5 Do's and Don’ts for Successful Background Screening

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5 Do's and Don’ts for Successful Background Screening
12
Jul

5 Do's and Don’ts for Successful Background Screening

Companies that implement a hiring screening program are unlikely to get everything right in the first round. Creating an efficient and effective system for checking the background of applicants generally requires some trial and error. However, there are several common mistakes employers could make when they start doing background checks on job applicants.

In the long run, background checks can save you time and money when hiring new employees. Whether you are hiring yourself or hiring a human resources manager or company for you, there are a few things you need to pay attention to, otherwise, you may face lawsuits that could have been easily avoided.

Here are some Dos and Don’ts for a successful background screening:

Personality vs. Productivity

  • DON’T: Social media screening has become very popular in the hiring process, but it can easily get you to be on thin ice, although some things can easily unlock a candidate's potential as a future employee or a red flag for your job or could highlight your work ethics. There is certain information that should not, and cannot, influence your decision to hire someone and this information, including the candidate's race, ethnicity, sexual orientation, and beliefs, etc.
  • DO: One way to work around this is having Complygate do the screening for you and give a report which comprises all information that directly showcases the individual's background and their potential as future employees.

Performing internal background checks

  • DON’T: Although using free online screening services or conducting improvised background checks seems to be a cost-effective way to obtain job applicant information, employers should always use trusted consumer information agencies during the screening process. When businesses cut costs by conducting their background checks, they may lose important information about candidates or receive incorrect information, which might as well cause legal issues.
  • DO: Instead, businesses should outsource it with companies specialised in performing background checks and providing screening services. This would ensure that the reports they receive are authentic, up-to-date, and accurate.

Perform checks without obtaining permission

  • Don’t: An important rule that is often overlooked by employers sometimes is that companies should only do background checks only after they have obtained the applicant's written permission. This may seem trivial, but the use of information collected without the applicant's consent can lead to costly legal proceedings.
  • DO: Employers must inform the applicant what information will be obtained and obtain written approval before receiving the report. The only exception is in the field of cargo transportation, where written consent is not always required, even though still always recommended.

Examine both the positive and negative aspects of the situation.

  • Don’t: Nowadays, almost all employers check whether the applicant has a previous conviction. Although it may be tempting to fire a candidate with a criminal record immediately, remember that not all convictions have the same weight. Being arrested does not necessarily mean that they are involved in criminal activities. For example, someone may be raided by the police after a protest or event.
  • DO: It is okay to look for negative information that may affect job decisions first, but hiring managers should also develop the habit of looking for positive data. Employment inspections usually contain information about how long the job applicant has worked for the previous employer. Long-term employment may mean that the candidate is a loyal employee and can become a long-term asset of the company. A credit report usually proves that people are financially proficient and trustworthy when they start taking responsibilities, and these characteristics are often useful in the workplace.

Pattern recognition

  • Don’t: A single positive or negative act should not be used to define a person or their ability to perform their job.
  • DO: The best way to assess your application is to look for positive and negative trends. Employers can make reasonable hiring decisions by taking into account consistent patterns of behaviour.

It is not necessary to be overwhelmed by the dos and don'ts of employee background screenings. Complygate can assist your company in conducting background checks efficiently and effectively.

Outsourcing the process of screening candidates to competent and specialised companies can help you with creating a successful and compatible hiring process for your organisation.

When at Complygate we take care of the background screening for our clients, we also collect all the required information on which to base informed and valuable decisions about who you bring on board.

When you have a consistent and reliable background screening process in place, you have the solid foundation you need to help your company grow in terms of volume, reputation, and excellence.

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