National Association of Professional Background Screeners (NAPBS)

Definition - What does National Association of Professional Background Screeners (NAPBS) mean?

The National Association of Professional Background Screeners (NAPBS) is a federal organization that sets the criterion in regulatory background screening protocol for employment opportunities and vacant tenancies. The overarching goal of the NAPBS focuses on appointing the right candidate for a job position and/or occupancy in a building or residence for lease or ownership.

WorkplaceTesting explains National Association of Professional Background Screeners (NAPBS)

Background checks represent an important aspect in different areas of life including employment, housing, and volunteer services. Professional screening companies are tailored for employers and property managers who have autonomous control in stipulating eligibility requirements for individuals. The Fair Credit Reporting Act (FCRA) is a legal mandate that covers the groundwork for background checks where detailed yet limited personal information is made available to third parties (i.e, companies and apartment complexes).

Consumer reports and investigative consumer reports are two primary components of a standard background check, which is often conducted at the discretion of a company or landlord. Different factors contribute to approval or denial of job placement or tenancy with relevant facts including general reputation, personal disposition, employment history, credit report status, civil and criminal records, license certifications, education level, personal references, and driving history.

The NAPBS recognizes the financial implications that companies and property managers can encounter if effective background checks are not enforced and maintained. For instance, an upsurge in criminal activities such as corporate embezzlement, workplace violence, larceny/theft, and fraudulent schemes can ensue. Although background checks are mandatory, companies are obligated to use fair and impartial judgment, especially when denying employment, to support their decision against any potential discrimination liabilities.

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