In
today's competitive business landscape, hiring the right employees is crucial
for the success and growth of any company. Employee background checks have
become a standard practice for organizations across the United States to ensure
they are making informed hiring decisions. This article delves into the
significance of conducting background checks on potential employees, the legal
framework surrounding them, and the key components of an effective background
screening process.
THE
NOTEWORTHINESS OF EMPLOYEE BACKGROUND CHECKS – Employee background check may be
called noteworthy due the following reasons –
1.
ENSURING
SAFETY AND SECURITY – everyone want to maintain
safety and security of the company. A man who have past criminal record of
destroying property could also be vulnerable to your company no matter it was
done due to anger issues or anything else. After all, you safety should be your
choice and a company should have taken care of itself for its best interest.
2.
LEGAL
AND FINANCIAL ISSUES – Hiring wrong employees can
bring legal and financial trouble for you. If you hire, who is wanted to
security agencies may bring real trouble for you. If that employee gets caught
somehow, you may be questioned as well. So it is pretty important for some to
do background checks for your employee before you give them job to your
company.
3.
YOU’RE
COMPANY SAFETY AND SECURITY FOR YOU IS IMPORTANT
– Hiring wrong people may rust your reputation if that wrong person brings any
damage to your company. This may ultimately make hard for you to find another
employee for you. Conducting background checks and hiring good people to your
office or company or industry will give you trustworthiness, integrity and transparent
job opportunities to aspiring people.
However,
in USA, there is lot of restrictions regarding background checks. One must know
the legal side, they must consult with a lawyer (If they don’t have any idea
with background checks) before they do background checks for the employees -
1.
Fair
Credit Reporting Act (FCRA): The FCRA governs the
use of consumer reports, which include background checks. Employers must obtain
written consent from candidates before conducting background checks and provide
them with a copy of the report if adverse action is taken based on the findings.
2.
Ban
the Box Laws: Many states and local jurisdictions
have implemented "ban the box" laws that restrict when and how
employers can inquire about an applicant's criminal history. These laws aim to
give individuals with criminal records a fair chance at employment.
3.
EEOC
Guidelines: Employers should ensure that their
background check policies do not disproportionately impact individuals from
protected groups, as this could lead to discrimination claims under the Equal
Employment Opportunity Commission (EEOC) guidelines.
If
you think that you pass or you have the authority to start the background checks(
This can be obtained by just asking the candidate for background checking),
then you can start the background check before you make a fair selection of your
employees,
However,
lot of thinks needs to be covered before you start background verification. You
need to know which things you are going to look for candidate background verification.
I am here picking up some points which may you think perfect as Pre-employment background checks
for candidates for your company –
1.
EDUCATIONAL
VERIFICATION – One should not lie about his/her
educational qualification. This is a thing that every company do check at 1st.
Background check starts with the verification of educational qualification.
Once you have the Curriculum vitae or resume for your candidate you can verify
your candidate’s degree as well.
2.
CRIMINAL
BACKGROUND - Make sure that you are going to hire an
employee who doesn’t have any criminal background. This is pretty important to
do criminal background check services
and probably most important part of background checking. Once you have the
employee social security number and date of birth you can check pending
litigation cases throughout United States jurisdiction. Sometimes petty cases
also running. You can check them and hire employee as per their significance.
3.
DRUG
TESTING – Make sure that your employee is not
taking any kind of drugs, most importantly Cannabis (Marijuana), Cocaine, MDMA/Ecstasy,
GHB , Hallucinogens , Heroin , Inhalants , Ketamine , Methamphetamine etc and
more. In case of cannabis it is little different since cannabis is legal in
some states and medical marijuana is absolutely legal.
4.
ASK
REFERENCE FROM PAST COMPANY/ORGANIZATION – You can ask
reference from your employee’s past company regarding his employee and that
would be best reference. You can also call the last company for verification of
the data. It is not only about the past company as reference, you can use lot
of other sources as reference and the sources you think is perfect.
5.
SOCIAL
MEDIA SCREENING - Review the candidate's social media
profiles to identify any red flags or concerns related to their behavior or
professionalism. Social media activity of a candidate wills you the synopsis of
area of interests of that candidate, his thoughts and abilities social strengthens
and communication power. Social media activity also gives us a picture of
candidates likes and dislikes, social moral. Overall, it is pretty necessary to
check social media habits of candidates.
Overall
we can say the background check is pretty important for the companies for
future and present day. Above all this we must be within the boundary of law
while checking background for them. So, it is always crucial to know the risks
involve your background checking.
Reliable
checks will help you to get the report of background check of your employee and
will take all responsibility and risks involved with background checking.
Let’s
give us an order today and get the report today.
If
you have any questions regarding the services, just message us through portal
and we would love to assist you further.
We
look forward to work with you.
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