Every time a business hires a new employee, it is investing time, resources, and money. Our ideal situation is when we have all the information we require to make sure that we are making the right decision. Most companies have their own unique requirements regarding background check for employment, but the primary objective is to obtain the most accurate overview of a candidate before the contract is signed.
A major impact of globalization has been felt by the workforce today. Businesses are expanding overseas faster than ever and forming cross-border alliances to maximize their growth. Companies can connect with a large pool of international talent thanks to the rapid movement towards borderless trade. A background report can help organizations evaluate and hire from a rapidly expanding and changing workforce in situations such as this.
Here are a few reasons why criminal background history check are necessary before hiring new employees
It is very important for employers to verify that the information provided by candidates is accurate by conducting a thorough pre-employment check. Jobseekers lie or think they will lie during the job application process 78% of the time. Here are some of the most common examples:
1. Possessing skills they rarely use
2. Working for a company longer than they actually have
3. Degrees from prestigious educational institutions
4. A higher GPA by more than half a point
5. Earning more money than they actually did
6. Formerly holding a higher position than they did
Candidates tend to exaggerate these areas because they believe that they are easier to get away with during an interview. It increases the risk of hiring someone unqualified for the job without knowing it. It is true that these events can sometimes go unnoticed, but hiring a candidate who turns out to be a poor match can have detrimental effects on the business on a variety of levels. Among the areas that can be jeopardized by an unsuitable hire are productivity, team morale, quality of service, customer relationships, and company growth. Employers can avoid these mistakes by conducting Background Report checks and save themselves time, money and frustration.
You have a responsibility to protect everyone involved with your business as an employer. That includes your employees, business partners, and customers. The purpose of background search is also to ensure the safety of your company and associates. Although conducting criminal background checks can be sensitive, it is important to be transparent with your candidates about these screenings.
The world is currently in recovery from both the effects of the Covid-19 pandemic and navigating an uncertain socio-political landscape. We are at our most vulnerable, and now is the time for businesses to aim for a safe and accepting workplace.
A culture of equity and inclusion requires a long-term commitment, and employers must strive to implement this across all areas of their organization. Screening procedures can assist you in both identifying potential problems prior to their occurrence and protecting your business. Establishing a zero tolerance policy towards harassment, bullying, racism, and sexism will help create a more satisfied, healthier workforce and increase employee retention.
Background screening have proven to be beneficial to employers. They help you manage hiring risks for your organization and make informed hiring decisions. The prospect of an employment background screening may cause candidates to feel anxious, frustrated, or even confused. Many candidates are unaware of what a background check entails, their rights, or how the results can affect their employment prospects. Due to their knowledge of background checks or the experience they’ve had with other employers, candidates may find it challenging to undergo your company’s background screening. It is possible to keep candidates informed of the background screening process by taking deliberate steps to clarify it and guide them through.
The most recent PBSA employer survey reveals that 95 percent of companies conduct background screening, but not all companies screen every candidate. Thus, you may still encounter candidates who have never undergone a background check. Many people with previous experience may have misconceptions about the process and how it will affect their future employment prospects. Candidates may be confused about the following, for example:
1. A background check includes the following information
2. The length of time it takes to complete a background check
3.Background checks go back how far
4. What drugs are tested for in a drug test, and how they can be interpreted
5. An employer may consider something in a candidate’s past as a risk
Look for opportunities to clarify candidate concerns and provide them with the information they need to confidently approach your screening process instead of potentially losing excellent candidates. Implement the following steps to demystify the background check and provide candidates with some much-needed transparency. The best way to assess your entire background screening program is to conduct an audit. Don’t know where to begin? We can assist.
1. Describe the screening process upfront, before the interview begins.
Anyone who has participated in a job search can attest to how frustrating it can be to receive a surprise at the end of a lengthy interview process, especially if an offer appears imminent. You can damage the candidate experience if you add new interviewers too late or tell candidates about a background check process they didn’t know existed, and you may also leave candidates looking for other opportunities.
2. Explain why you perform background checks.
The value of employee background checks should be emphasized to candidates, even though some may view them as just a formality. It’s also a great way to demonstrate to candidates that you’re not just performing a check to identify criminal activity and verify credentials. You’re also taking steps to protect your employees, customers, and visitors.
Be sure to include the reasons you rely on employment background verification checks as part of a well hiring process, for example:
a. To build a high-quality workforce that all employees can be proud of
b. To develop a drug-free workplace
c. Ensure new hires have the necessary credentials for the job
d. The healthcare industry, for instance, has industry-specific screening requirements
3. Make your screening process more efficient by using background check technology.
The Screening technology automates the employee check process and makes it easier for candidates to share the personal information needed to complete the screening process. You don’t need to waste time sending back and forth candidate forms via email by working with a provider that uses customizable, proprietary screening technology to enhance the candidate experience.
The technology behind screening enables candidates to navigate the application process more efficiently, preventing them from communicating with your talent acquisition team via unnecessary emails and voicemails. The faster candidates can complete background checks and drug testing, the closer you will be to a seamless transition from recruitment to hire and onboarding.
a. Here are a few examples of what you can do with employee background screening technology:
b. Start the background check process faster by using a paperless disclosure and authorization process.
c. Candidate mobile tools can be used to locate nearby drug testing centers and schedule screening appointments.
Screening analysts can use optional in-app messaging to confirm names and addresses directly with candidates.
There may be clear policies and processes for operating your background screening program, but you can likely do more to improve the process, both for candidates and your employees. Even the most effective background screening programs can benefit from a periodic refresh and injection of new best practices.
Background screening is an ever-evolving part of your hiring process due to advancements in technology and changing compliance requirements. Your screening program can remain operationally healthy if you assess and review current practices in order to improve efficiency, compliance, and the candidate experience. Read the Guide to Auditing and Improving Your Background Screening Program for more insight.
Background checks have become an integral part of the hiring process for employers worldwide. The goal of these checks is to verify the information provided by candidates on their resumes, as well as to assess their criminal history, education, and work experience. By conducting thorough background checks, employers can protect their company from potential legal liabilities and ensure that they are making informed hiring decisions.
While background checks are a valuable tool, it is important for employers to conduct them in a lawful and ethical manner. Employers should adhere to applicable laws and regulations and obtain the candidate’s consent before conducting a background check.
Additionally, they should only request and consider information that is relevant to the position and avoid making any discriminatory hiring decisions based on a candidate’s background.
Overall, background checks are an essential step in the hiring process and can provide valuable insight into a candidate’s qualifications and character. By using this tool responsibly, employers can make informed hiring decisions that benefit their company and the people they employ.
