We get it. Conducting background checks on job candidates and employees can be a difficult process. Here at GroupOne Background Screening, we are aware of the many hazards to avoid. But in today’s business world, there’s no doubt that making a wrong hiring decision can damage your company, your employees and your clients.
Let’s not forget the cost and time used in finding a replacement for that poor hiring decision and, in a worst-case scenario, the potential for a lawsuit should the employee prove to be dishonest.
Background screening is so important that nearly nine out of 10 organizations (95 percent) claim they conduct criminal checks on job candidates, according to a 2021 study by the Professional Background Screening Association.
With that in mind, we decided to create a list of 10 notes to consider when protecting your business from bad hires. So, let’s go!
- Be Thorough. Look at as much information as possible, to include an applicant’s education, past employment, criminal history and driving history. Companies could hire the wrong candidate if they look at only one specific item.
- Avoid the Box. The Equal Employment Opportunity Commission (EEOC) and many states and counties are making efforts to “Ban the Box,” which is the question on applications that reads, “Have you ever been convicted of a crime?” Interview and consider all applicants equally. Then you can run a thorough background check.
- Follow the Law. If you are conducting a background check, you will be required to have a legal release completed by the applicant, inform that person of their rights, and provide them with a copy of the report, as well as adverse actions communications.
- No Shortcuts. As we stated about potential hazards, there are so many ways to conduct a background check the wrong way. As an employer, you must take great care to follow the rules. These rules vary based on federal, state and local laws. Always check with your legal counsel if you’re unsure of how to proceed.
- Be Consistent. Ensure the process for all applicants is consistent. Applicants applying for the same job should have identical searches run on them. Of course, different job types may require different types of investigation, but for the same job title, make sure your process is uniform to avoid discrimination charges.
- Communicate, Communicate, Communicate. If you find something on a background check that may influence your decision to hire an applicant, you should engage in a conversation with the applicant. So many mistakes and errors can be resolved by face-to-face communication.
- Find the Patterns. Usually, past behavior is a good consideration for future behavior. Consider the positive and negative patterns when evaluating your applicant. A single bad act should not be the defining measure of a person or of their ability. Consider the consistent patterns of behavior of your candidate when making hiring decisions.
- Consider the Positive. We understand that background checks are viewed as a way to discover negative information. But background checks can also locate positives that will assist you when choosing well-qualified candidates.
- Use a Professional Agency. That’s right, we’re selling ourselves here. But great screening companies such as GroupOne will do a far better job of locating the information you need. We have an experienced team of private investigators who can provide accurate and efficient information. We will also prevent you from possibly violating state or federal laws.
- Avoid limited searches. This may be hard to believe, but you can’t find everything online. So much of the necessary and legally obtained data for a background check can only be conducted by a licensed background check firm such as GroupOne. It’s our area of expertise.
Please do not hesitate to contact us should you need assistance.