It is important to do due diligence at a corporate level. Employees can sometimes have access to confidential information such as banking information and personal assets. Even if you are interested in hiring someone who has the experience in the areas that you need (perhaps they have handled confidential information in the past) a solid background check is considered a necessity. Statistically, around 40% of resumes are typically falsified. Investigating potential employees can save you a lot of headache and money in the long run if you are willing to take a brief amount of time and investigate.
Here are three things to remember when conducting a background check:
- Do not use a fast-track background check service
Ads for “cheap” and “fast” background checks are all over the internet. But don’t be fooled! Many of these ask past employers open-ended questions that are unlikely to get answered. They are also more liable to have incorrect and outdated information that you need. You want to verify degree(s), experience, and any other relevant info to your hiring process as needed. You don’t want to cut corners; so be smart with what resources you use to do your due diligence.
- Don’t Forget About Criminal History
It may seem obvious, but this is a big one. When you hire someone you give them the “keys to your kingdom.” So don’t skimp out by hiring someone who has a past history of theft or violence. Where mistakes are often made in the background check is by only verifying criminal activity by the state. Make sure you check the criminal history of your candidate in every state they have lived in – this will help identify if they have left the state for a specific reason, such as criminal behavior.
- Communicate with your Candidates
Being open and honest about background checks does two things for employers: verifies the fairness of the background check amongst titles/positions, and lets the candidate know that they can expect to be investigated in this way. If they are uncomfortable with the background check and resign their interest in the position, this saves you time and effort with a candidate that might not have been suitable for the position. Keep in mind, however, that even a candidate with a less than ideal background could still be ready and willing to have a check be conducted. The background investigator should also interview the candidate, as they have the expertise to extract information that HR personnel do not.
Our experts have been able to obtain information from a candidate which automatically disqualified them, saving the client potential legal liability in the future. If you have any questions regarding background checks, contact us at https://fcisllc.com.