No matter what kind of business you run, hiring someone new always feels like a momentous decision. Background checks allow you to verify that a candidate is who they say they are, their qualifications are valid, and that they are an appropriate fit for the role you’re looking to fill. In this article, you will learn the seven simple yet actionable tips to help make your employment background checks more effective.
Table of contents
- 1. Verify Identity and Qualifications Properly
- 2. Have a Detailed Employment History On Hand
- 3. Conduct Criminal Record Checks Responsibly
- 4. Reach Out to Professional References
- 5. Modify background checks for your industry
- 6. Privacy and Rules Must Be Respected
- 7. Consider Using Professional Screening Services
- Building Trust Through Smarter Hiring
1. Verify Identity and Qualifications Properly
Always remember that the first thing to check anytime you perform a background check is to confirm the basics. You would like to know that the person in front of you is who you think they are, and the credentials on the résumé are not empty. In taking the time to double-check, you’re protecting your business from making a hire that may not have the appropriate skills or experience for your needs.
2. Have a Detailed Employment History On Hand
As you dig deeper into their employment history, you see the type of work they’ve been responsible for. That’s why you should ask people to call previous work units to verify job titles and responsibilities. And you could see things like gaps in employment or short jobs held in several positions. Not all of those patterns are negative, but they can raise questions that you want to inquire about in your interviews.
3. Conduct Criminal Record Checks Responsibly
No matter the industry, workplace safety is important, but there are some jobs for which it is even more critical. That’s why if the position includes any monetary transactions, working with individuals who are at risk, or access to confidential data, a criminal background check is likely needed. Take note that the point here is not to disqualify candidates automatically because of a record but to look for relevance.
4. Reach Out to Professional References
Don’t forget that resumes can tell you what a candidate did, but references can tell you how they did it. When you speak with former supervisors or colleagues, you learn about work ethic, attitude and how one works as part of a team. Ask about how the person handled pressure or how well they worked with others. These responses often convey far more than you will ever find on a list of job requirements.
5. Modify background checks for your industry
A nurse or childcare professional requires more rigorous checks than an office-based job, while a finance job may require a deeper search into their databases of how you handle sensitive data. Customizing your background checks to meet the needs of the position means you not only keep your organization compliant with industry regulations, but you also focus on the things that make a difference in that job.
6. Privacy and Rules Must Be Respected
Conducting a thorough background check involves personal information, and that brings responsibility. Make sure you always obtain consent before you run the checks and securely store any data. Aside from that, candidates should feel safe that their information won’t be abused or shared incorrectly. Moreover, complying with privacy laws isn’t merely a way to avoid getting sued; it’s an exercise in trust building.
7. Consider Using Professional Screening Services
There are many checks you can make yourself, but there are occasions when it makes sense to bring in the experts. Third-party vetting services are meant to drill down to that next level for accurate results. Intercheck will provide businesses a peace of mind that no critical aspect will be missed. In addition to that, reliable services also decrease your potential risks of simple human error or oversights.
Building Trust Through Smarter Hiring
By validating their identity, verifying their qualifications, checking their work history, and tailoring that process to your industry, you position yourself much better to make decisions about who to hire. Now add privacy compliance and support of professional services, and you have a system that’s both fair and reliable. When you take your time with the hiring process, you end up building a better team.
