The following five suggestions cover a number of best practices and compliance checks that small firms should take into consideration when they create their employment screening plans:
1. Verify the Applicant’s Work History
Even when specifically questioned, job applicants frequently refuse to acknowledge when they have overstated previous work titles, employment dates, or income ranges. Even with the applicant’s consent, casual inquiries can take some time, and the responses might not be very thorough.
2. Verify the Applicant’s Academic History
The entire employer-employee relationship is based on a false foundation when a job candidate lies to obtain a position. Claims of undeserved degrees or certifications are not only dishonest, but they also pose major compliance issues in fields where a license is necessary for participation in regulated activity.
3. Be Mindful of Evolving Background Check
The reason why a potential employer might want to know if a job applicant has a history of fraud or violence is obvious, but convictions for minor offenses may also be revealed through criminal background checks.
Despite the fact that small businesses now have the freedom to reject job candidates for a variety of reasons, several states are moving toward tightening regulations on the use of criminal background checks in hiring decisions.
4. Pull Credit Reports with Caution
Employers in the financial sector were previously the only ones concerned about job seekers with financial difficulties. Credit checks are now used in the employment process by roughly 50% of all businesses. Employers may request credit information to assess an applicant’s level of responsibility or trustworthiness in addition to concerns about theft and embezzlement. To abide by federal regulations or payment card industry norms, some employers conduct credit checks.
5. Take Into Account Drug Testing Before Hiring
If a worker is battling drug or alcohol addiction, Private employers who want to test employees for drugs should adhere to the guidelines provided by the US Department of Labor.
Small business owners may need to invest a significant amount of time and energy in doing thorough employment screening. Contact us right away if you need assistance finding the best employees and lowering employee turnover.