Background Check For Employment: A Complete Guide

Background Check Employment History On A Prospective Employee

To learn how to conduct a background check employment history on a prospective employee, and to develop an effective background check policy, read this guide.

The purpose of an employment history check is to learn more about the history of a potential employee. You may be able to gain some insight from an applicant’s resume, and they may even divulge some personal information during an interview, but a professional employment history verification check takes a closer look at their past. It provides you with information about their past, which will help you make an informed decision about their hiring.

Background Verification Statistics Things To Know

Here are some important things to know regarding background verification statistics, based on data available up to my knowledge cutoff in September 2021. Note that these statistics might have changed in the period between then and your current date in 2023:

1. Frequency of Background Checks: According to surveys, nearly all employers (96%) conduct at least one type of background screening. This underscores the importance of background checks in the hiring process.

2. Discrepancy Rate: It’s reported that around 10% to 30% of background checks uncover some kind of discrepancy, whether it be discrepancies in employment history, educational qualifications, criminal records, or something else.

3. Reasons for Background Checks: Around 86% of companies conduct background checks to protect employees, customers, and others. Meanwhile, 52% use it to improve the quality of hires, 44% to comply with applicable law, and 42% to prevent or reduce theft and embezzlement.

4. Criminal Records: About 93% of employers conduct criminal record checks. Of job applicants, it’s estimated that nearly 10% have a criminal history.

5. Employment History & Education Verification: Over 80% of employers verify an applicant’s previous employment history. Similarly, about 75% verify an applicant’s education background. This highlights the importance of honesty in these areas on job applications and resumes.

6. Drug Testing: Approximately 60% of employers conduct drug tests as part of their background checks.

7. Impact of Background Checks on Hiring Decisions: Around 72% of employers say that background check information has led them to not hire a candidate.

8. Adverse Action Process: The Fair Credit Reporting Act (FCRA) requires employers to follow an adverse action process if they intend to deny employment based on the findings of a background check. However, a significant number of companies struggle to comply with FCRA regulations, often due to a lack of understanding or resources.

9. Candidates With Criminal Records: About two-thirds of HR professionals say they are willing to hire applicants with criminal records, largely depending on the nature of the crime and how it might impact job performance.

10. Resume Fraud: It’s estimated that as many as 85% of job applicants lie on their resumes, with about half lying about their education specifically. Background checks can help to catch these discrepancies.

It’s important to stay updated on background verification practices and laws as they change over time. Some states and cities, for example, have “Ban the Box” laws that regulate when during the hiring process an employer can ask about a candidate’s criminal history.

Top Reasons To Perform Them

86% protect employees, customers, etc.
52% improve the quality of hires
39% mandatory by law/regulation
38% protect the company’s reputation
36% of other criminal check activity

Finding Something Negative: How To Proceed

If you recruit for a position and discover that some credentials are false, you can afford empathy. Recognize the reasons why this occurred and help the candidate realize this is unacceptable. Remediation is possible.
There is little chance that you will find someone faking credentials at the level of a brain surgeon. You will also find people faking it in other areas and levels.

First, be certain! It should always be the case to double-check the facts. It’s critical to determine whether your source of information regarding a candidate’s forged credentials is reliable.

Second, To post every check, we always urge a conversation between the candidate and the company. If the checks come back clean, the talk could lead to the formation of a professional connection and teamwork.

Finally, Verifying the information people report on resumes is crucial so that you may confirm the claims they have made and ensure that you only hire honest employees.

How To Plan A Background Check Process And Policy For Employees

How do you establish and prepare a background checks and policy for your employees? Here are some things to think about as you move forward:

1. What are the best report alternatives for you?
We urge that you screen all individuals and employees equally to ensure legal compliance in the area of discrimination. For assistance in determining the best background verification plan for your staff and new hires, consult your corporation lawyer.

2. What resources are available to you?
It’s critical to devote the necessary time and money to developing a solid background verification strategy for your business.

Conclusion:

Employment employment background screening is a crucial part of the employment process that is frequently disregarded. But we know the importance of screening. we’ll help you in your background screening. Because of non-compliant employment screening methods, both small businesses and large corporations with complete legal departments are becoming targets of costly class-action lawsuits. This guide was developed to provide you with all of the information you’ll need to create a compliance screening policy for your company.