How to Do Employee Background Checks:
Read below to find out how to do a background check before you hire a new employee, and discover tips that will help you to develop an effective background check policy.
Take action before doing a background check.
Have a consistent policy.
This is best documented in a flow chart so everyone knows which steps to complete and at which point. Haphazard background verification check processes can cause legal issues if you are only applying some steps to some candidates, such as only doing credit checks on candidates from specific backgrounds.
Determine what type of information you want to check.
For most positions, an employment history and credentials check is sufficient. However, depending on the role and industry, some employers may want to conduct a driving record check, a credit check, and/or a criminal record check.
Get legal advice.
Background checks can unearth sensitive information and you may not be able to gather certain information as part of a background check. Talk to a lawyer to make sure your background check does not cause legal issues for your company and inquire about specific processes to follow to ensure that you do not violate any privacy or human rights laws.
Provinces and territories may have their own privacy laws.
Research background check services.
Background check services can save time and make it easy for employers to verify a candidate's background and information. Research several service providers and look at the types of checks they perform, turnaround times, security measures, legal compliance, and pricing.
Steps to take after the background check.
Do not assume parts of the background check process are routine.
Critical information will often come up in the most mundane steps of the background check. Make sure that hiring managers take the process seriously and that they pay attention to the valuable information obtained.
Give managers a list of what to look out for in each step.
Keep it professional.
When verifying previous employment, be mindful of the questions you ask and stick to factual information rather than asking for opinions.
Give candidates a chance to clear up mistakes or misunderstandings.
Information obtained through background checks can be incorrect. Giving candidates a chance to review information can help you save a great candidate that could have been excluded incorrectly.
What are Common Types of Background Checks?
1. Personal background check.
This check typically involves the verification of an applicant's identity, address, disability status, etc.
2. Education and employment history check.
Conducting an education and employment history check serves to verify the places of prior employment and the qualifications the candidate listed on their resume.
3. Reference check.
Employers conduct reference checks to find out about the candidate's work experience and their skills and performance from someone who has worked with them previously.
4. Driving record check.
This type of check is important for roles that involve driving, such as a truck or delivery driver position or one that requires the use of a company vehicle. This screening provides information about any infractions and involvement in accidents.
5. Credit check.
Generally only used by companies in specific industries, such as the financial sector or other heavily regulated industries, a credit check may reveal a history of unreliable behavior.
6. Criminal records check.
This check provides the criminal history of the applicant and is typically important for positions of security or that involve regular contact with vulnerable people.