Do's and Don'ts: Employee Background Checking

In recruitment, background checking is a crucial step to verify the candidates. The implementation is to check the candidate's information validity in their application.

Background checking ensures the employer finds the most fit candidate and discovers any potential organizational risk. In fact, around 96% of employers did background checks as part of their recruitment.

Hence, today's article will dive deeper into background-checking implementation, especially on what employers must do and what they must avoid.

What Should Employers Do?

Identify Your Needs

Different industries and positions require specific requirements about the candidates. For example, the company can demand the candidate's driving license if the job involves driving.

Hence, companies must identify what information they seek by looking at the requirements and qualifications expected from the candidates.

Determining your needs also helps the recruiter to focus on screening and hiring for an efficient process.

Employers can utilize the candidate's address to validate their information. Furthermore, it also determined the candidate's jurisdiction to verify their criminal records.

Is a criminal record check necessary? The conduct helps search for an applicant's criminal history and uncover warrants for their arrest and misdemeanors.

The screenings include felonies, pending charges, and dismissed or acquitted charges attached to their record. Thus, legal screening assists employers to avoid loss in the future.

Obtain The Candidate's Consent

The employer can request the candidate’s personal information during the screening process.?

It means that the applicant should provide the company with their written consent for solid proof. Why should employers do this?

The reason behind that is an essential step of candidate personal and experience verification.

Nonetheless, companies should also provide clear information on data utilization. Primarily the reason for the personal information request during the job application process.?

Employers must mention some information on how they will utilize the information. It includes the timeline of the data storage as the company's records.

We also need to highlight that transparency is crucial! It applies to both parties.

That statement can build mutual trust between the employer and the candidate, which affects their decision regarding the recruitment process.

Conduct A Thorough Process

Conducting background checks without consent violates the candidate's rights, which leads to a lawsuit.?

Hence, the management must consult the legal team or professional consultant to conduct a proper and fair employment verification.

In this case, employers can construct a written policy for employment verification for a consistent practice.

What Should Employers Avoid??

Looking For Shortcuts

Companies may rely on quick shortcuts, such as free online or other temporary sources, for cost-efficient purposes.

By all means, accessible online sources often give misleading information. The result can jeopardize the candidate's reputation, leading to legal trouble.

Thus, the company can outsource to a third-party background screening company for a more reliable verification.

Additionally, the company should focus on screening the aspects related to the positions to save time and costs.

Rushed Decisions

Evaluating candidates' backgrounds can be very time-consuming. However, background screening aims to discover the most suitable candidate.?

Therefore, recruiters should conduct the screening meticulously, even though it may take a while.

Furthermore, rushing to eliminate a candidate over a single hostile act can jeopardize your reputation as a company.

In this case, management can generate guidelines for determining negative patterns that affect recruitment.

Moreover, recruiters can give a chance for the candidate to explain their records to consider whether the candidate can proceed to the next stage.

In conclusion, employee background checks involve a set of do's and don'ts to ensure a fair and effective screening process.?

Identifying specific needs based on industry and job requirements is crucial, allowing recruiters to focus on the most valuable screenings.?

Furthermore, obtaining consent from the candidate is mandatory. Transparency about data utilization builds trust between the employer and the candidate.

Recruiters must conduct thorough checks to respect the candidate's rights and avoid legal issues.?

Additionally, employers should avoid shortcuts by relying on accessible online sources. Instead, they can outsource to reputable background screening companies for reliable verification.?

Moreover, the company has to be careful while making decisions. They should highlight the importance of thorough evaluation, recognizing patterns, and allowing candidates to explain their records before making decisions.

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Article by: Shafira Nabilah