When hiring an employee, it is essential to ensure they are qualified for the position. To do this, you will want to conduct a background check on your potential employee. However, you also need to ensure you are not hiring someone with a history of abuse, crime, or other harmful behavior.
Pre-Employment Background Checks
Pre-employment background checks or running a background check on employees are critical parts of the hiring process. They help employers hire qualified candidates without risking the company’s reputation or finances.
These checks verify an applicant’s employment and educational history. A criminal background check reveals an applicant’s criminal and pending charges. The status of a candidate’s sex offender registry or domestic or global watchlist may also be shown.
Credit and educational verifications can also be performed. Credit checks assess an applicant’s financial habits and determine whether the candidate is financially responsible. Poor credit can be a red flag for some jobs, such as those in finance.
If candidates pass the pre-employment screening, they could be allowed the job. Other disqualifiers include severe felony convictions and blatant dishonesty.
Employers also look for financial responsibility. Unpaid bills and medical bills can affect a candidate’s credit. Some jobs require employees to handle the company’s funds.
In some states, candidates can be barred from interviews if they have a sex offender registry conviction. It’s important to note that a registered sex offender cannot be hired for a teaching position.
Education verifications confirm the candidate’s academic qualifications. This includes their credentials from a reputable university. Often, employers will ask for a certificate from a specific university.
Criminal Background Checks
Criminal background checks for employee candidates are an essential part of pre-employment screening. These checks help employers learn about the candidate’s past to make an informed hiring decision. However, there are many things to consider when conducting a background check.
First, you need to understand how these checks work. Some types of background checks are legal, while others are illegal. For instance, a criminal record is not always a good indicator of a candidate’s character. Also, the information provided in a background report may need to be revised.
While federal law allows employers to ask about a person’s criminal history, some states have stricter rules. If you are considering employment in a city such as New York, you should request the information separately from other background data.
In addition, the FBI has a database that you can use for background checks. This database has a wealth of information you can use to assess a candidate’s history.
You can also use a civil court database to research a person’s record. You might see the name, date of arrest, and the arresting agency if there was an arrest.
Another way to learn about a person’s background is to run a credit history check. Credit history checks can reveal a person’s spending habits, as well as their level of debt.
Education Background Checks
Verifying an applicant’s education history can be a crucial part of the hiring process. Whether for entry-level positions or professional licenses, it’s a good idea to ensure a candidate has the proper credentials.
Fortunately, obtaining and verifying education information is relatively simple. It involves contacting a candidate’s school and submitting a request for transcripts. Then, the records can be retrieved for a small fee.
Various companies offer this service. Some are independent, while companies hire others. It would help if you chose a credible provider to deliver results within a few days.
While there are no FCRA restrictions on education verification screenings, you should still be careful about privacy. That means you’ll want to comply with all local laws and regulations.
One of the most common mistakes employers make is to neglect to verify the educational credentials of a job applicant. An education background check can give you peace of mind, but only if done right. A thorough verification process can help you avoid a discrimination claim or a negligent hiring charge.
In addition to checking a candidate’s education, you can also conduct credit checks, criminal record checks, and other background screenings. This check helps weed out candidates unsuitable for the position or your company.