When hiring a new employee, select the right candidate for the role. Relying solely on the information from the applicant and their references might not give a complete picture. Unless required, someone will unlikely voluntarily disclose a poor driving record, criminal history, or financial issues.
However, privacy laws are stringent in protecting personal data, and employers can easily access protected information, misinterpret it, or make false assumptions. Consequently, the company might lose a valuable employee and risk lawsuits for discrimination or privacy invasion. This often happens when an employer makes one of the following errors.
Lack of a Background Check Policy
Without a policy outlining which positions require background checks, when they should be conducted, and the scope of the reviews, hiring teams might overlook this crucial step and risk hiring unsuitable candidates. The absence of documentation complicates proving a proper background check was conducted on a candidate if needed.
Note that conducting a screening for one position but not for another similar one can be legally viewed as discriminatory. A policy ensures consistent execution. A background check policy should specify who will conduct the check, who needs to be screened, and how this process will be consistently applied to each candidate. Use an ID OCR scanner to ensure the accuracy and efficiency of the process.
Lacking Permission
Most job seekers understand employers will evaluate them before extending a job offer. However, you can’t start investigating without their explicit permission. The Fair Credit Reporting Act mandates that employers obtain written consent from applicants before performing a background check (though social media “snooping” is currently exempt).
The act requires employers to inform the applicant if any findings in the check influenced the hiring decision. Securing applicant consent ensures compliance with the law and allows the applicant to clarify any potentially concerning information that may arise.
Avoid Depending on Computers
Organizations increasingly rely on automated tools to streamline their hiring processes and reduce recruitment costs. Many have switched from paper resumes to online application systems, with even small businesses requesting resumes via email and using filters on career and networking sites to identify potential candidates.
While integrating technology into hiring is beneficial, do not rely solely on computers for background checks. Computers can efficiently gather data from various sources, but a human should always review this data and make the final decision. Human involvement may also be necessary for contacting references or evaluating social media profiles, as computers can’t make qualitative judgments on abstract concepts.
Avoid Maintaining a Hard Position on Every Issue
You can’t remove the human element from human resources. During the hiring process, remember that people are human, someone with past mistakes might still be suitable for your role.
While it’s necessary to set boundaries, particularly in fields like finance or healthcare, being overly strict on all matters might unnecessarily narrow your hiring options and increase the difficulty and cost of finding a qualified candidate.
Pay Attention to Legal Obligations
Employers can access extensive information about potential candidates, including credit reports and criminal records. They may also review military, school, and workers’ compensation records in certain situations.
Some data is publicly accessible, allowing employers to obtain it without notifying the candidate. However, non-public records, like credit reports, require written consent from the candidate. State laws differ on what information can be requested and how candidates must be informed; failing to comply with these legal requirements can lead to civil and criminal liabilities for you and your company.
Endnote
Background checks are just one aspect of hiring, yet they are crucial for the success of your business and your employees. Conduct thorough background checks to ensure you hire correctly the first time, saving money in the long run.
