Need for Background Checks
If applying for jobs, you routinely submit criminal background checks as standard procedure, but many are unaware why such checks are needed. Your employer needs background checks to make sure there is no previous or current criminal history. As we all make mistakes, having a record means nothing. Employers do not base hiring decisions solely on crimes committed a crime but rather on work life and everyday interactions with others. A background check ensures that the employee is who they say they are. An arrest, conviction, or drug test failure can form the basis for denying employment opportunities. Therefore, if these are in your past, tell your prospective employer before their investigation. Failing to do so may not help secure the job or face prosecution later if employers choose to press charges or file complaints with authorities. Background checks protect you from lawsuits if you have a history of irresponsible behavior. This includes suing prior employers yourself or violence in your personal life. Employers want to ensure that they hire honest and responsible people.
Your prospective employer does not expect perfection, but they insist on maturity signs from job applicants. Prior brushes with the law could mark you as irresponsible and immature even though most teenage arrests are never repeat offenders, and minor drug dealers eschew such habits when maturing as adults. Employers are held liable for hiring employees with a history of irresponsible behavior or if something go wrong on the job. They may pay much money to defend them against possible legal action, by eliminating unsuitable applicants, saving time and money. The company protects itself from risk. Never allow your past mistakes or bad luck to affect your job search! Be proactive and assess if a background check doesn’t disqualify you unnecessarily.
Setting Up Employee Background Verification Process
Before implementing employee background check programs, determine how to conduct it as the process is complicated and time-consuming. Third-party background check providers are useful but traditional manual screening services are time-consuming and costly. Background checks software offer seamless technology and automation to reduce complex verification process. Background checks include: Criminal records, Credit reports, Drug testing, Identity Verification, Professional Licences, Driving records, Reference checks.
Seamless: ID verifications and court record verification is done within minutes using latest OCR tech.
Agile: Blockchain/OCR helps shorten verification time, coupled with on-field agents for efficiency.
Transparent: Dashboards add transparency and HR teams assess verification and generate reports.
Step 1: Hiring managers discuss if background verification is needed for a position and the checks.
Step 2: Government regulations require prior written permission to perform background verification through Applicant Tracking System (ATS).
Step 3: Candidate refusing background screening need not be considered for the position, HR to inform. For candidates providing written permission, background verification commences.
Step 4: With all background check results, HR managers to decide the candidates’ further processes.
Step 5: HR managers provide candidates copies of their background check reports.
Step 6: For negative findings, HR managers discuss with candidates how to dispute report.
Crucial for Hiring Decisions
84% employers derive benefits from background checks as 53% of resumes deposited by candidates contain at least one lie or inaccuracy. Organizations lose $17,000 on an average when they hire wrongly or decide to employ someone with a false degree or credentials.