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Background Verification: A Guide to Improve Verification Process


With the new trade opportunities, technology and consumer demands, businesses are springing up resulting in the growing need for hiring which can be a difficult job since it is always hard to hire the most suitable and advantageous person for the company. In this regard, background verification plays a very important role to determine recruitment of the most eligible candidate.

Here is a list of Do’s and Don’ts to help you in talent management decisions.

Do’s

  1. Conduct a thorough investigation
  2. The verification procedure should be rigorous and easy to understand. During background screening, make sure to look at a variety of facts as it is critical to gather information and incorporate data other than the individual's criminal history. The information must include the individual's schooling, previous work, court record, residence, and substance abuse history. This might save the organization a great deal of money in onboarding expenses.

  3. Have Consent
  4. The integrity of the process is one of the most significant concern when doing a background check. Many states follow laws and legislations under which background verification of a potential employee is permissible. Hence, candidate’s consent must be obtained prior starting verification process. It is also recommended to consult with a lawyer to ensure the legitimacy of screening procedure.

  5. Be Consistent
  6. To stay consistent is to ensure that the application procedure is uniform for all applicants. The same searches and investigations should be conducted on every applicant who is applying for the same position. Varying job kinds may have different levels of inquiry, but for the same job title, make sure your approach is consistent to avoid discrimination complaints.

  7. Have a Formal Policy
  8. All businesses should have a comprehensive document explaining the screening. This helps to avoid legal complications and ensures that candidates are aware of the company's standards. The policy should specify how the checks will be conducted, what will be included in the checks, and what the applicant would be expected to do.

  9. Hire Professionals
  10. The information you need will be much easier to find if you use a good screening company. They have the knowledge and procedures necessary to be precise and efficient. They also keep you from seeing information that might be illegal under state or federal law.

Don’ts

  1. Don't rely solely on online searches
  2. Don't limit your search to only databases as you will not be able to find everything on the internet and the search should not only contain information gathered from online databases. Only authorized and licensed background check companies can retrieve factual and lawfully collected data for background screening.

  3. Don't focus solely on the negative
  4. Background checks are seen as a means of locating bad information by default. Use a background check to also find positives that will aid you in choosing between two highly qualified prospects.

  5. Walk Away from Negative Result
  6. A background check, although provide you with information about the applicant, should not always impact your hiring decision. If a background check reveals a criminal record or other information that concerns you, you should discuss it with your applicant. Allow them to explain what transpired. It's likely that the blemish on their record is the result of a previous misunderstanding or little blunder. It's also possible that the information is incorrect, and your candidates have the opportunity to challenge it. Whatever the case may be, the goal of a background check is to provide you with the information you need to make an informed decision. This means that before dismissing a candidate, you should take your time and obtain all relevant facts.

  7. Completely Ignore Patterns
  8. The paperwork containing the applicant's information may reveal things that is not favorable to the candidate. It could be a negative remark that can be clarified by speaking with the candidate. While a single discrepancy can be resolved through one-on-one interviews, many disparities should raise suspicion.

  9. Break the Laws
  10. As an employer, you must consider taking extra care in order to obey the guidelines so as to conduct background screening process lawfully correct. Background check requirements differ depending on federal, state, municipal, and job-specific laws. Hence, it is recommended for you to consult your company’s legal counsel if you're unsure how to proceed.

    If you are seeking to conduct data-driven and objective employment checks, you must rely on professional background screening company. De RISC Group follows industry standard practices to ensure that clients recruit qualified candidates with verified backgrounds.