Depending upon the type of background information you need to research on an employee, there are several types of pre-employment screening options to find the information you need.
Typically, an employee record search will pull up some of the following details:
These checks provide a vast amount of information for employers to finalize hiring decisions, ensure the validity of credentials, and even to ensure compliance with industry regulations for sensitive job roles.
Bad hiring decisions come with a high price tag when considering the cost of onboarding, training, and safety risks. Opting to terminate an employee also comes with its own set of financial burdens including severance pay or litigation expenses because of wrongful termination lawsuits. Knowing what is on a potential hire’s pre-employment background check can save you thousands in lost dollars, wasted productivity hours, and mitigate risk to your existing team members.
Making a candidate background check part of your hiring process clearly comes with many benefits, but what type of search should you use? Different industries require specific verifications, and the type of record check you choose will likely access different databases to find the details you need for making a confident decision. Below are some of the more common background check services that organizations and businesses rely on to obtain a clear picture of the candidate they want to onboard.
A criminal employee background check serves the purpose of revealing any known criminal history of the searched individual at a local, state, and federal level. It should be stressed that employers must take care in their evaluation of the information found on these types of reports. Some states do not allow a criminal history to be run until after an employee has received an employment offer, and if any relevant arrest incidents have already been made known to the employer, a claim of negligent hiring could be made if an adverse decision occurs.
Offenses you can expect to find on this type of report includes:
Sources for these records could include the Sex Offender Public Registry, FBI Most Wanted databases, as well as other criminal record archives from other states in the United States and its territories.
In this technological age, identity theft is an increasing problem for everyone, even companies trying to hire the best talent available for important job roles. This is why organizations must conduct identity verification of employees and potential hires to help mitigate risks to the integrity of their reputation, customers, and compliance.
Verifying the identity of a candidate or current employee could require a background check that provides:
Being positive that the person working for you is actually who they claim to be is critical when making a hiring decision or promoting an employee to a higher job role and responsibility.
Credit reporting may seem out of the ordinary on the surface, but it is a good source for developing an understanding of a candidate’s financial habits, as well as fiscal responsibility for certain types of positions involving money-related decision-making of a business. Determining the trustworthiness of an employee by way of a pre-employment background check is a smart decision for any hiring organization or company.
Important credit-related information that is often visible on an employee credit check are:
Using credit history to judge the financial responsibility abilities of an employee is critical for many industries, especially those with roles in accounting, credit, and loans. How a candidate handles their own budget and finances is a strong indicator of how well they will manage those of the company they work for.
Due to the heavily imposed state and federal laws that govern pre-employment background screening, employers must use care when using information from credit reports for hiring decisions. Before using such background information on a candidate, first ensure that this step is necessary for the job role and potential risk for fraudulent or mismanagement handling of that position. If there is not a real threat for this activity that you are hiring for, an adverse hiring decision could end up with accusations of discrimination or a suit based on such claims.