Getting a wrong employee can be very costly for you, the existing members of staff, and your entire company. An employee background check in this context is important since it allows you to check and verify the information you are been provided by the applicant on his/her resume and in interviews. The navigating process of background check can help you filter out the list of applicants and helps you figure out the right candidate who is qualified, experienced, and owns the ability to be appointed into your company.
This detailed description of employee background verification process will help you learn what you can do and what you cannot do when conducting the process. For completing this whole process, nationalpardon can be a best choice.
An employee background check is a legal right for any company. Before starting the process you need to understand the rules that can protect your company. So, before you start the process you should get legal advice about-
– Release forms your potential employee needs to fill and sign
– General rules of background checks
– Local and state laws of the background check process
– Particular types of data you should expect and the sort of information you should avoid
– Laws akin to specific roles
– The procedure of handling sensitive information
Above and beyond, it is good to discuss with other people who have already navigated through the process of a background check and learn how other business owners manage this important task.
Keep a record
To follow a consistent background verification process it is important to keep records of the sorts of information you what to collect and the process you are following to gather the information. Be assured that every candidate is been treated equally and the background check performed, is executed the same way regardless of whoever is doing it.
Being an employer you need to employ the same standards to all applicants. This means you should not hire or disqualify a candidate based on his/her race, religion, disability, age, or so. It won’t, for example, be right to check the criminal records only on the applicants of a certain race.
Documenting each step of the background verification process will ensure a consistent course of action. You can also create a chart that can with ease refer you the specific rules and regulations of background checks in different locations.
Inform the applicants
It is important to inform the applicants about background checks. Also by law, you are obliged you to have applicant’s permission before performing any background checks. Even if you are hiring verification specialists to follow the right employment verification process you are expected to inform the applicants in writing that you may use the information fetched through the process to make the hiring decision. Once the company, you have hired, record the investigation report about your potential employee’s personal information, reputation, and lifestyle, you are expected to provide the applicant a detailed description about the nature and scope of the inspection. The permission you receive should be in a written format signed by the applicant.
Toe the line with social media
Social media platforms don’t compile you for written permission. Key up the candidate’s name in search engine and you can with ease find the information without the need for a permission form. Well, when using the social media platform like Twitter or Facebook, never get too close to the applicant. In easy words, don’t request for user name, handles or don’t even befriend with the candidate on any social media platform. While navigating through social media never judge the candidate depending on his/her posts since a lifestyle and/or political views don’t have anything to do with someone’s ability to execute a task.
Above all, avoid meeting the candidate before the preferred interview schedule. Yes of course! It may not be right to form a first impression before the first actual meeting; maybe on phone or in-person.
Identify the sort of information you want to have about the candidate
To get a precise background verification check process, put your finger on what type of information you want to have about the candidate. The typical points of information businesses usually watch for are-
– Identity Verification
– Qualification Check
– Previous Employment Check
– Criminal Background Check
– Credit Check
Deal with compromising information
If any information keeps you from hiring the person, you are expected to provide the individual a copy of the report. Your potential employee also has the right to study and fix any mistakes materialized in the report. There should be a legitimate cause to disqualify a candidate.
Every candidate should be treated equally
Above everything, evaluate every candidate equally. For example, if you are doing an education check on one candidate, the same should be done on all other candidates who have applied for a job in your company. Changing policy in the middle of the process may not be a good thing for you as an employer. It is recommended that even if you know some applicant personal, verifying identity is a legal status.
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