Hey, we understand, we all make mistakes. The key is not making the mistake in the first place. Here at GroupOne Background Screening, we believe background checks are a crucial step in hiring a competent, safe and trustworthy staff. The background checks we perform are an in-depth analysis of past records and professional conduct. It’s used by employers to find out more about a potential candidate and to determine if they will fit into your workplace culture.
Unfortunately, mistakes can be made when utilizing background checks. Here’s a look at five of the most common mistakes, and how to avoid making them.
1. Only Screening Full-Time Employees: A full-time employee should always be screened. But we find a few companies avoid screening part-time or temporary staff to save money. That’s a mistake. A part-time or temporary employee can do just as much damage to your company and company’s reputation as a full-time employee. It’s a dangerous loophole that could potentially cost you far more than the money saved. Screen all employees no matter the job position. This will result in a safe and productive work environment for all.
2. Being Unaware of Employment Laws: It can be confusing since many employment laws differ from state to state. Such laws define the candidate’s rights, what information is allowed in a background report, and how the information should be utilized. Employment law ignorance is costly and has serious legal consequences. Employers must ensure they comply with any relevant laws while performing background checks to avoid expensive legal repercussions.
3. Having No Background Check Policy: You should always have a background check policy outlining which roles require background checks, when they need to be performed and what type of information the screenings will include. Without a policy, HR leaders select the wrong applicants and, once again, open themselves up to potential legal repercussions. Establishing a policy will ensure your background checks are consistent (very important) and fair for everyone. To avoid claims of bias, all information should be clear within the policy.
4. Using Automated Software: We understand, time is money, and if you can save time, you can save money. While background checks can be completed quickly with a variety of automated tools, the results are usually less comprehensive and potentially inaccurate. Employers can rely on software and technologies for background checks, but they should be used in combination with human expertise. When it comes to safety, there’s no shortcuts.
5. Proceeding Without Permission: Obtaining job candidates’ and employees’ consent in writing is crucial before performing a background check. Conducting background checks without consent can result in serious legal consequences. Before doing a background check, ensure the candidate and employee have given their permission in writing to carry out the necessary checks.
Please do not hesitate to contact GroupOne should you have any questions.
The information and opinions expressed are for educational purposes only and are based on current practice, industry-related knowledge and business expertise. The information provided shall not be construed as legal advice, express or implied.