possible red flags
in application phase
 Gaps in work history
 Many jobs in a short period of time (job
hopping)
 No work history
 No references
 Refusal to sign forms
 Incomplete application
 Red Flags are not Red Lights!
the interview process
 Continue gathering relevant information
 Opportunity to learn more about applicant
 Ask probing questions, avoiding any
medical/health-related questions
 Don’t do all the talking
– listen… listen… listen
summary of possible red flags
in the interview phase
 Eye contact
 Information gathered in the interview does not match
the information on the application
 Gaps in employment are not adequately explained
 Employee has attitude problems (aggressive,
apathetic, lack of motivation, malaise, etc.)
 Appearance (not dressed appropriately, posture,
etc.)
 The interview is the animated representation of the
employee (“the movie”). Was “the book” better than
“the movie”?
interview
At the end of the interview,
you have a decision to make.
“When you make an
applicant eligible for
assignment,
you extend your
insurance coverage
to them.”
some additional predator weapons
 Documented, signed orientation and training
 Prescribed Accident/Injury protocols
– Transportation to treatment
– Attendance with claimant at treatment facility
– Drug Testing
 Signed employee report of accident
– Completed ASAP after accident is reported
 Accident Investigation and Follow-Up
 Maintain contact with Physician, Adjuster, and
Claimant
 MODIFIED DUTY
modified duty
 Modified duty keeps YOU in as much control as
possible
 Thwarts all 3 classes of employee predators and
most classes of other predators
– Conscious
– Semi-Conscious
– Unconscious
 Proven to be of benefit to claimant, also
– Mentally, psychologically
– Physically
summary
 WC cost is 2nd highest expense, but it is
controllable
 3 types of predators
 Deterrents begin as early as initial phone call
 Modified Duty