Background screening is a critical part of the hiring process. However, as critical as it is, it is not so simple or straightforward. When you are using background screenings, it is important that you consider a variety of different things. Here are some things you should remember when you are screening potential job candidates.
Have A Written Policy
If you are going to use background screenings, you should make sure you have a written policy stating this. The policy should also outline your screening process. You do not want to be hassled with any legal issues. If your potential job candidates know about your background screening process, they will make the decision to apply or not apply for the job opening.
Your background screening process should include how you conduct the background screenings. You should also inform the job candidates of what you will include in the background screenings. If your company also uses social media as part of its background screening, you should also make this known. However, it is important that you know that employers who do use social media networks in a hiring decision can put themselves at a greater risk for a lawsuit based on discrimination.
You should never run a background screening without getting permission. As the employer, you should make the job candidate aware of the policy. If you do not get consent from the job candidate, you should not run the background screening. If you perform a background screening without getting consent, you have broken the law.
Your background screenings should be comprehensive. You should make sure you cover every point so you will be able to make a better decision about hiring. Your background screenings should include criminal backgrounds, references, driving records, etc.
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