A key motivation for doing background and credit checks is to protect the employer or others from harm or civil responsibility of various kinds. Other employees may be harmed as a result of sexual misconduct or workplace violence. Sexual abuse on business premises, for example, could harm the organization’s clients.
1. Your company should have a uniform and fair policy for employment verification that verifies the background of every candidate, regardless of the position they are seeking, for optimal safety and efficiency.
2. Obtain reputable legal assistance to ensure compliance with employee background verification laws.
3. Employ compliance employee screening services. With respect to the information on a candidate’s credit, the Fair Credit Reporting Act (FCRA) can help you figure out what employee background verification services you can and cannot use.
4. Ensure that the background verification company adheres to strict data security standards and is an expert in background checks.
5. Only work with vendors who are ISO compliant when seeking background verification agencies.
6. Always act on the results of the employment verification. If you discover anything in the employment background verification results that could jeopardize the candidate’s suitability for the job, make sure to take action.
7. Be open and honest with candidates about the outcomes of the employee background verification. Whatever the outcome of your employment verification is, always be open with the candidates about it.
In the end, your applicants’ past behavior will go a long way toward forecasting their future actions, and a thorough employment background check will assist you in making an informed decision. Having a background investigation program in place encourages candidates to be more open about their past behavior.