Recent problems with government security checks have caused organizations around the country to question whether they’ve been diligent enough in their own hiring practices. Drastic changes in the economy have also played a role in determining what in this day and age signifies a trustworthy employee. Look at the following tips to see how they stack up to your company’s policies.
Focus on Your Company’s Responsibilities
Safety and security are more important to some businesses than others. It can also change between positions within a company. Managers who are dropping off bank deposits should be more trustworthy than the guy who washes the dishes twice a week. Companies dealing with children and the elderly have higher obligations in security checks that those managing sewage treatment. Instead of applying one blanket method for checking up on potential employees, spend time going over the positions in your company and apply a thorough method for vetting candidates.
You can check potential employees in a surprising number of areas, including:
• Social Security
• Education
• Past employment
• References
• Criminal history
• Licensing and credentials
• Workman’s comp
Maintain Consistency
Performing background checks on candidates can be done in a number of ways, and too many methods can land you in legal trouble. Take your intended policies to your company’s legal team for a once over. Moving forward, make sure that all background checks for the same positions follow the same method.
No candidates will win a discrimination case if you maintain the same procedure for everyone who applies for the job. This can also help make sure that no one in your company is being unduly influenced by prejudice or previous knowledge. Friends blindly hiring friends can cause worlds of trouble for your business.
Look at Patterns
The economy did a number on a many parts of our country, costing people jobs, credit and at times, leading to tragically poor decisions. Instead of tossing applications in the garbage at the first sign of trouble, see if a candidate’s history has a story. Good people may have a misstep here and there. Bad people will have them continually. Unfortunately, organizations in certain sectorsmay not be able to give second chances, but those with leeway are encouraged to use them.
If something you find during a check is a make-it-or-break-it issue, talk to the candidate. The last decade also saw a steep rise in identity theft. It could be that the armed robbery charge haunting your go-to candidate was a case of mis-stated identity.
Work With a Pro
A professional background checking company such as a private investigative agency knows what is legal and what is not. That list of things you can look for is exhaustive, but there are several points you should avoid checking up, depending upon where you’re located. Among them are the following:
• Certain credit information
• Certain workman’s comp info
• Certain education info
The same information experts recommend you verifying in hiring decisions can get you into legal trouble when used in the wrong way. This frustrates the process and can lead to barebones background checks in situations where thoroughness is a necessary evil. Companies in this position should absolutely look to experienced professionals for help.
In the past, background checks have been used to disqualify candidates and lessen the workload for human resources. Because recent conditions have led to credit problems, employment issues and frequent moves for some people, that’s no longer a practical plan. Instead, tailor your background checks to weed through finalists, and don’t be quick to pass on someone with a single indiscretion. You will find you can protect your company while still getting the most from the available workforce.
