PROCEDURE FOR CANDIDATE REFERENCES AND BACKGROUND CHECKS

You found the best candidates through recruitment consultants, conducted interviews, and selected the best candidate. What should you do next? Examine whether the selected candidate's story about himself is true in every detail. You must also determine whether the individual has a criminal history. You should also find out whether he is an addict. As a result, you'll need to put the prospects through three further checks: reference checks, background checks, and drug screening checks.

If?your?candidate?can?pass?all?three?of?these?exams,?their?credentials?have?been?successfully?confirmed.

Checking?References

What?is?the?purpose?of?a?reference?check?in?the?first?place? Many?candidates?have?the?necessary?abilities?to?succeed?in?interviews. They?are?confident?and?can?answer?even?the?most?difficult?queries?without?hesitation. Their?résumé?appears?to?have?the?ideal?qualifications. They?don't?appear?to?make?any?mistakes. However,?you?must?exercise?caution?because?some?offers?may?appear?to?be?too?good?to?be?true.

So?you?verify?all?of?the?information?the?candidate?has?provided. The?candidate's?curriculum?vitae?must?include?the?names?and?contact?information?of?three?references. These?references?are?people?from?the?candidate's?prior?company?who?can?vouch?for?all?of?the?information?the?person?has?submitted. These?individuals?can?simply?reveal?the?truth?about?what?has?been?going?on?behind?the?scenes.

When?checking?the?references?of?the?seemingly?excellent?candidate,?look?for?facts?such?as:

Does?the?candidate?struggle?with?anger?management? Do?they?come?to?work?regularly? What?was?their?former?company's?absence?record? Have?they?broken?any?codes?of?ethics?at?their?prior?employer?

Candidates with poor origins are frequently willing to labor for cheap wages, often at costs lower than the usual median wage. It's the oldest trick in the book, so don't fall for it. This is when your warning bells should go off. You must thoroughly investigate this individual.

Problems?with?Reference?Checks

However,?that?is?not?the?only?barrier?to?overcome?while?attempting?to?discover?a?person's?genuine?identity. In?many?cases,?prior?employers?provide?only?favorable?comments?and?withhold?any?critical?information. Furthermore,?some?firms?just?provide?minimal?qualifications?such?as?job?terms,?date?of?joining,?and?date?of?departure. Many?businesses?have?a?no-reference?policy. What?should?you?do?in?this?situation? That?is?when?you?must?obtain?the?candidate's?permission.

form?of?consent

So,?this?is?what?you?do. Make?an?applicant?sign?a?consent?document?before?giving?them?the?letter?of?acceptance. His?consent?document?must?include?a?lot?of?information,?such?as?the?employee's?name,?Aadhar?number,?length?of?employment?(entering?and?leaving?dates?provided),?a?designation?held?in?the?previous?firm,?and?so?on.

The?form?should?also?include?a?statement?authorizing?the?information?to?be?verified. Include?a?checkbox?for?the?employer?to?declare?whether?the?information?is?correct?or?not. All?of?this?information?should?be?self-attested?by?the?candidate. Failure?to?provide?accurate?information?may?result?in?their?candidacy?being?rejected?outright.

If?you?want?to?make?these?jobs?easier,?you?could?invest?in?simple?and?automatic?reference?check?systems. There?are?also?various?online?solutions?available?nowadays. As?a?result,?you?do?not?need?to?devote?a?lot?of?time?and?resources?to?this?critical?job.

A?reference?questionnaire?must?also?be?in?place. Make?certain?that?these?questions?are?written?in?compliance?with?your?company's?regulations.

Background?Investigations

There?are?numerous?terms?used?in?background?checks. All?of?these?terms?refer?to?pre-screening?exams?that?help?validate?a?candidate's?genuineness. The?first?step?is?to?examine the?references. That?was?something?we?grasped. The?background?check?comes?next. The?drug?screening?test?will?come?after?that. But?for?the?time?being,?let?us?concentrate?just?on?background?checks.

Background?checks?are?something?that?can't?be?compromised. This?is?because?it?may?assist?you?in?determining?whether?the?chosen?applicant?is?a?possible?fraud?or?a?criminal.

Background?checks?almost?always?produce?favorable?results. In?some?circumstances,?the?candidate?has?been misled?about?their?qualifications. Candidates?with?little?education?beyond?high?school?have?claimed?to?hold?PhDs. Other?times,?the?person?in?issue?was?fired?from?the?prior?company?because?he?or?she?had?stolen?something?concrete?from?the?company's?coffers?or?something?intangible?like?the?company's?intellectual?property?rights?or?sensitive?information. As?you?can?see,?you?cannot?avoid?checking?the?candidate. Hire?him or her?only?if?they?are?forthcoming?at?the?end?of?the?process.

That?being?said,?you?can?either?employ?background?check?specialists?or?perform?it?yourself. Simply?contact?the?former?firm?or?check?with?the?references. You?do?not?need?to?be?concerned?if?you?have?engaged?a?background?verification?organization?to?complete?the?work. Simply?sit?back?and?unwind. The?professionals?are?aware?of?the?protocol?that?must?be?followed?to?verify?the?validity?of?the?applicant.

But?what?if?your?company?is?required?to?conduct?a?background?check? What?exactly?do?you?need?to?inquire?about?

You?should?look?into?the?following?background?items:

Criminal

Driving

Employment

Education

Residence

Identity

Credit

and?Workers'?Compensation

Once?you've?double-checked?and?verified?all?of?these?details, give?them?the?appointment?letter?now. By?far?the?most?crucial?content?is?a?criminal?record. If?your?prospect?has?a?history sheet,?you?must?skip?this?option?and?restart?the?hiring?process. A?repeat?offender?in?the?organization?is?strictly?prohibited. One?bad?apple?spoils?the?bunch?or?causes?major?problems?for?everyone?else.

But?wait,?there's?more. There?is?one?more?thing?you?must?do. Check?to?see?if?they?are?addicts?or?not.

Drug?testing

Yes,?there?is?something?you?must?verify?about?your?candidates?before?giving?them?their?recruiting?documents. Check?to?see?whether?they?are?addicted?to?anything. There's?no?telling?what?a?drug?addict?can?get?up?to. They?lie,?and?sooner?or?later,?they?may?engage?in?illegal?activity. As?a?result,?it?is?preferable?to?screen?them?out?at?this?stage.

But?how?do?you?go?about?getting?them?checked? If?you?are?an?employer,?you?should?be?aware?of?this. However,?if?you?are?unaware?of?this?truth,?please?read?it?attentively. It?is?perfectly?legal?for?a?firm?to?have?its?staff?tested?for?drugs. All?you?have?to?do?is?collect?their?urine or blood?samples?and?get?them?examined?by?a?pathologist. The?presence?of?drugs?or?alcohol?can?be?easily?identified.

You?must?use?an?occupational?health?institution?to?get?the?candidate's?health?checked. Don't?be?concerned;?they?don't?demand?outrageous?fees?for?such?testing. A?single?test?could?cost?up?to?$1,000. If?you?order?many?checkups,?the?price?may?be?reduced?even?further.

Ensure?that?the?candidate?does?not?get?the?checkup?done?by?a?private?practitioner?of?their?choice. If?you?need?to?get?them?to?the?health?center,?you?must?provide?them?with?transportation?rather?than?allowing?them?to?commute?on?their?own. You?never?know?what?they're?planning. So,?try?to?be?cautious?before?hiring?someone. A thorough?examination?is?essential?for?successful?candidate?selection. Best?of?luck!