Why do employers insist on background screening checks?
First of all, it’s important to be aware that your employer is not trying to trip you up or looking for reasons not to offer you the job.
From a company’s point of view, it is essential to know that they are in possession of all relevant information regarding a new hire. They need to be sure that the candidate’s expertise, experience and qualifications match the requirements of the role to be filled.
There are built-in protections too. For example, screening must disregard religion, race and sexual orientation.
Also, you may request not to proceed with the screening at any time.
What happens in a background screening check?
Once you have signed the agreement to undergo a background check, your recruiter will contact us and send your CV and any other material you may have submitted, such as an application form, covering letter, or letters of recommendation.
The first step for us is to contact you. We may request further documentation depending on what checks we have been asked to carry out. These could consist of:
- Your passport or other form of identification
- Your full address history
- Certificate of academic achievements
- Certificates of professional qualifications
The sooner you can get these to us, the faster you will be processed, ready to accept your new job offer.
Do be aware that our service merely checks facts and reports back confidentially to your recruiter. We make absolutely no recommendations whatsoever. Your recruiter will assess the results that we present in our report and decides what happens next. We do not influence that decision making process in any way.
Tips to achieve a successful and rapid background screening check
Your proactive cooperation is a key factor in ensuring your check is completed quickly and successfully. You can greatly assist your cause by bearing these tips in mind.
- Ensure you send us all of the documentation we request. Any omission will only inject delay into the process.
- Be honest and accurate in answering any question we may ask, and in completing the details we request from you.
Candidate Information Check – Candidate Information Check or the process of performing a background check, consists of researching and consolidating a variety of employment, educational, criminal, financial, and other records about an individual for the purpose of evaluating that individual for employment purposes.
In an ideal world, everyone would be truthful on a job application, but sadly, that’s not always the case. It’s not uncommon for applicants to misrepresent themselves in an interview or falsify a resume. To avoid hiring someone who isn’t qualified or poses a risk to their organization, employers regularly perform background screenings.
Information checks allow you to make smart, well-informed hiring decisions that can save your business time and money in the long run. With a variety of services available, it’s easy to get the information you need to make confident onboarding decisions. Quite simply, candidate information checks are an important part of ensuring the individuals you hire fit well within your culture.
Why are Pre-employment Background Checks Important?
Without background checks, employers have only the information supplied by the applicant to form the basis of their hiring decision. Such details may not be accurate or complete. Background screenings allow employers to get a more complete picture of a candidate, which may help them:
- Hire the most qualified people and improve productivity
- Prevent instances of theft and other criminal behavior
- Avoid workplace harassment and safety issues
- Preserve company reputation and brand image
What Information can Background Screening Provide for the Employer?
With some notable exceptions, a background check might reveal the following details:
- Employment history
- Education history
- Criminal history
- Credit reports
- Driving records
Not all of this information may be permissible or even necessary for every role. For instance, driving records are typically not requested unless the employee will be operating a vehicle as part of their job. There are also various federal and state regulations that govern when an individual’s criminal history and credit report may be accessed.
How Does a Background Check Work?
Background screenings pose compliance risks if not done correctly. Here’s how smart employers typically vet potential new hires:
Make an offer
It’s generally best practice to not run a background check until after a candidate is offered conditional employment.
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, e.g., professional background screening providers.
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. Some minor additional information can be included, such as a brief description of the nature of the background report, but only if it doesn’t confuse or detract from the notice itself.
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) provides guidance on 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.
Request more information
Contact us if you should require more information regarding our background screening process. Unfortunately, we cannot discuss the particulars of any individual case but we are happy to describe what we do in general terms. Complete confidentiality is a key aspect of our service.
FAQs on Candidate Information Check
Q1. What causes a red flag on a background check?
A: Employers determine their own policies for whether or not an applicant meets their hiring standards. Typical items of concern that may return on a background check include, but are not limited to criminal convictions, failed drug tests, traffic violations, poor credit scores and inconsistencies in employment history. Any employment decision taken as a result of these concerns must be job-related and based on business necessity.
Q2. How far back do background screenings look?
A: Pre-employment screenings generally cover seven years, though this can vary. Some states may permit longer look back periods for certain types of records.
Q3. How long does a background check take?
A: The length of time for a background check typically ranges from as little as two days to as much as a week or longer. Court and agency backlogs, holidays and information requested may extend this timeline.
Q4. What will be checked in candidate information?
A: A candidate information check is a process used by companies to verify an individual’s identity, employment history, educational qualifications, criminal records, and other relevant details to ensure the person’s credibility and suitability for a job.
