Background checks may seem initially time-consuming, especially if a business wants to fulfill an opening ASAP, but they are an integral part of the hiring process. There are many ways to perform the background check and one of them includes reverse phone social media lookup.Although steps vary widely, there are critical stages that all organizations should check off their to-do list. We have listed five of these below so you can gain a greater understanding.
1. Employment Verification
One of the first things employers will want to verify when reviewing an application is that the candidate has worked where they say they have. Employment verification essentially means the process of confirming an applicant has the previous experience they claim on their resume.
Depending on the role, this can be a dealbreaker for many organizations. Some positions require relevant experience due to the complex nature of the role. If an applicant hasn’t worked in a similar environment before, they likely aren’t ready to take on the responsibility.
2. Education Verification
Similar to employment verification, this is another step of the process concerned with a candidate’s truthfulness. Lying about education qualifications is never a good idea, yet many people continue to do so.
It isn’t difficult for a professional background checker to discover a candidate is lying about their level of education. Education verification is necessary, as hiring unqualified staff could land a business in a lot of trouble.
3. Criminal Record Check
Speaking of a lot of trouble, criminal record checks are also a vital component of background screening. Now, there are laws in place protecting candidates from discrimination purely for their criminal past, but this, of course, changes depending on the circumstance. If your business is looking to perform screening on employee candidates, you also need to make sure you’re following state laws. For instance, if your company is located in Austin, you’ll want to review the background check Texas laws to ensure you’re within legality.
If a candidate has a violent history, it is unlikely an organization will accept them for a role where they would be directly responsible for other human beings, such as positions within hospitals, schools, or similar care settings.
4. Credit Report Review
An element of background screening that many people aren’t as aware of is the review of credit reports. While an applicant’s credit history might initially seem irrelevant to an employer, it can prove significantly insightful.
These screenings are most prevalent for roles involving handling the business’s finances. The employer needs to know how responsible a candidate is with handling money. However, employers must inform the candidate before conducting this type of review. Otherwise, they will be breaking the law.
5. Reference Confirmation
Lastly, any hiring organization will need to contact references. In most cases, the relevant HR department conducts this rather than a third-party screening service. However, it is still a vital part of the background screening process.
References are not only a valuable tool for assessing an applicant’s character; they can also be helpful for employment and education verification.
Background Checks are Vital
It is in the best interest of any employer and their existing employees to perform diligent background checks on potential new candidates. You need to be sure that the individual you hire is who they say you are, or things could all go downhill quickly.
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