When a business needs to fill a position, certain steps must be taken. The obvious ones include writing and publishing the job description, reviewing applicants resumes and contacting qualified candidates for interviews. But then what? Once you’ve completed the initial interview and have a great “gut feel”, how do you know your instincts are right? How impartial are you toward this candidate, and ensuring you hire the best possible person for the job?
Here are six reasons why conducting candidate background checks should be the next step in your pre-employment screening process:
#1: Become aware of criminal history
One of the most common reasons why recruiters choose to conduct employee background checks is to be made aware of any criminal convictions in a candidate’s past. Some organizations have strict zero-tolerance policies with regards to all criminal convictions. Others may be willing to look past more minor summary conviction offences if they are irrelevant to the job in question. If you are hiring for the first time, this criteria should be outlined in advance, and not decided on a case by case basis. Being made aware of your candidate’s criminal history, if any, will empower you to make the most informed hiring decision.
#2: Highlight past infractions and misdemeanors
What criminal background checks don’t highlight are other infractions that may impact your candidates ability to do their job. If driving is a requirement of the role, it’s important for the candidate to possess a clean driving record. If they don’t, the organization may pay a higher rate for insurance. In a position that authorizes the use of a company credit card to your candidate, you will likely want to be informed of their own credit history. This information may not be significant for all positions, but for those in finance roles, poor credit can be a sign of increased risk to the organization.
#3: Prevent negligent hiring litigation
Keep yourself, your existing employees and customers safe. Crimes committed by employees ranging from property loss to serious assaults can result in negligent hiring claims against employers if they cannot prove they have taken reasonable care in screening against those who may pose a threat. Prove you’ve done your due diligence by conducting candidate background checks to avoid litigation and liability.
#4: Expose dishonesty
Build your new employee / employer relationship on a foundation of trust. With a reported 85% of job applicants lying on their resumes, it’s no longer possible to accept candidate’s claims at face-value. Falsifying work history, eligibility to work in the country and lies of omission can be swiftly brought to the surface by effective pre-employment screening.
#5: Verify education and credentials
Ensure your candidate has the right education, training and certifications required for the role. This can range from college and university diplomas and degrees to industry-specific certifications and designations. No matter the level of education deemed necessary, verifying your candidate’s claims is an integral step.
#6: Check references
By speaking with past employers, colleges and subordinates, our team can confirm your initial “gut feel” about the candidate, and uncover unwanted behaviour or lack of skills that weren’t evident from your interview(s). Our team is trained to dig deeper and ask probing questions after understanding the needs of your company and the specific role. We take the time to ensure the reference is comfortable and open to a discussion about the candidate and the role they are applying for.
Here are six reasons why conducting candidate background checks should be the next step in your pre-employment screening process:
#1: Become aware of criminal history
One of the most common reasons why recruiters choose to conduct employee background checks is to be made aware of any criminal convictions in a candidate’s past. Some organizations have strict zero-tolerance policies with regards to all criminal convictions. Others may be willing to look past more minor summary conviction offences if they are irrelevant to the job in question. If you are hiring for the first time, this criteria should be outlined in advance, and not decided on a case by case basis. Being made aware of your candidate’s criminal history, if any, will empower you to make the most informed hiring decision.
#2: Highlight past infractions and misdemeanors
What criminal background checks don’t highlight are other infractions that may impact your candidates ability to do their job. If driving is a requirement of the role, it’s important for the candidate to possess a clean driving record. If they don’t, the organization may pay a higher rate for insurance. In a position that authorizes the use of a company credit card to your candidate, you will likely want to be informed of their own credit history. This information may not be significant for all positions, but for those in finance roles, poor credit can be a sign of increased risk to the organization.
#3: Prevent negligent hiring litigation
Keep yourself, your existing employees and customers safe. Crimes committed by employees ranging from property loss to serious assaults can result in negligent hiring claims against employers if they cannot prove they have taken reasonable care in screening against those who may pose a threat. Prove you’ve done your due diligence by conducting candidate background checks to avoid litigation and liability.
#4: Expose dishonesty
Build your new employee / employer relationship on a foundation of trust. With a reported 85% of job applicants lying on their resumes, it’s no longer possible to accept candidate’s claims at face-value. Falsifying work history, eligibility to work in the country and lies of omission can be swiftly brought to the surface by effective pre-employment screening.
#5: Verify education and credentials
Ensure your candidate has the right education, training and certifications required for the role. This can range from college and university diplomas and degrees to industry-specific certifications and designations. No matter the level of education deemed necessary, verifying your candidate’s claims is an integral step.
#6: Check references
By speaking with past employers, colleges and subordinates, our team can confirm your initial “gut feel” about the candidate, and uncover unwanted behaviour or lack of skills that weren’t evident from your interview(s). Our team is trained to dig deeper and ask probing questions after understanding the needs of your company and the specific role. We take the time to ensure the reference is comfortable and open to a discussion about the candidate and the role they are applying for.
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How Inline Reference Check Can Help
For over twenty years, Inline Reference Check has worked with countless recruitment agencies, human resource professionals and business owners to help them ensure they truly know their people.
Complete the form on this page now to request a free pre-employment screening consultation and empower yourself to make the most informed hiring decisions. |
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