When an employer confirms the information provided by a job candidate, this is known as an Employment background check. It could also entail looking into other parts of a candidate’s background, such as whether or not they have a criminal record.
A company’s investment in a new employee is significant. The hope is that they will stay with the company for a long time and continue to provide excellent work that has a favorable influence on the bottom line.
Regrettably, poor hires do occur. In the best-case situation, you swiftly realize your error and the person moves on before causing serious injury. In the worst-case scenario, they fail to complete the task, impair workplace morale, or cause other major issues for your business. In any case, you’ll have to deal with a bad issue and go through the laborious process of rehiring for the position.
Pre- Employment Background Check
Conducting background checks before making employment offers to candidates can help you avoid making disastrous hiring. It will expose any information the person withheld or lied about throughout the interview process, ensuring that your organization only invests in respectable individuals.
What is covered in a pre-employment background check?
A normal background check collects information about a person based on their name, birthday, and social security number from public and commercial databases. A reputable background check company can search all relevant databases and produce an easy-to-understand report on the applicant for the employer to peruse.
A pre-employment background check often includes the following areas:
- Identity verification: Confirm the applicant’s name and social security number are correct, and that he or she has legal permission to work in the country.
- Criminal history: Find out whether the applicant has ever been convicted of a crime, is currently on probation, has outstanding warrants, or is listed on a sex offender registry or government watchlist.
- Employment history: Check to see what firms the applicant worked for and how long they were there to ensure they gave an authentic work history.
- Education background: Verify the authenticity of the institutions and degrees listed on the candidate’s résumé, just as you would with their job history.
How Background Checking Works
Conducting background checks prior to making employment offers to candidates can help reduce the odds of making poor hiring. It will expose any information the person withheld or lied about throughout the interview process, ensuring that your organization only invests in trustworthy individuals.
Academic Credentials Verification
Organizations will verify that candidates hold the degree indicated on their application materials by contacting academic institutions. To acquire this information, applicants must submit their graduation dates and previous names.
Verifying Previous Work Experience
Employers usually check where candidates have worked before hiring them. Some prior employers may be willing to answer inquiries, while others may merely confirm the applicant’s employment status and dates of employment. Potential employers used to check on payment history, but that’s no longer the case, and it’s even illegal in some areas.
Getting in Touch with References
Employers are also permitted to communicate with former managers or coworkers unless they have been specifically instructed not to. The laws that regulate reference checks differ from one state to the next. In general, former employers are allowed to talk about a candidate’s job history as long as they are truthful and don’t break any anti-discrimination legislation. Before conducting a reference check, it is normal practice to seek written consent.
Performing drug tests and physical examinations
Some jobs require employees to pass a drug test and/or a physical examination. Physical examinations should be linked to the nature of the job and employee safety. A physical examination isn’t necessary for most occupations.
Testing Skills and Knowledge
Some employers need testing to verify special abilities. Assume you have a customer service role that needs you to handle customer assistance via email. A candidate for the job may be requested to write an example email in response to a fictitious client complaint.
A senior management applicant may be asked to deliver a presentation on how to increase sales for other roles. Applicants for the role of HR recruiter may be required to develop a recruiting improvement strategy. Before a company makes a job offer, demonstrations like these establish that the candidate possesses the promised knowledge and skills.
Criminal Records Checks
Convictions, not arrests, are the focus of criminal background checks. “Federal law does not prohibit employers from asking about your criminal history,” according to the Equal Opportunity Employment Commission (EEOC). Employers are prohibited from discriminating based on criminal history information under federal EEO rules.
It depends on the exact history and situation, but a criminal record may not disqualify applicants from positions. Employers are not allowed to conduct criminal background checks on some applicants but not on others.
Prospective employers are likely to run a credit check if the job entails security or managing money. For credit to be checked, written authorization is necessary. 4
Furthermore, the EEOC strongly advises against overusing credit checks. According to the Equal Employment Opportunity Commission (EEOC), “Employers are allowed to inquire about your financial information under federal law. However, federal EEO rules bar businesses from discriminating unlawfully based on financial information when making employment decisions.”
Employers cannot perform credit checks on some potential employees but not others, and they can only do it if it aids in the identification of “responsible and reliable employees.”
Why the Emplyment Background Check is Important?
Fortunately, recruiters and human resources professionals have access to background screening and criminal history checks. Employers now have the right to discover more about the candidates with whom they are ready to enter into a formal agreement. They also have the right to check that a possible new recruit has nothing on their record that might jeopardize the company’s operations or pose a safety risk to clients and other employees.
Background checks may be a useful tool for ensuring that you choose the best applicant for the job every time. When followed regularly, this simple procedure can help the organization avoid a slew of future issues. As a recruiter, it’s critical to ensure that a candidate fits all of the requirements of each assignment and that the client receiving the applicant will get a high return on investment.
What is the significance of this in terms of recruitment? For starters, your application will be rigorously checked to confirm that all of the given experience and qualifications are accurate for each task order’s requirements. Second, because you’ll know your applicant is who he or she is representing, you’ll be able to confidently pitch your candidate to the HR manager and bargain more successfully.
How Teleport help in Employment background check
They follow the state rules to ensure that hiring firms are fully informed. Teleport also has a number of other benefits, including:
Teleport Manpower Consultant has the fastest turnaround in the business thanks to its high level of automation.
Accuracy — Artificial intelligence and machine learning technology ensure that candidate data is correct. Dispute rates at Teleport are ten times lower than the industry average.
Teleport runs a thorough background check on all the candidates so the employers do not have to face any issues in the future.