If you run a business, the proper management of all your resources will be key to your success, and that includes staff. The recruitment process can be arduous, and it may be tempting to only apply the most cursory of checks or none at all; however, running a background check could save you an inordinate amount of time, money, and stress and ensure that the client you choose is right for your company.
Your employees can be integral to the well-being of your business; they represent your enterprise and maybe a party to sensitive company information. Keep reading to find out exactly how a full range of background checks is beneficial and the best practice when it comes to running them.
General Background Check
A standard background check will confirm basic information such as the name, address, and contact details of your potential hire – this will give you peace of mind that the candidate is exactly who they say they are. A background check will often also highlight whether the prospective candidate has a criminal record or is on the sex offenders register: this information is absolutely vital and, alone, makes running these checks a sensible option.
SentryLink is one such company that offers a comprehensive range of background checks, that include criminal background search, reverse phone number and reverse email search – reports are quickly generated, which will supply you with all the information you need to have confidence in your hire – or to continue your search for a new employee if need be.
Social security validation forms part of most background checks – among other things, this will also reveal whether the candidate has lived at any addresses that have not been disclosed on their application form.
Some background check providers will also search social platforms and the dark web, as well as look at education records and scour for any aliases used. This could be particularly useful if the hire is high level and will have a significant level of responsibility or input into the business.
Be aware, however, that some background checks cannot be legally used as part of the recruitment process, so be sure to check the small print carefully.
As well as a general background check, you may also want to run a credit check on any prospective employee before welcoming them into your business. While, of course, there can be many reasons why an individual may have run into trouble financially, a poor credit score could
potentially be a warning sign in terms of the candidate’s financial sense and money management skills. While it may not be wise (or fair) to rule out a prospective employee purely based on their having a low credit score, it does give you the opportunity, at the interview, to explore this issue further, to make sure you’ll be getting the right person for the job.
Driving Records Check
Especially important if you’re hiring for a job that entails driving, this check can both confirm that the person has a license and ensure that it’s not been compromised by driving offenses. It’s also a useful way to confirm that the potential hire has an active commercial driving license if this will be required for the role.
International Background Check
If the applicant has worked or lived abroad, then having an international background check run is a sensible idea; this will verify their identity and corroborate other information that has been provided on their application form.
An international pre-employment background check will also provide you with details regarding the applicant’s education and employment, as well as information on any crimes committed while they were abroad. Read the requirements to run one of these checks carefully, as they vary depending on the country in which your prospective employee previously lived or worked.
Before Running Any Checks
Before you commit to running any checks on prospective new employees, ensure that you have a consistent policy in place when it comes to this; you could run into legal problems if an inconsistent system means that background checks are run on some candidates but not on others.
It’s also vital to seek legal advice: in some states, gathering certain information as part of background checking is illegal. It’s therefore wise to speak to a lawyer to make sure that you’re able to run the checks you’re considering.
Finally, make sure that the company you use to run your background checks is FCRA (Fair Credit Reporting Act) compliant, as the majority of background checks are governed by this body.
Making the Perfect Hire
Running a range of background checks can be a helpful way to ensure that you’ll be hiring someone that’s a perfect match for your business. Of course, finding the right person will also largely come down to their personality and how well this fits with the ethos of your company. Using a process that combines robust background checking with an interview that allows the prospective hire to shine will no doubt result in a great outcome for both your business and your new employee.