How To Do A Background Check For Employment

A background check for employment is a vital part of the hiring process. It is a way for employers to verify the information provided by job candidates and ensure that they are a good fit for the position and the company.

Background checks can help employers identify red flags indicating a candidate’s past behavior, such as criminal activity or a history of substance abuse.

This article will discuss the steps involved in conducting a background check for employment.

How To Do A Background Check For Employment

The following are how to conduct a background check for a potential employee:

1. Obtain Written Consent From the Candidate

Before conducting a background check, employers must obtain written consent from the candidate.

This is typically done by including a disclosure and authorization form in the job application or offer letter.

The form should explain the nature and scope of the background check and ask the candidate to provide their consent.

Employers must obtain written consent as it is required under federal and state law.

However, failure to obtain written consent can result in legal consequences for the employer.

2. Determine What to Include in the Background Check

Employers should determine what to include in the background check based on the job requirements and the industry.

For example, a criminal background check may be required if the job involves working with children or vulnerable populations.

Some standard components of a background check include:

• Criminal history: This includes searching national and local criminal databases to determine whether the candidate has a criminal record.
• Employment history: This involves verifying the candidate’s previous employment and checking for any discrepancies in their work history.
• Education verification involves verifying the candidate’s educational credentials, such as degrees and certifications.
• Credit history: This includes a review of the candidate’s credit report to determine their financial history and responsibility.
• Professional license verification involves verifying the candidate’s professional licenses, such as a medical or law license.

3. Choose a Background Screening Provider

Employers can conduct background checks in-house or hire a third-party background screening provider.

Hiring a third-party provider is recommended as it ensures that the background check is conducted in compliance with federal and state laws.

When choosing a background screening provider, employers should consider the provider’s reputation, experience, and the scope of their services.

Choosing a provider accredited by the National Association of Professional Background Screeners (NAPBS) is vital.

4. Conduct the Background Check

Once the background screening provider has been chosen, they will conduct the background check.

The time it takes to complete a background check can vary depending on the components included in the check.

During the background check, the screening provider will collect information from various sources, including public records, credit bureaus, and previous employers.

They will then compile the information into a report for the employer.

5. Review the Background Check Report

Once the background check is complete, the employer should review the report carefully to determine whether the candidate meets the requirements for the job.

If the report contains any red flags, the employer should consider whether the candidate’s past behavior is relevant to the job and whether it poses a risk to the company or other employees.

Employers must follow the guidelines the Equal Employment Opportunity Commission (EEOC) set forth when reviewing background check reports.

The EEOC recommends that employers consider the nature and gravity of the offense, the time that has passed since the offense, and the nature of the job when making employment decisions based on criminal history.

6. Notify the Candidate of the Results

If the employer decides not to hire the candidate based on the background check results, federal law requires them to provide the candidate with a copy of the report and a summary of their rights.

This is under the Fair Credit Reporting Act (FCRA). The candidate must be allowed to dispute the accuracy of the report.

Employers should also provide the candidate with an explanation of why they were not hired based on the results of the background.

Common Red Flags that Employers Should Look Out For

Employers should be aware of certain red flags that may come up during a background check.

These red flags may indicate that the candidate is not a good fit for the job or that they may pose a risk to the company or other employees.

Here are some common red flags to look out for:

1. Criminal Record

A criminal record may be a red flag for specific jobs, particularly those that involve working with vulnerable populations or handling sensitive information.

Employers should be aware of convictions for violent crimes, theft, fraud, or drug offenses.

2. Employment Gaps or Inconsistencies

Employers should be wary of employment gaps or inconsistencies in a candidate’s work history.

This may indicate that the candidate has something to hide or that they have difficulty maintaining employment.

3. False Education or Credential Claims

Employers should verify candidates’ educational credentials, such as degrees and certifications, to ensure they are legitimate.

False claims about education or credentials may indicate that the candidate lacks integrity or tends to exaggerate their qualifications.

4. Poor Credit History

Employers may review candidates’ credit reports to determine their financial history and responsibility.

Poor credit history may indicate that the candidate has a history of financial problems or may be prone to financial irresponsibility.

5. Negative References

Employers should speak with the candidate’s references to verify their employment history and determine whether they fit the job well.

Negative references may indicate the candidate’s history of poor performance or problematic behavior.

Inconsistencies in the application or resume: Employers should review the candidate’s application and resume for any inconsistencies or discrepancies.

This may indicate that the candidate is not truthful or has something to hide.

6. Social Media Activity

Employers may review a candidate’s social media activity to determine whether they are a good fit for the job and the company culture.

Inappropriate or unprofessional behavior on social media may indicate that the candidate lacks judgment or maybe a poor fit for the job.

Conclusion

Conducting a background check for employment is an important step in the hiring process.

It allows employers to verify the information provided by job candidates and ensure that they are a good fit for the position and the company.

By following the steps outlined in this article, employers can conduct a thorough and compliant background check that helps them make informed hiring decisions.