How to Get Serious About Employee Background Checks
Many job applicants look ideal on paper with their resumes loaded with the exact experience you require. These candidates interview like pros and win interviewers over with their broad smiles. They say exactly what the organization wants to hear, even if they’re lying through their teeth.
Many candidates get away with it, as employers fail to do the required due diligence and checks. By the time the lies surface, it’s too late, and it costs the company time and money while affecting morale among your existing team members.
It’s essential to ensure that the candidate is using their identity and not a stolen one. Identity verification background checks enable employers to confirm that the applicant is who they claim to be.
These identity checks verify many information points such as name, address, date of birth, Social Security number, initial fraud, and active-duty fraud alerts.
Criminal Background Checks
Astute employers run criminal checks as part of the recruitment process. This is particularly important when the vacancy allows access to sensitive financial information, security responsibilities, and proximity to exposed populations, such as the elderly or children.
Employee background checks mostly include federal, state, and county arrest records, court records, sex offenses, incarceration convictions of misdemeanors and felonies, warrants, records, acquitted, pending, and dismissed charges.
Credit Background Checks
A credit check reveals reported tax liens, debt issues, poor credit, and other money issues that suggest irresponsibility with money. Vacancies requiring a security clearance, access to finances, and sensitive client and company information typically require a credit background check.
A credit check could highlight individuals that pose a higher risk for fraud and other crimes, especially for prospective candidates applying for financial positions or roles that handle confidential information.
Candidates must have the opportunity to explain negative credit report information.
Any employer who requires employees to drive company cars or transport clients or customers should check motor vehicle records to identify safe, responsible drivers.
Professional License and Education Background Checks
When hiring for a vacancy requiring specific levels of education or licensure, conduct a license and education check on candidates. Verify all formal qualifications and professional licenses reported by candidates with the issuing institutions.
Fingerprint Background Checks
Candidates for vacancies handling sensitive customers, dealing with security clearances, or company information should undergo a fingerprint background check. Fingerprint data is collected by the FBI and stored in the Integrated Automated Fingerprint Identification System.
E-Verify Background Checks
This check verifies the candidate’s Form I-9, Employment Eligibility Verification, to verify that they’re authorized to work in America.
In a Nutshell
Employers can lose a lot of time and money by neglecting to conduct the required check of current and prospective employees. Organizations can avoid taking undue risks and benefit from conducting background checks on potential new hires.
Privacy & Cookies Policy
Necessary cookies are absolutely essential for the website to function properly. This category only includes cookies that ensures basic functionalities and security features of the website. These cookies do not store any personal information.
Any cookies that may not be particularly necessary for the website to function and is used specifically to collect user personal data via analytics, ads, other embedded contents are termed as non-necessary cookies. It is mandatory to procure user consent prior to running these cookies on your website.