Hiring decisions can have consequences that extend far beyond the workplace. For organizations that serve children, vulnerable populations, patients, customers, or the public, understanding who is being brought into the organization is an important part of managing risk.
A recent hiring controversy at a Texas private school demonstrates why organizations should take a closer look at how effective their background screening program really is.
In August 2026, a school in Argyle, Texas, announced that it had dismissed a football coach who had been hired earlier in the year. According to report, the school said information had come to its attention that had not been disclosed during the hiring process. The coach had a criminal history dating back to 2005 involving a sexual abuse conviction in Arizona.
The school stated that it uses third-party background checks and direct reference calls and said it was reviewing its processes to determine how relevant information could have gone undiscovered during the hiring process.
The situation raises an important question for employers across every industry: Is your organization simply running background checks, or are you conducting the right screening for the risks associated with the position?
A Background Check Is Not a Guarantee
Background screening is an important hiring tool, but no screening process can guarantee that an employer will uncover every piece of information about an applicant. What matters is whether the screening program is thoughtfully designed, consistently followed, and appropriate for the position.
A criminal search can only provide information available within the records and jurisdictions being searched. If an organization relies on a limited search when the position warrants a more comprehensive approach, important information may be missed.
When reviewing your background screening program, you should be asking:
- What searches were conducted?
- Were they appropriate for the position?
- Was the applicants information accurately verified?
- Were relevant jurisdictions considered?
- Are there industry-specific screening requirements?
The answers to those questions can make a significant difference.
Screening Should Match the Position
Not every employee requires the same background screening package.
A financial professional may warrant different screening considerations than a delivery driver. A healthcare worker may require different checks than an office administrator. Someone working directly with children may require additional screening because of the nature of the role and the vulnerable population they serve.
Employers should consider the responsibilities of the job, the level of access the individual will have, the environment in which they will work, and any applicable regulatory or industry requirements.
Depending on the position, a comprehensive screening program could include:
- Criminal record searches
- Sex offender registry searches
- Employment verification
- Education verification
- Professional license verification
- Motor vehicle record searches
- Drug screening
- Identity verification
- Federal or state-specific searches
- Ongoing monitoring or periodic rescreening
The goal is not to order every available search for every applicant. The goal is to make informed decisions about which searches are relevant and appropriate for each position.
What Happens When Something Concerning Is Found?
Finding potentially negative information is only one part of the process. Employers also need a consistent approach for evaluating information that appears on a report.
A criminal record does not automatically tell an employer whether someone is qualified, or unqualified, for a particular position. Employers should consider applicable laws and regulations and follow established, legally compliant procedures when evaluating background information.
This is where having a clear screening policy becomes especially important. Without a defined process, hiring decisions can become inconsistent. Two applicants with similar information could potentially be treated differently depending on who reviews the report or how the information is interpreted. A well designed screening program helps employers establish a consistent framework for handling screening results.
Employer Guidance
Organizations don’t need an unnecessarily complicated screening process. They need one that is intentional and consistent.
A few key practices can make a difference:
1. Build screening packages around positions: Determine what information is relevant to each role rather than using the same package for every employee.
2. Use independent verification: Whenever appropriate, verify employment, education, licenses, credentials, and other information rather than relying entirely on what an applicant provides.
3. Establish clear procedures: Everyone involved in hiring should understand what screenings are required, when they must be completed, and how results should be handled.
4. Keep the process consistent: Applying different screening standards to different applicants can create unnecessary risk. Establish clear criteria and follow them consistently.
5. Review your process regularly: Hiring practices change. Positions change. Laws and regulations change. Screening technology changes. Organizations should periodically evaluate whether their screening process still meets their needs.
6. Work with a screening partner that understands your requirements: A background screening provider should do more than process orders. The right partner can help organizations understand screening options, identify appropriate searches, and navigate changing requirements.
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Background Screening Is About More Than Checking a Box
The recent situation is a reminder that background screening should not be treated as a formality. For employers, the takeaway is not simply that a background check should be performed, it is that your screening process needs to be thoughtfully designed around the position, consistently applied, and comprehensive enough to provide meaningful information before a hiring decision is made.
At GIS, we work with organizations to help build background screening programs around their specific hiring needs. From criminal searches and employment verifications to education, MVR, drug screening, and other services, our team helps organizations create a screening process that is thorough, consistent, and aligned with their requirements.
If you have any questions regarding your background screening program, please contact us.