5 Best Practices For an Effective Background Check

By Archna Oberoi | 9th April 2018 | #verification importance


A bad hire not only results in loss of time and expenses but also casts a negative impact on other employee’s morale and a decrease in overall company productivity. Today, we share with you 5 best practices to conduct an effective background check of your news hires.


1. Make a Commitment to Background Check


First and foremost, employee background check should be policy rather than an option. There are many reasons why businesses are increasingly performing background checks. One reason is more informed employment decisions by businesses. Another is the creation of a phenomenon called “adverse selection,” where individuals with inappropriate backgrounds seek positions with businesses not yet conducting background checks, which adverse effects the whole business ecosystem.


 2. Establish a Written Standard


 Creating a policy doesn’t have to mean lots of research, but it does mean that you should document whom you are going to background check, what you are going to check about them, and how you are going to consider the information in the background report. An automated background check system can definitely spare you from all the paperwork required, and also curbs the turnaround time.


 3. Verify Past Employment


 We recommend that you also attempt to verify the employment dates, actual compensation, and job titles provided to you by the candidate by directly contacting past employers. Some past employers may decline to provide any information without first reviewing the candidate’s written release, so be prepared with a copy of the candidate’s written release authorizing disclosure of his or her information.


 4. Validate Education


 When degrees or education are important for a position, consider validating your candidate’s claims by contacting listed educational institutions. There have been several well-publicized incidents in recent years of employees overstating their education, perhaps because they assume employers will not go to the trouble of verifying their education directly with their schools.


 5. Automate the Entire Process


Doing manual background checks can be complicated, time-consuming, and cost-prohibitive. Moreover, there exists a high probability of biased or unreliable information due to manual intervention. Inducting automation in the background screening process and literally eliminate these three concerns and prevent businesses from hiring people who would otherwise fail their background checks. Automated background screening for employers and recruiters include zero-manual intervention that leads to fool proof background checks and ensures high credibility of information.



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