When hearing about background checks, most HR executives express a valid concern about privacy and GDPR laws. Let’s get that out of the way first. Background screening is done with the prior written consent of the candidate. It is imperative that the said candidate understands the process, the goal, and the effect of a background screening process. Most of the times, if there is nothing to worry about, candidates are willing to go through the process because they also benefit from it later on if they were to join a team that has also passed through the same procedure.
There are already companies that require background checks and have their own list of things to go through. Regardless, the goal is always the same: an accurate view of the candidate before an employment offer is on the table.
If you are looking for the right candidate, this process will get you as close as it gets to one. With businesses expanding, with a fluid work force that can easily travel from one side of the world to the other, this service is even more important for your company.
So, what does it do? At its most basic level it can help employers determine whether the information provided by a candidate is true or not.
Here are some stats
78% of candidates lie or consider lying during a job application. The usual lie or omissions include being proficient in skills they would rarely use for the job, having worked on different positions longer than they actually were there, graduating from a school, having a higher salary than they in actuality did, having a higher position or more responsibilities on previous jobs.
Every HR person met a candidate that exaggerated in at least one of these areas. Well, this can affect productivity, team morale, quality of service, customer and employee relationships and can create a bad mood in the workplace.
You don’t want to think about it too much, but criminal history is also important as HR is responsible for the safety of the people working there, but also when you consider cyber security and working with confidential data, it is a totally different game you’re playing. By law, background investigation and pre-employment check could potentially help you avoid such an outcome.
And a final one: reputation. Background checks can also include media verification that would protect your companies’ reputation against a potential threat posed by previous actions of one of your candidates.
Whether is legal, studies, previous employment or even qualifications, we can help you starting from today.
If you think background checks are something your company can benefit from, drop a line at firstname.lastname@example.org so we can get in touch.