The screening of employees is something that every organization should make part of its recruitment process. In certain cases, post-employment screening can also come in useful, such as while considering promoting someone to the executive level. The purpose of background checks or employee screening is to ensure confidence in the hiring or promotion decision.
Employees are one of the most astute investments an organization can make. Investing in the wrong workforce can cost a company in more ways than one. These are a few reasons why employers should consider screening:
Employee background checks encompass a candidate’s driving records, criminal records, financial records, and Social Security records. Various databases and registries, such as the terror watch list and sex offender registry, can be accessed. Sometimes, these need to be accessed at the local, county, state, and national levels.
Typically, employers hire an independent background screening company to get the job done. However, sometimes, they may like to keep things in-house and do a cursory check through search engines and social media sites. It’s vital to note that certain information may not be available on Google or Facebook.
Amateur screening cannot replace the information accessed by a third-party background screening service. Organizations should work with a background screening service that is FCRA-compliant if they want a more detailed background check. In some cases, it may be a necessity as well. Most courthouses across the US require individuals to show up at the courthouse to access documents. Background screening companies make use of court runners for such information.
Criminal background checks are usually required in situations where the organization needs to know whether a candidate has been incarcerated or convicted previously. They may want to know about particular crimes, such as embezzlement, felony, violent crimes, sex crimes, or fraud convictions before making a hiring decision.
Certain organizations may also have regulations in place against hiring certain categories of felons, such as those in healthcare or non-profit industries. Criminal records are usually acquired by accessing:
● National criminal databases
● Sex offender registries
● County criminal courts
● Domestic and global watch lists
● Federal and state criminal records
Employers need to view their employees’ social media posts and accounts in today’s increasingly digital world. This can help attain a better understanding of a candidate’s thoughts, opinions, and beliefs. However, there are several pitfalls of relying solely on Facebook, Twitter, or other social media search.
Several platforms are below the radar. It may be necessary to access those and a complete understanding of a candidate’s attitude, personality, and behavior. It’s vital to note that criminal, education, and employment screening are necessary even if a candidate passes a social media check.
Character reference checks help attest to the interpersonal abilities and character of an applicant. Generally, companies require candidates to provide character references that are separate from employment references. These are usually provided by someone that knew the candidate long enough to offer an insight.
Personal character reference checks are among the most important tools used by recruiters to hire a candidate who will fit right in with the organizational culture. This service involves contacting the candidate’s personal references and seeking information concerning their conduct, reputation, and integrity.
It can be difficult for an employer to know whom to trust without involving a third-party background screening company. The background check process is complex, and small businesses, in particular, may find the process intimidating.
These are a few things to look for in a background check agency:
● PBSA Accreditation
● Quick turnaround