What things should you include in a pre-employment background search?
If you’re in HR, you know that time is short. How can you keep your speed-to-hire time low and still be effective?
Start by focusing on what’s most important:
Criminal History
Criminal history is an essential aspect to investigate as part of pre-employment screening. It is the most important one to keep yourself and your employees safe.
This screening checks for convictions or charges raising concerns about trustworthiness or performance. While people can change, we should consider that, particularly for convictions from long ago, it could sometimes be a red flag and something to consider.
Employment History
Verifying employment history ensures candidates are truthful about their previous work.
This search confirms essential details about past employment, including dates, titles, and responsibilities. People lie or provide false information about previous jobs all the time. It’s important to hire only people who can prove they fit the role.
Education Verification
Verifying educational credentials confirms a candidate’s qualifications. It also ensures they have the skills and knowledge required for the position.
Verifying education is important when considering new hires and people with experience. Just because they had a job in the field before does not mean their old employer checked their records.
Reference Checks
Reference checks provide insights into an applicant from managers and coworkers. Use these to discuss things like work ethic, soft skills, etc.
Ensure you aren’t speaking with the candidate’s mother, best friend, or neighbor.
Professional Licensing
Conducting professional license checks (if applicable) confirms if candidates hold valid credentials. This isn’t necessary in all fields, but for some, such as doctors or lawyers, it is.
Driving Record
Will your new hire be driving as part of his or her role? Assess candidates’ driving records for any violations or incidents that could pose risks. If someone isn’t driving a vehicle for your company, you may leave this one off.
What do you need to worry about?
Compliance
Don’t overlook the legal side of background checks! The Fair Credit Reporting Act (FCRA) regulates how employers can use background check information. When choosing background check software, ensure it’s FCRA compliant. This protects you and your candidates from legal issues.
These are just a few of the areas your background screening should cover. Depending on the role, location, and even time of the year, there may be other things to consider.
Cost Considerations
Background check software isn’t one-size-fits-all when it comes to pricing. There are different models, such as per-report fees or monthly subscriptions. Some providers offer tiered plans with varying features. Consider your budget and needs to find the most cost-effective option for your organization.
Security
Data security is paramount, especially when dealing with sensitive candidate information. Choose background check software that prioritizes security. Look for features like data encryption and secure storage to ensure your candidates’ information is protected.