Today’s employers combine different kinds of pre-employment screenings, depending on their unique needs. We discuss some common types and how to run them in this article. In general, companies don’t find it practical to screen in-house there are third-party service providers that can do this for them. As a rule, these companies are better equipped to handle accurate and in-depth background checks and better aware of relevant practices and guidelines.
Checking Personal References From an Employer
It’s important to use information such as where someone works or has worked in the past effectively and to one’s benefit. Background check companies can perform reference checks to maximize the usability of that information. While this is among the most difficult screenings to obtain, it’s also among the most insightful. Well thought out and organized reference checks generate the most accurate information in terms of what can be expected from an applicant.
Employment History
Employers run job history checks to detect embellished or fictitious employment history. This is because some people lie about their skills, job roles, titles, or employment dates. Also, they can falsify the circumstances of separation from a previous employer.
Criminal History
More and more employers are screening for a criminal background to avoid negligent hiring allegations or accusations. They are afraid of hiring someone who will engage in an act, resulting in harm to property or to a person. Many companies also run criminal background checks on existing staff, either before a transfer or promotion or simply as a matter of course. If you’re hiring in Nevada, the Nevada arrest records will have information on anyone who has been arrested in the state. This would allow you to make an informed decision when it comes to hiring the right candidate.
Education History
Among the most commonly embellished things on a resume involve universities someone didn’t go to or degrees they do not have. To check this, your background check provider can get in contact with the university listed on your CV.
Consumer Reports
Applicants who apply for jobs that come with financial responsibility are often asked to undergo a credit check. Credit reports help recruiters find out whether the candidate’s financial history or current status might result in risks in handling financial resources or making finance-related decisions. One should use credit history information with discretion because it is illegal to use it under certain circumstances. In every event, the company must justify its requests for such reports. An experienced background check company will help you do that.
Industry-specific Checks
Jobs in childcare, public transport, education, and healthcare require a specific background investigation. To run these checks, get legal counsel to clarify any requirements for compliance in your state.
Driving Records
Positions that require driving will require a corresponding check of the person’s driving history. Records are obtained from the local DMV. Typically, they list license class and status, any traffic violations, license expiration date, license cancelation or suspension, and any arrests or DUI convictions.
Foreign Asset Control
Some companies also choose to inspect the list of Specially Designated Nationals. They must communicate matches to the Foreign Assets Control Office.
Other Resources
Adherence to equal employment opportunity laws and affirmative action promises is monitored by the Office of Federal Contract Compliance Programs. People who do business with the government are required to adhere to the Office’s guidelines. The OFCCP must be contacted for more information about how to run these checks.
You must use Form I9 to verify whether a candidate is legally allowed to work in the US. This process stems from the Immigration Reform and Control Act, which bans discrimination based on citizenship or national origin unless the candidate is an illegal immigrant. This check is done post-hire. However, companies aren’t allowed to use a candidate’s citizenship or national origin against him or her if this information becomes available to them pre-hire.