What You Can Do:
There are many different possible components of an employee background check. The first one is checking out the references on a resume. This is an easy thing to do, yet many employers still don’t bother to do it. Especially if something doesn’t check out to be true on an applicant’s resume, there may be no need to involve expensive employee background checks as the employer can then move on to another applicant. If job fraud charges are to be pressed though, more proof such as that done in a further employee background check may be needed. Police and licensing checks for employees are also mandatory in accordance with the law in some professions and industries such as government services, security, healthcare and childcare.
Do More Than Read That Resume
Work references used on a job applicant’s resume should be checked out one by one. This may take some time, so many employers just skip this step. But, asking each reference for the details of the applicant’s work there can be helpful. Calling without preparing questions first should be avoided though. Employers should have questions that they’d like specific answers to such as the worker’s punctuality, honesty and ability to do the job. Times and dates of the employment should also be verified.
Job fraud occurs in ways that include listing an actual position held, yet changing the salary, time of employment or other terms of the job. An alternative to checking a resume is to have a company application form prepared. This way, employers can, within the limits of the law, ask for the details that matter most to their company, industry and to the specific position, then do a background check on this data. By having employee background check information all on one form, this can be handier for screenings.
Watch The Legal Limits
As with every part of running a business, doing employee background checks must follow legal policies and procedures. Employers must choose the best applicant, but also not discriminate against potential employees. To this end, the Fair Credit Reporting Act holds that the employer has to have the employee’s signed permission in writing to agree to the employee background check. Not only that, he or she will also have to be given a copy of the screening results and be told of the reason they aren’t going to be hired, if the employer has decided after the check not to employ the applicant.
Employers should understand that consumer or credit based background checks may not be the most relevant screenings to conduct. For instance, finding out that a store worker has a poor credit history is unlikely to affect the business or position since it’s the employer who pays the employee, not the other way around. By focusing on this kind of employee credit check and other “instant” results, key components may be missed. For example, the employee may have a conviction record for theft, which could definitely affect a retail business. Having a fingerprint check done through the state police rather than just a quick name check can help uncover relevant background information for employers.