Implementing background checks can appear to be a troublesome task, akin to navigating uncharted territory, wading through procedure and protocol, involving tedious research. Yet, it becomes manageable and essential for your organization if the right background check company is hired to conduct them. This allows the client organization to utilize its energies in performing its actual job and forging trustworthy relations with a reputed background check company to ensure that hiring is done right to meet the company’s goals.

 

Index Overview of background checks What is a background check? Definition and types Importance of background checks Process of background checks Conclusion F.A.Qs

 

Overview of background checks 

Would you trust a doctor with fake diplomas or an accountant with a track record of fraud? What about a delivery driver with a suspended license? These scenarios aren’t made up to scare you, they’re real cases that illustrate why background checks are important in any and every business. 

For early-stage startups, the first few hires set the tone for your company’s culture and a setback from a bad choice could get in the way of scaling operations, ruin your reputation, or, worse, kill your company. Even for big veteran businesses that have put sweat and blood into building their reputation, it would be suicidal to hire someone who is not responsible and has a poor employment history. What choices are left with recruiters in such dire circumstances? How are they supposed to ensure that the person they are hiring is trustworthy and honest? 

A sure-shot way to ensure the best hire is the background check. In recent years, the proliferation of background checks has become a testament to their critical role in hiring, tenancy, and even personal safety. The ever-evolving landscape of background checks with its multifarious types allows it to support every type of business, helping recruiters to hire the most proficient candidate with utmost trust.

What is a background check? Definition and types 

An official investigation of someone's past is called a background check. If that seems intimidating, perhaps it will help to know that these are a standard component of hiring procedures worldwide. The Society for Human Resources Management (SHRM) reports that background checks are run by more than 90% of employers. These investigations are often conducted during the hiring process to confirm a candidate's credentials, work experience, and criminal past.

Depending on the laws of any country, background checks are also used by landlords and government agencies. Landlords might screen potential tenants to assess their rental history, financial stability, and criminal record. Meanwhile, government agencies and military organizations run checks before issuing security clearances.  

There are different types of background checks catering to the various needs of businesses and people. Listed below are a few to help understand the vast terrain of background checks. 

• Identity Check 
  An identity check is a foundational step in the hiring process. Its primary objective is to confirm a candidate’s identity, ensuring they are who they claim to be. By scrutinizing official documents such as driver’s licenses, passports, or social security numbers, employers can mitigate identity fraud and uphold the integrity of their workforce.
  
  
• Criminal Background Check 
  One of the most important components of a background investigation is the criminal background search. A criminal background check uncovers past criminal convictions. It’s a critical screening process for positions that require a high degree of trust and responsibility. This check ensures the safety and integrity of the workplace.  While a criminal history won’t always disqualify someone from a job, certain charges and convictions may be a red flag when you’re hiring someone to handle cash, interact with the public, or access sensitive information.
  
  
• Employment and education verification 
  Employment and education verification checks confirm the accuracy and validity of an individual’s stated work experience and educational qualifications on their resumes. 
  
  It is not uncommon for candidates to lie about their education to gain an advantage, so verification is crucial. For verifying candidates' educational degrees and certifications, the screening accesses public records and documents such as school diplomas, undergraduate and postgraduate degrees, or other academic certifications. By using a thorough background checking service you can know indisputably that your prospective employee has the necessary qualifications for the role.
  
  If a job requires three years of experience, one won’t want to hire someone who has only worked in the field for three months. Worse still, you don’t want to hire someone who has no experience whatsoever. A prospective employee’s previous experience factors into any hiring decision. However, it isn’t unheard of for candidates to lie about where they have previously worked and the duration that they worked there. Hiring someone without the proper experience can cause problems deeper than some professional inefficiency. This is especially true if the work is in an industry that requires specialist skills. Workplace injury or costly accidents, putting staff or customers in danger, and other hazards all become far more likely if a candidate isn’t as experienced as they say they are.
  
  In such dire cases, education & employment verification plays a very significant role, in saving employers from negligent hiring.  By conducting this process, employers can validate candidates’ information regarding their employment history, job titles, responsibilities, and educational degrees. 
  
  
• Credit Checks 
  This background check allows you to access credit reports that are prepared by the major credit bureaus. You can learn information such as the amount of debt an applicant has, accounts in poor standing and previous credit applications and more. This information may be especially important if you’re hiring for a job that involves handling money or considerable assets.
  
  
• Reference checks  
  Reference checks involve contacting the candidate’s provided references, such as former supervisors, colleagues, or mentors. These checks delve deep into the candidate’s character, work ethic, interpersonal abilities, and overall suitability for the job, providing recruiters with invaluable information to make well-informed hiring decisions.
  
  
• Social media screening    
  Social media screening involves reviewing a candidate’s online presence on various social media platforms. This background check aims to gain insights into the candidate’s character, behavior, and overall digital footprint. It can help judge job applicants on factors like their lifestyle, professionalism, judgment, and alignment with the company’s values. 
  
  

Importance of background checks 

Now that we understand the various types of background checks, let's delve into their crucial role in ensuring a safe and productive workplace. There are seven compelling reasons to run background checks on all job applicants:

• To provide a safe workplace for employees and customers
• To hire the most qualified people who will help to grow your business, not to decline it
• To minimize exposure from employee liability by practising “due diligence” in the hiring process.
• To encourage honesty in the application and interview process.
• To discourage applicants with something to hide
• To eliminate uncertainty in the hiring process
• Relying on instinct alone is not enough!
  

Process of background checks 

Background screenings pose compliance risks if not done correctly. Here’s how smart employers typically vet potential new hires:

• Obtain consent: 
  The Federal Fair Credit Reporting Act (FCRA) and similar state laws require employers to provide written notification to and obtain authorization from any individual subject to background checks performed by third parties like professional background screening providers like Check Xperts.
  
  
• Explain the screening process: 
  Employers must notify the applicant or employee that they might use information from a background check to make employment-related decisions. This notice has to be in writing and in a stand-alone format. It cannot be part of an employment application.
  
  
• Apply screening policies consistently:
  Running background checks on certain groups of people and not others may be considered discriminatory and illegal. The Equal Employment Opportunity Commission (EEOC) guides considering an individual’s criminal history when making employment decisions and, among other things, states that such decisions must be job-related and consistent with business necessity.
  
  
• Consult legal counsel if adverse action is warranted: 
  The FCRA requires employers to follow certain steps when taking adverse action against an individual (e.g., failing to hire) based on the results of a background check. Employers should consider consulting with counsel before proceeding further.
  
  

Conclusion 

Background checks provide additional information to make more informed hiring decisions, reducing the risk of hiring individuals who may not be suitable for the role. It’s important to note that while the importance of background checks means they shouldn’t be skipped, they must be conducted in a fair and non-discriminatory manner. Be sure to follow legal guidelines, provide transparency to candidates, and obtain background checks appropriately in the hiring process. This is where our experts can help you.

With our network of global partners and in-depth knowledge of background screening requirements, Check Xperts' background check service helps employers protect their organizations from employee-related risk. 

F.A.Qs

1. What is the difference between background checks and background verification?
   Background checks involve a broad investigation into a person's history, while background verification focuses specifically on confirming the accuracy of the provided information.
   
   
2. Are background check companies owned by the government? 
   Background check companies are typically private entities, although they may access government databases and public records. Organizations like Check Xperts have been providing these third-party services to major multi-national organizations.
   
   
3. Can I go to jail if I fail the background check? 
   Failing a background check doesn’t lead to jail, but it might disqualify you from employment or other opportunities.